This bill is a symbolic resolution (S.28) urging Governor Hochul to officially designate April 2025 as "Workplace Violence Prevention Month" in New York. It does not create new laws but seeks to raise public awareness about workplace safety, particularly highlighting that healthcare workers face five times higher violence risk than other industries. The resolution formally memorializes the Governor to issue the proclamation, with copies sent to state officials and healthcare advocacy groups like the American Nurses Association. It aligns with national recognition of April as Workplace Violence Prevention Awareness Month.
This bill requires employers with 20 or more full-time permanent employees to create a written workplace violence prevention program. The program must include specific measures to address risks like abusive conduct and bullying, such as conflict resolution training and clear reporting systems. Employers must provide annual training to all employees on identifying, reporting, and preventing workplace bullying and abusive conduct, including how to use safety procedures and access the prevention program. It directly affects covered employers across New York State and applies to all workplace settings where such risks exist. The law mandates these changes to reduce incidents of workplace violence and improve employee safety.
Authorizes the commissioner of labor and the workers' compensation board to issue stop-work orders; establishes procedure for the issuance of such orders; establishes penalties for failure to comply with such orders.
Enacts CJ's Law--oil and gas drilling workplace safety act; requires the enactment of rules and regulations for enhanced workplace safety and employee training for all oil and gas drilling operations in the state; provides that new permit holders should utilize union laborers or laborers with specific training; provides that employers shall report workplace accidents and the commissioner of the department of labor must publish a quarterly report on workplace accidents.
This bill, the "POWER Act," authorizes New York City's comptroller (referred to as the "fiscal officer") to enforce and investigate violations of state minimum wage laws within the city. It directly affects NYC workers and employers by giving the comptroller authority to probe wage theft and other labor standard violations covered under specific labor law sections. Key provisions allow the comptroller to inspect workplaces, issue subpoenas, review records, and impose penalties - similar to the Commissioner of Consumer and Worker Protection - while clarifying that this does not replace existing enforcement by other city agencies or state departments. The bill takes effect immediately upon enactment.
This bill, the "PROTECTION AND OVERSIGHT OF WORKER ENFORCEMENT RIGHTS (POWER) ACT," grants New York City's comptroller authority to enforce and investigate violations of the state minimum wage and related labor standards within the city. It directly affects NYC workers and employers by allowing the comptroller - instead of just the state labor department - to inspect workplaces, issue subpoenas, and pursue penalties for minimum wage violations. The comptroller gains enforcement powers for specific labor law sections covering wages, hours, and workplace standards, excluding areas already handled by the Consumer and Worker Protection Commissioner. The bill takes immediate effect and does not replace existing state or city enforcement responsibilities.
This bill creates the New York State Worker Protection and Labor Enforcement Fund to support the Department of Labor's enforcement activities. The fund will be filled with money recovered from employer violations of specific labor laws (covering wages, safety, and other worker protections) and other designated sources. Funds can only be used to supplement labor enforcement efforts, such as hiring staff or conducting investigations, and must be reported annually to state leaders and the public. The fund becomes operational on April 1, 2026.
This bill requires employers with 20+ full-time permanent employees to create a written workplace violence prevention program that includes specific training to address abusive conduct and bullying. The program must identify workplace risks (like working alone or public-facing roles) and detail prevention methods, such as conflict resolution training and reporting systems for aggressive behavior. Employees must receive annual training on recognizing and reporting bullying, understanding workplace risks, and using safety measures like emergency procedures and security devices. The law applies to all covered employers statewide and takes effect 180 days after enactment.
This bill expands the legal definition of "employer" to include specific public entities: certain child welfare agencies and nonprofits receiving at least 50% of their budget from government sources. It requires all public employers under this new definition to develop and implement workplace violence prevention programs. The law takes immediate effect and applies to state agencies, local governments, public authorities, and the newly included entities. The change clarifies which organizations must comply with workplace safety requirements under New York's labor law.
This bill (A 5573) allows employees to directly sue employers in court for violations of workplace safety, health, or violence standards. It directly affects employees who face such violations, enabling them to seek remedies like job reinstatement, back pay, and attorney fees. Key provisions include a 3-year filing deadline (paused if an employee files a complaint with the labor commissioner), and courts can order employers to stop violations, pay damages, and cover legal costs. The law does not require waiting for a government investigation to file a lawsuit.
