This bill allows firefighters, police officers, and emergency medical personnel (first responders) diagnosed with work-related post-traumatic stress disorder (PTSD) to request paid sick leave starting from their diagnosis date. Employers must grant this leave at the employee’s regular pay rate without reducing accrued sick or vacation time, and they cannot punish employees for using it. The law also prohibits employers from taking adverse actions like discipline or demotion for utilizing this leave. The state will reimburse smaller municipalities for costs, and current employees with PTSD diagnosed before the bill’s effective date will receive retroactive sick leave restoration.
Permits family leave benefits related to the active service of a spouse, domestic partner, child, or parent of the employee in the New York national guard during a declared state of emergency or other ordered active state service.
This bill (S 3318) extends paid leave for New York public employees who serve in the military. It increases the maximum annual paid leave from 30 days to 60 days (or 22 to 52 work days) per year for time spent on military duty, including travel to and from duty. The change directly affects state and local government workers called to active military service. The policy modifies existing law to provide longer paid absence coverage without creating new programs or eligibility requirements.
Provides that an employee who leaves work during a school year for no more than four hours to attend school conferences or classroom activities related to the employee's child if the conference or classroom activities cannot be scheduled during non-work hours may not be penalized.
Requires every employer to provide each employee with the equivalent number of hours as three full work days for such employee of paid sick leave for a miscarriage or stillbirth of an infant born to the employee.
This bill (S 2313) grants New York veteran employees the right to request an unpaid leave of absence from work on Veterans Day (November 11) each year. To qualify, veterans must provide written proof of service to their employer by October 15 and be a New York resident. Employers may deny the leave only if it causes undue hardship to business operations, and the leave must be taken as unpaid time or deducted from existing paid leave. The law does not override collective bargaining agreements or affect veterans covered by other specific laws.
This bill (S 3354) allows eligible public employees in New York State to transfer unused sick leave to colleagues facing medical or family emergencies. It directly affects state, county, municipal, school district, and retirement system employees (e.g., teachers, civil service workers) who are covered under specific retirement systems. Key provisions require that transfers only occur between employees under the same employer jurisdiction (e.g., state employees can only help other state employees), recipients must exhaust their own sick leave first, and employers may require medical documentation for approval. The bill explicitly states it does not override existing collective bargaining agreements or employment contracts.
This bill adds bereavement leave to New York's existing paid family leave program, allowing workers to take paid time off when a family member dies. It directly affects employees who experience the death of a family member (such as a spouse, child, parent, or sibling), requiring only a death certificate as proof instead of medical documentation. The policy expands the current definition of "family leave" under workers' compensation law, effective January 1, 2027. Employees must notify their employer "as soon as practicable" after the death, aligning with existing notice requirements for unforeseen leave.
Relates to a leave of absence for military spouses; removes the requirement that leave be used when a person's spouse is on leave while deployed to a combat theater or combat zone of operations.
Allows an employee to use paid sick leave for bereavement upon the death of a family member, or upon pregnancy loss by the employee or the employee's spouse or domestic partner or upon a foster child leaving a foster family provided the foster child was in the care of the foster family for six months or longer.
