Relates to unlawful discriminatory practices; requires employers to make a conditional offer of employment before inquiring about any criminal convictions of a prospective employee.
Requires the development and implementation of written workplace sexual harassment, sexual assault, and discrimination policies by corporations; requires reporting and eligibility for tax credits based on a corporation's record of sexual harassment, sexual assault, and discrimination among and between employees of such corporation; requires the division of human rights to promulgate standards relating to eligibility for state tax credits.
S 5163 amends New York's Executive Law to explicitly prohibit discrimination based on "status as a person with a prior conviction" in employment, licensing, and training programs. The bill adds this protected category to existing anti-discrimination provisions, making it unlawful for employers, licensing agencies, employment agencies, or labor organizations to refuse hiring, discharge, or discriminate against individuals with prior convictions in compensation, terms, or conditions of employment. It also prohibits discriminatory statements, advertisements, or inquiries related to this status, except where justified by a bona fide occupational qualification. This policy change directly affects job seekers and workers with criminal records seeking employment opportunities across New York State.
Requires employers to submit an affirmative acknowledgement of implementing a sexual harassment prevention policy which meets or exceeds the minimum standards upon the completion of the employer's annual training or the training of a newly hired employee.
Relates to equal pay disclosure with respect to state contracts; requires contractors to submit a summary of the contractor's workforce pay averages, calculated by job category, gender, race, and ethnicity, and the difference between pay averages in each category; requires such reports to be made public; and provides for damages for willful or intentional violations.
This bill, the "No Right Time Act" (S 1810), prohibits employers from punishing employees for delaying reports of workplace sexual harassment. It directly affects employees who experience harassment and their employers by banning discrimination for late reporting or filing. The key provision extends the time limit for filing sexual harassment claims to three years after either reporting to the employer or leaving the job, whichever comes later. This replaces the standard statute of limitations with a clearer, employee-friendly timeline for pursuing legal action.
This bill prohibits employers from discriminating against job applicants or employees whose criminal charges were adjourned in contemplation of dismissal (a status where charges are put on hold pending successful completion of conditions, not a conviction). It directly affects individuals with such dismissed charges, ensuring they cannot be denied employment or face other employment penalties based on this legal status. The bill amends criminal procedure law to clarify that an adjournment in contemplation of dismissal is not a conviction or admission of guilt, and that such cases should not result in employment disability or forfeiture. It explicitly states that this change does not affect existing rights under related laws.
Provides for equitable disability policies; prohibits any difference, on the basis of race, color, religion, sex, marital status, or national origin in the amount or payment of premiums or rate charges, or in the benefits payable, or in any of the other terms or conditions of any policy of disability insurance under the workers' compensation law.
This bill prohibits employers from asking job applicants about their student loan payment history or using that information to make hiring decisions. It directly affects job applicants, particularly those with student debt, by preventing employment discrimination based on their loan status. The law includes an exception for employers required by state/federal law or financial regulations to check this information. The bill applies to all employers except those in specific regulated industries like finance. It becomes effective immediately upon enactment.
This bill prohibits employers from discriminating against job applicants or employees who had criminal charges dismissed after an "adjournment in contemplation of dismissal" (a legal process where charges are put on hold pending successful completion of conditions, like probation). It clarifies that such dismissed cases do not count as a conviction or admission of guilt, preventing employers from using them as a basis for denial of employment or licenses. The law amends existing criminal procedure statutes to explicitly state that these dismissed cases should not result in employment penalties or affect an individual's status. It directly affects people with these specific dismissed charges when seeking or maintaining employment.
