This bill increases paid leave for public employees absent due to military duty from 30 days to 60 days per year. It allows up to 60 days or 52 workdays (whichever is greater) for military service in a single calendar year or continuous period. The change applies to all public employees, including state and local government workers, who serve in the military. The law amends existing military duty leave provisions to extend the paid absence period.
This bill provides paid sick leave for specific first responders who test positive for or show symptoms of a pandemic virus (defined as a WHO-classified virus triggering a state emergency declaration). It covers police officers, firefighters, EMTs, and paramedics, requiring employers to grant leave at their regular pay rate without reducing accrued sick leave. Employers cannot take adverse actions against staff using this leave, and the state will reimburse municipalities with fewer than 1 million residents for the costs. The leave applies only during pandemic-related illness or exposure, with written requests and medical documentation required.
This bill allows firefighters, police officers, and emergency medical personnel (first responders) diagnosed with work-related PTSD by a licensed psychiatrist to request paid sick leave starting from their diagnosis date. It requires employers to grant this line-of-duty sick leave without reducing accrued sick or vacation time, and compensates first responders at their regular pay rate for missed work hours. The bill also prohibits employers from taking adverse actions (like discipline or demotion) against first responders who use this leave. Smaller municipalities will receive state reimbursement for the costs, and affected employees will get retroactive sick leave restoration from their diagnosis date.
New York State bill A 3627 would allow public employees to take paid leave for mental health treatment without using their accrued sick leave. It applies to state workers, county employees, school staff, and retirement system employees across multiple public sectors. The law creates a specific leave category for mental or behavioral health needs, ensuring such absences don’t reduce an employee’s sick time allowance. The bill takes effect immediately upon passage.
Requires the superintendent of state police to develop, maintain and disseminate to all members of the division of state police a critical incident leave policy requiring critical incident paid leave for any members directly involved in a critical incident; prohibits such superintendent from taking any punitive administrative action against any member of the division of state police granted critical incident leave solely on the basis of the provision of such leave.
This bill (S 5522) creates paid sick leave for police officers, firefighters, EMTs, and paramedics who test positive for or show symptoms of a pandemic virus (defined as a WHO-classified virus triggering a state emergency). It requires employers to grant this leave at the employee's regular pay rate without reducing accrued sick leave, and prohibits retaliation for using it. The state will reimburse municipalities with under 1 million residents for these costs. The leave applies only during declared pandemic emergencies under state law.
Requires the superintendent of state police to develop, maintain and disseminate to all members of the division of state police a critical incident leave policy requiring critical incident paid leave for any members directly involved in a critical incident; prohibits such superintendent from taking any punitive administrative action against any member of the division of state police granted critical incident leave solely on the basis of the provision of such leave.
Creates a temporary commission to conduct a comprehensive study on the current utilization of paid family leave, make recommendations on how to increase access and the visibility of the program.
This bill expands family leave protections to include employees who are recovering from a stillbirth. It modifies the state workers' compensation law to recognize stillbirth recovery as a qualifying reason for taking leave from work, similar to other family care situations already covered. The change applies to all employees covered under the existing family leave program and allows them to take time off without losing their job or benefits during their recovery period. The bill takes effect 90 days after becoming law.
Waives the state's sovereign immunity in state and federal courts with regard to liability for violations of the Americans with Disabilities Act of 1990, the Fair Labor Standards Act, the Age Discrimination in Employment Act, and the Family and Medical Leave Act; waives the immunity of all instrumentalities and political subdivisions of the state.
