This bill (S 392) amends New York's penal law to specifically include "intentional expectoration of saliva" as a form of aggravated harassment against facility employees. It directly affects incarcerated individuals who intentionally spit at staff members in correctional facilities, parole offices, mental health facilities, or probation departments. The key change adds saliva to the list of prohibited substances (along with blood, urine, etc.) that can constitute harassment when thrown, tossed, or expelled toward employees. This expands existing protections for staff by clarifying that spitting is now explicitly covered under the aggravated harassment statute.
Affords uniformed personnel of the NYC department of correction and uniformed members of the NYC department of sanitation the option of taking a monetary payment in lieu of terminal leave at the rate applicable on the date of retirement.
S 3631 allows New York cities and counties to create their own local anti-discrimination laws and establish human rights commissions to enforce them. These local laws can address discrimination occurring within a city or county, and also cover discrimination by New York residents or businesses operating in the state, even if the discriminatory act happened outside the local area. The bill requires human rights commissions to include diverse members and handle complaints about discrimination based on factors like race, gender, sexual orientation, and disability. It also ensures that local anti-discrimination laws can be enforced by anyone, including non-residents, when the discriminatory conduct occurred within the local jurisdiction.
This bill, S 2710, changes retirement rules for New York City police officers by reducing the required service time for full retirement benefits from 22 years to 20 years. It specifically applies to members of the New York City Police Pension Fund, allowing them to retire with full benefits after 20 years of service instead of the previous 22-year requirement. The bill amends three sections of the retirement law to update definitions, benefits, and eligibility, ensuring NYC police officers can access normal retirement benefits at the 20-year mark. This is a direct policy change affecting NYC police officers' retirement timelines, with no broader application to other public safety workers.
Relates to the application of New York state's human rights law to employees who work outside of the state of New York, if their employer maintains a physical address within New York state.
Requires the department of transportation to promulgate rules and regulations for the installation of heat safety gauges or hot bearing detectors on freight rail tracks in the state; requires the installation of positive train control systems on all freight trains operated within the state.
This bill requires all health insurers in New York to cover long-term treatment for Lyme disease and other tick-borne illnesses. It mandates coverage for at least 30 days of intravenous antibiotics, 60 days of oral antibiotics, or a combination, plus additional treatment as recommended by a physician. The law applies to all individual health insurance policies, group plans, and medical expense corporations. It also expands workers' compensation to include Lyme disease as a covered disability and clarifies that workplace-related tick-borne illnesses qualify for benefits.
Relates to liability for unlawful discriminatory practices based upon the conduct of an employee or agent; provides that an employer, licensing agency, employment agency, or labor organization shall be liable for an unlawful discriminatory practice based upon the conduct of an employee or agent where the employee or agent exercised managerial or supervisory responsibility or the conduct was carried out by a non-managerial or non-supervisory employee and such conduct was not stopped or corrected.
Provides that for members of a public pension or retirement system, accrued benefits shall not be diminished or impaired except as authorized and prescribed by the legislature.
This bill lowers the age for mandatory annual mammogram coverage under large group health insurance plans from 35 to 30 years old. It directly affects women aged 30-39 enrolled in large employer-sponsored health plans. The key change modifies insurance law to require annual mammograms for this age group in large plans (previously only for ages 35-39), though coverage remains subject to physician recommendation and medical necessity determination. This policy update applies to all large group health insurance policies issued or renewed after the effective date.
