Labor & Employment (Employment Discrimination)

in committee · New York · Senate Jan 7, 2026

S 1766: Relates to nondisclosure agreements

Provides that a plaintiff shall have up to twenty-one days to consider whether any resolution to a claim involving discrimination, harassment or retaliation shall include the underlying facts of the claim or whether such underlying facts shall be kept confidential.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill enables workers to decide disclosure of discrimination/harassment claim facts, enhancing transparency and protection against retaliation in labor disputes.95% confidence

Sub-Topics Employment Discrimination

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passed · New York · Senate Feb 25, 2026

S 2447: Clarifies the standard for intentional discrimination or retaliation claims

Clarifies the standard for intentional discrimination or retaliation claims by requiring a person or persons prove that an unlawful motivation was a motivating factor and not "the sole motivating factor" or a "but-for cause" of the challenged treatment.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentShifts burden of proof to require only a 'motivating factor' (not 'sole' or 'but-for') in discrimination claims, making it harder for workers to prove retaliation, thus weakening protections.90% confidence

Sub-Topics Employment Discrimination

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in committee · New York · Senate Jan 7, 2026

S 4055: Relates to aggravated harassment in the second degree

Bill S 4055 expands New York's aggravated harassment law to protect additional transit and tolling workers. It specifically adds train operators, ticket inspectors, conductors, station cleaners, fare collectors, maintenance staff, and their supervisors to the list of protected individuals under penal law. The bill makes it a crime to harass these workers while they perform their duties, including physical contact like spitting or blocking access to equipment. This directly affects employees of public and private transit/tolling agencies across New York State. The law takes effect immediately upon enactment.

Topics ✓ Criminal JusticeSupports Criminal JusticeExpands criminal penalties to protect transit workers from harassment, strengthening legal safeguards under penal law by adding new protected roles.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentExpands legal protections for transit workers against harassment, directly strengthening workplace safety and rights under Labor & Employment.95% confidence ✓ TransportationSupports TransportationBill protects transit workers (train operators, conductors, cleaners) from harassment, enhancing public transit safety. Directly safeguards transportation workforce operations.90% confidence

Sub-Topics Employment Discrimination

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in committee · New York · Assembly Jan 7, 2026

A 641: Requires sexual harassment training for hotel and motel employees

Requires sexual harassment training for hotel and motel employees; requires operators to certify to the department that they have conducted sexual harassment training; provides such training every two years for employees; requires "know your rights" brochure and employee bill of rights.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates sexual harassment training and 'know your rights' materials for hotel/motel employees, directly enhancing workplace safety and protecting workers' rights under Labor & Employment policies.95% confidence

Sub-Topics Employment Discrimination

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in committee · New York · Assembly Jan 7, 2026

A 1295: Relates to bystander intervention training

Includes information about bystander intervention training in the department of labor's model sexual harassment prevention policy that includes information and practical guidance on how to enable bystanders to recognize potentially problematic behaviors and to motivate bystanders to take action when such bystanders observe problematic behaviors.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill mandates bystander intervention training in sexual harassment prevention policy, enhancing workplace safety protections for workers.90% confidence

Sub-Topics Employment Discrimination

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in committee · New York · Assembly Jan 7, 2026

A 1199: Establishes sexual harassment prevention training protocols within the private sector

Relates to establishing sexual harassment prevention training protocols within the private sector including a model management policy and training program and how to properly disseminate information to employers and employees.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill mandates sexual harassment prevention training protocols, directly protecting workers' rights and improving workplace safety standards per Labor & Employment topic description.95% confidence

Sub-Topics Employment Discrimination

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in committee · New York · Assembly Jan 7, 2026

A 492: Establishes the statewide childcare workforce living wage fund; appropriation

This bill establishes a $1.2 billion permanent fund to improve wages and benefits for New York's childcare workforce. It directly affects licensed childcare providers that accept families using the state's Child Care Assistance Program, requiring them to use at least 75% of funds for direct caregivers (like teachers), 10% for administrators, and the rest for program quality or expansion. The fund mandates that providers meet a new minimum compensation scale (developed with worker input) aiming to align childcare wages with public school educators. The Office of Children and Family Services will distribute funds based on factors like serving high-need children, underserved communities, and enrollment, with annual reporting requirements.

Topics ✓ Budget & TaxesSupports Budget & TaxesEstablishes $1.2B permanent fund for childcare wages, mandating direct funding for caregivers and program quality, advancing public service funding.95% confidence ✓ EducationSupports EducationFunds childcare workforce wages (75% for direct caregivers), directly supporting early education educators and improving access to quality childcare services.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentEstablishes $1.2B fund for childcare worker living wage, mandates 75% for direct caregivers, develops compensation scale with worker input to improve wages/benefits.95% confidence

Sub-Topics Early Childhood Employment Discrimination Minimum Wage

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in committee · New York · Assembly Jan 7, 2026

A 5002: Establishes a small business tax credit for salary and wages paid to employees for time spent at sexual harassment prevention training

This bill creates a tax credit for small businesses (50 or fewer employees) that pay wages to staff attending required sexual harassment prevention training. Businesses can claim a credit equal to 50% of wages paid for training time, capped at $50 per employee per year. Unused credit can be carried forward for up to five years to offset future tax liability. The credit applies to taxable years beginning January 1, 2026, and covers only one training session per employee annually.

Topics ✓ Budget & TaxesSupports Budget & TaxesCreates tax credit for small businesses, reducing tax burden and providing fiscal relief, directly supporting tax policy objectives.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentBill provides tax credit to cover wages during mandatory sexual harassment prevention training, removing financial barriers for workers and advancing workplace safety protections.95% confidence

Sub-Topics Business Taxes Tax Credits Employment Discrimination

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in committee · New York · Assembly Jan 7, 2026

A 3648: Relates to prohibiting retaliatory action by employers for the reporting of discrimination violations

This bill prohibits employers from retaliating against employees who report discrimination. It specifically protects workers who disclose discrimination to supervisors or public bodies, provide information during investigations, refuse to participate in discriminatory practices, or file formal complaints under New York's anti-discrimination law (Article 15 of the Executive Law). Employers cannot punish, fire, or take adverse action against employees for these protected activities. The law takes effect immediately and applies to all employers covered by New York's labor protections.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits employer retaliation for reporting discrimination, directly protecting workers' rights under anti-discrimination law95% confidence

Sub-Topics Employment Discrimination

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in committee · New York · Senate Feb 24, 2025

S 5503: Prohibits discrimination on the basis of a person's height or weight in opportunities of employment, housing, and access to public accommodations

This bill (S 5503) prohibits discrimination based on a person's height or weight in employment, housing, and public accommodations. It amends New York's Executive Law to add height and weight as protected characteristics under existing anti-discrimination statutes, making it illegal for employers, housing providers, and public spaces to deny opportunities or services based on these factors. The law includes exceptions for federal requirements and reasonable accommodations that allow individuals to perform job duties. It also explicitly prohibits harassment related to height or weight and clarifies that employers must demonstrate they had no alternative accommodations before applying height/weight standards.

Topics ✓ HousingSupports HousingBill explicitly prohibits height/weight discrimination in housing, strengthening tenant protections against bias per anti-discrimination statutes.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentProhibits height/weight discrimination in employment, directly protecting workers' rights under anti-discrimination statutes.95% confidence

Sub-Topics Employment Discrimination

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