Labor & Employment

in committee · New York · Assembly Feb 3, 2026

A 9475: Defines "employer" for purposes of the fair credit reporting act; relates to the requesting or use for employment purposes of the consumer credit history of an applicant for employment or employee; repealer

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBans employer use of credit reports in hiring, protecting applicants from financial discrimination and advancing workers' rights in employment decisions.90% confidence

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in committee · New York · Assembly Jan 14, 2026

A 9555: Extends the duration of unemployment insurance benefits

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill extends unemployment insurance benefit duration, directly supporting workers' financial stability during job loss by maintaining access to benefits.95% confidence

Sub-Topics Unemployment

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in committee · New York · Senate Apr 28, 2026

S 8967: Relates to penalties for discrimination against employees

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentIncreases penalties for employment discrimination, making employers personally liable and directing half penalties to affected employees, strengthening worker protections.95% confidence

Sub-Topics Employment Discrimination Workers' Compensation

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in committee · New York · Senate Jan 21, 2026

S 8966: Relates to required notices for employees receiving resignation solicitations

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires employers to inform employees about resignation impacts on benefits/rights, preventing unintended loss of unemployment, health, retirement, and legal protections.95% confidence

Sub-Topics Unemployment

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in committee · New York · Assembly Jan 30, 2026

A 10078: Relates to classification of transportation network company drivers as employees

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill presumes gig drivers as employees, advancing worker protections under labor law by shifting classification from independent contractors.95% confidence

Sub-Topics Gig Economy Labor Standards Minimum Wage

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in committee · New York · Assembly Jan 21, 2026

A 9517: Requires operational safety plans to require employees to check in before taking action at an incident location; directs the office to make efforts to provide employees with operational safety plans

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates employee check-ins with safety officers before incident actions, directly improving workplace safety protocols per Labor & Employment standards.95% confidence

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in committee · New York · Assembly Mar 3, 2026

A 9616: Enacts the care workforce housing preference act

Provides for the eligibility of certain households for a care workforce housing preference; provides for the method of application for such preference; makes related provisions.

Topics ✓ HousingSupports HousingEstablishes preference for care workforce in affordable housing programs, advancing access for essential workers.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentProvides housing preference for care workforce, a key labor group, expanding access to affordable housing as a worker benefit.85% confidence

Sub-Topics Affordable Housing

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in committee · New York · Assembly Jan 21, 2026

A 9637: Relates to protecting retiree health insurance benefits

Relates to protecting retiree health insurance benefits; provides that the health insurance benefits provided to retired officers, employees, and their dependents by the state and its political subdivisions shall not be diminished or impaired below the actuarial value of the benefits provided as of December thirty-first, two thousand twenty-one.

Topics ✓ HealthcareSupports HealthcareBill explicitly prohibits diminishing retiree health insurance benefits below 2021 actuarial value, directly protecting existing coverage for retirees.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentProtects retirees' health benefits by preventing diminishment below 2021 actuarial value, directly advancing employment-related benefits for former workers.95% confidence

Sub-Topics Insurance

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in committee · New York · Senate Jan 7, 2026

S 8676: Enacts the care workforce housing preference act

Provides for the eligibility of certain households for a care workforce housing preference; provides for the method of application for such preference; makes related provisions.

Topics ✓ HousingSupports HousingCreates housing preference for care workforce, advancing affordable housing access for essential workers by prioritizing their eligibility in housing programs.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentProvides housing preference for care workforce, addressing housing stability - a key factor in workforce retention and job access within labor sector.75% confidence

Sub-Topics Affordable Housing Historic Preservation Tenant Rights

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in committee · New York · Assembly Jan 21, 2026

A 9641: Prohibits algorithmic wage-setting

This bill prohibits employers from using automated systems (like AI algorithms) to set individual wages based on surveillance data about employees, such as personal behaviors or biometrics. It directly affects employers who currently use such technology for wage decisions. Exceptions apply if employers base wages solely on job-specific data or labor costs, and they must disclose their wage-setting methods in plain language before hiring. Violations could trigger civil penalties up to $10,000 per employee per violation, and affected workers can sue for damages or file complaints.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits AI wage-setting using surveillance data, protects workers from algorithmic discrimination, and requires transparent wage disclosure - directly strengthens worker rights and wage fairness.95% confidence ✗ TechnologyOpposes TechnologyProhibits AI algorithms using employee surveillance data for wage setting, restricting tech use to protect privacy per consumer protection indicators.95% confidence

Sub-Topics Labor Standards Artificial Intelligence

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