Labor & Employment

in committee · New York · Assembly Feb 20, 2026

A 10296: Requires employers to provide a leave of absence for an employee to use for menopause

Requires employers to provide leave of absence of at least five days for every 12 month period for an employee to use for menopause symptoms; requires the commissioner of labor, in consultation with the commissioner of health, to develop workplace guidance relating to menopause.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates 5 days annual leave for menopause symptoms, expanding employee benefits and workplace accommodations under labor protections.95% confidence

Sub-Topics Paid Leave

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in committee · New York · Senate Mar 10, 2026

S 9130: Restores the 20 year service retirement for certain New York city corrections officers and sanitation workers

This bill restores a 20-year service requirement for retirement benefits for New York City corrections officers and sanitation workers who are part of specific pension plans. It changes their eligibility from needing 22 years of service (as previously required) to 20 years, allowing them to retire with full benefits after 20 years without age restrictions. The policy change applies specifically to "uniformed correction/sanitation revised plan members" under New York's retirement law. This amendment directly affects these city workers' retirement eligibility, making it easier to qualify for full benefits earlier than under prior rules.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRestores 20-year retirement eligibility for NYC corrections/sanitation workers, improving pension benefits by reducing service requirements from 22 to 20 years.95% confidence

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in committee · New York · Assembly Feb 12, 2026

A 10164: Authorizes the county of Dutchess to offer an optional twenty-five year retirement plan to certain deputy sheriffs employed by such county

This bill authorizes Dutchess County to offer an optional 25-year retirement plan to specific deputy sheriffs who missed the initial application deadline due to reasons not caused by their own negligence. The county must certify these employees' eligibility (no negligence) and file a resolution with the state comptroller within 180 days of the law taking effect. Eligible deputy sheriffs can then elect to join the plan within one year of the law's effective date to receive full retirement benefits. The county bears all associated costs, which may be paid over a five-year period.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentAuthorizes expanded retirement benefits for eligible deputy sheriffs, aligning with worker benefit protection under Labor & Employment.90% confidence

Sub-Topics Retirement Benefits

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in committee · New York · Assembly Feb 20, 2026

A 10295: Requires employers to provide a leave of absence for an employee to use for preventative health care measures

Requires employers to provide a leave of absence of at least four hours for every 12 month period for an employee to use for preventative health care measures.

Topics ✓ HealthcareSupports HealthcareRequires employer leave for preventative care, improving access to health services and protecting patient rights through mandated time off.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentMandates employer-provided leave for preventative health care, expanding worker benefits and protecting rights to access medical care without penalty.95% confidence

Sub-Topics Paid Leave

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in committee · New York · Assembly Feb 12, 2026

A 10202: Authorizes additional paid leave for public employees who are absent on military duty

This bill increases paid leave for public employees serving in the military. It raises the maximum annual paid leave from 30 days (or 22 working days) to 60 days (or 52 working days) for time spent on military duty, including travel to and from duty. The change directly affects state and local government workers who are called to active military service. The policy ensures these employees receive full pay for up to the extended leave period without losing their jobs. The bill amends existing law to align with updated military service needs.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentExtends paid leave from 30 to 60 days for public employees on military duty, protecting job security and expanding worker benefits per bill summary.90% confidence

Sub-Topics Paid Leave

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in committee · New York · Assembly Feb 2, 2026

A 10118: Relates to food delivery worker safety

Enacts the "food delivery worker safety and fair algorithms act" to prohibit food delivery platforms from utilizing or deploying any algorithmic management system that requires or incentivizes delivery workers to complete deliveries within a fixed or rigid time window that cannot reasonably be met while complying with all applicable traffic laws and safety regulations; penalizes, deactivates, suspends, deprioritizes, or otherwise limits a delivery worker's access to work opportunities for failure to meet delivery time estimates that do not account for traffic patterns, traffic congestion, weather conditions, restaurant delays, or lawful compliance with traffic signals, signage, and rules of the road; directly or indirectly incentivizes speeding, unsafe operation of a vehicle or bicycle, or disregard of traffic control devices, signage, or pedestrian right-of-way; and reduces pay, tips, bonuses, or access to incentives based on a delivery worker's refusal or inability to engage in unsafe or unlawful conduct.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits algorithms forcing unsafe delivery timelines, directly protecting workers' safety rights per bill's explicit language on traffic law compliance and penalty prevention.95% confidence ✓ TransportationSupports TransportationBill prevents algorithms requiring delivery workers to violate traffic laws, enhancing road safety compliance which aligns with transportation safety indicators.85% confidence

