Relates to the calculation of credits for certain household and dependent care services necessary for gainful employment; removes some references to provisions in the federal budget reconciliation act of 2025.
This bill amends New York's penal law to explicitly include operators and crew of passenger commuter ferries as protected individuals under assault in the second degree. It expands the existing definition to specify that intentionally causing physical injury to these ferry workers during their duties constitutes a more serious offense. The law directly affects ferry operators, crew members, and other transit workers (like train operators, bus drivers, station cleaners, and sanitation staff) who perform assigned duties on transportation systems. The key change is adding ferry personnel to the list of protected workers, making assault against them a specific criminal violation under the law.
Provides protections for telecommunications tower technicians, including requiring that all tower technicians performing work pursuant to a contract with a state agency complete training requirements determined by the office of general services prior to commencing work pursuant to such contracts; repeals legislative intent relating to such tower technician protections; relates to the effectiveness thereof.
Extends paid family leave benefits to certain construction employees who shall be eligible for family leave benefits if they were employed for at least twenty-six of the last thirty-nine weeks by any covered employer which is signatory to a collective bargaining agreement; relates to the effectiveness thereof.
This bill prohibits employers, including state agencies, from using an applicant's or employee's credit report for hiring, employment decisions, or licensing. It redefines "employer" to explicitly include all businesses and state entities, ensuring the ban applies broadly. The key provision bans the request or use of consumer credit history in employment screenings, replacing prior legislation that had limited exceptions. This directly affects job seekers and current employees in New York who may no longer face credit-based hiring decisions.
Provides that unemployment insurance benefits shall not be paid in an amount greater than thirty times the claimant's weekly benefit rate in any benefit year, subject to certain exceptions.
This bill increases penalties for employers who discriminate against employees under New York's workers' compensation law. It sets penalties at three times the employee's total compensation (wages and benefits from the previous year), with half paid directly to the affected employee and half to the state treasury. Employers - not their insurance carriers - are personally liable for these penalties, and any insurance clause attempting to exempt them is void. Employees must file discrimination complaints within two years of the incident. The law takes effect 90 days after enactment.
S 8966 requires employers to provide employees with a written notice before accepting a resignation requested by the employer (a "resignation solicitation"). The notice must explain how resigning may affect unemployment insurance eligibility, health insurance coverage (including COBRA costs), retirement benefits, bonuses, repayment obligations (like tuition reimbursements), and legal rights to pursue claims. Employers who fail to provide this notice face civil penalties of $2,000 per violation or twice the amount the employee might repay (e.g., for bonuses), and the resignation is treated as an involuntary separation for unemployment purposes. This bill directly affects employees receiving such solicitation requests and aims to ensure they understand consequences before resigning.
This bill (A 10078) changes how transportation network company drivers (like Uber or Lyft drivers) are classified under New York labor law. It presumes these drivers are employees - not independent contractors - unless they meet three specific conditions: working without company control, providing services outside the company's typical business, and operating as a fully independent business. This directly affects gig economy drivers and companies that use them, shifting responsibility for benefits and protections like minimum wage to the companies. The law takes effect 60 days after enactment.
Provides that an operational safety plan developed by the office of parks, recreation and historic preservation shall require that any employee check in with the incident commander or safety officer for incident specific procedures prior to taking any action at the incident location; provides that when deployment occurs in coordination with one or more other entities, and the office of parks, recreation and historic preservation is not the lead response agency, the office of parks, recreation and historic preservation shall make reasonable efforts to ensure that employees are provided with the incident specific operational safety plan developed by the lead agency and/or incident commander.
