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.
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.
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.
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People with Disabilities
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.
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.
Prohibits the use of a wage-fixing algorithm in combination with personal or behavioral data to set or recommend wages or compensation; defines terms; establishes penalties for violations of such prohibition.
Provides for cost-of-living adjustments of disability benefits for an employee with a permanent total disability to be based on an increase of the consumer price index as promulgated by the U.S. department of labor.
Enacts the "New York emergency expedited temporary work permit act" to allow asylum seekers to apply for and be granted temporary work permits while their federal immigration status is being determined.
This bill creates an optional 25-year retirement plan for airport firefighters employed by counties or municipalities. It allows eligible firefighters (those responsible for aircraft rescue, fire suppression, and emergency response at airports) to retire after 25 years of service and receive a pension equal to half their final average salary. Employers (counties/municipalities) must voluntarily adopt the plan by resolution and cover the costs, but it does not affect existing retirement options for other workers. The plan includes credit for prior service in firefighting, police, or military roles and applies only to firefighters whose employer chooses to participate.
Requires employers and third-party websites, job boards, and recruitment platforms to remove inactive job postings within a certain timeframe; authorizes the commissioner of labor to promulgate rules and regulations regarding such posting requirements and violations thereof.