Sub-Topics Bicycle Infrastructure Pedestrian Safety Roads & Highways

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in committee · New York · Assembly Feb 20, 2026

A 10297: Requires employers to provide a leave of absence for an employee to use for colon cancer screenings

This bill requires employers to provide employees with at least four hours of unpaid leave each year specifically for colon cancer screenings. It directly affects employees who need to schedule regular screenings, ensuring they can take time off without penalty. Employers must not retaliate against employees who request this leave, and the law does not limit existing benefits or leave policies. The bill establishes a clear, annual leave requirement focused solely on facilitating preventive healthcare access.

Topics ✓ HealthcareSupports HealthcareRequires employer leave for preventive colon cancer screenings, directly improving patient access to healthcare services without restricting coverage.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentMandates unpaid leave for preventive health screenings, protecting workers' rights and expanding health-related benefits without retaliation or penalty.95% confidence

Sub-Topics Paid Leave

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in committee · New York · Assembly Feb 12, 2026

A 10195: Enacts the "unique abilities employment act"

This bill creates up to 1,700 non-competitive positions in school districts for people with developmental disabilities (including autism, Down syndrome, and cerebral palsy) who are certified as qualified by health or disability services. School districts must classify these roles separately, and only certified individuals with developmental disabilities can fill them. Employees hired under this act receive the same opportunities to take promotional exams as those in competitive hiring categories. The law takes effect immediately upon enactment.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentCreates dedicated employment opportunities for individuals with developmental disabilities, ensuring equal promotion access in school districts, advancing inclusive labor practices.95% confidence

Tags People with Disabilities

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in committee · New York · Assembly Feb 20, 2026

A 10333: Relates to the maximum hours for home care aides

This bill sets a 12-hour maximum for consecutive home care aide shifts, requiring explicit employee consent for any work exceeding this limit. It directly affects home care aides (including personal care attendants and home health aides) and their employers, covering all work arrangements like direct employment or agency staffing. Key provisions include prohibiting mandatory overtime without express consent, banning retaliation for refusing overtime, and allowing limited exceptions only during true emergencies after exhausting all staffing options. Employers violating these rules face civil lawsuits, penalties, and mandatory compensation for affected aides.

Topics ✓ HealthcareSupports HealthcareProtects home care aides' working conditions, preventing burnout and ensuring quality patient care in healthcare delivery.85% confidence ✓ Labor & EmploymentSupports Labor & EmploymentSets 12-hour max shift limit with consent requirement, prohibits mandatory overtime and retaliation - directly protects home care aides' workplace safety and rights95% confidence

Sub-Topics Long-Term Care Labor Standards

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in committee · New York · Senate Mar 5, 2026

S 9145: Establishes the "recovery ready workplace act"

S 9145, the "Recovery Ready Workplace Act," creates a certification program for employers to become "recovery ready workplaces" (RRWs), directly affecting businesses with employees and their workers struggling with substance use disorders. Key provisions require employers to implement specific policies, including providing naloxone access, offering anti-stigma training for staff, ensuring equal health coverage for substance use disorder treatment as physical health care, and connecting with recovery organizations within six months of certification. Employers must also develop written plans with employee and union input, address workplace stressors linked to substance misuse, and maintain confidentiality for employees seeking support. The law aims to reduce barriers to care and normalize recovery support in the workplace through structured certification criteria.

Topics ✓ HealthcareSupports HealthcareMandates equal health coverage for substance use disorder treatment as physical health care, advancing insurance coverage access for mental health services.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentMandates equal health coverage for substance use disorder treatment, naloxone access, and anti-stigma training - strengthening workplace safety and worker health protections under Labor & Employment.95% confidence

Sub-Topics Substance Abuse Collective Bargaining Professional Licensing

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