Labor & Employment (Employment Discrimination)

in committee · New York · Assembly Jan 7, 2026

A 3189: Relates to creating a company climate report system to assess the workplace environment of companies doing business in New York

Relates to creating a company climate report system to assess the workplace environment of companies doing business in New York with a focus on sexual harassment and discrimination policies and the frequency and handling of claims, settlements and cases by such companies.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates reporting on harassment/discrimination policies and claim handling, strengthening worker protection against workplace misconduct per bill's focus on assessment system.95% confidence

Sub-Topics Employment Discrimination

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in committee · New York · Senate Jan 7, 2026

S 5297: Requires employers to make a conditional offer of employment before inquiring about any criminal convictions of a prospective employee

Relates to unlawful discriminatory practices; requires employers to make a conditional offer of employment before inquiring about any criminal convictions of a prospective employee.

Topics ✓ Criminal JusticeSupports Criminal JusticeBill reduces employment barriers for individuals with criminal records, aiding reentry and reducing recidivism - key criminal justice reform indicators.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentRequires conditional job offer before criminal background checks, reducing discrimination against applicants with records and protecting workers' rights in hiring.95% confidence

Sub-Topics Employment Discrimination

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in committee · New York · Assembly Jan 7, 2026

A 145: Relates to eligibility of tax credits based on a corporation's record of sexual harassment, sexual assault, and discrimination among and between employees of such corporation

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.

Topics ✓ Budget & TaxesSupports Budget & TaxesBill ties tax credit eligibility to corporate workplace conduct, using fiscal policy to incentivize compliance with anti-harassment standards, thus supporting responsible tax administration.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentRequires corporations to implement anti-harassment policies and ties tax credits to compliance, strengthening workplace safety and discrimination protections.95% confidence

Sub-Topics Employment Discrimination

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in committee · New York · Senate Jan 7, 2026

S 5163: Prohibits discrimination based on status as a person with a prior conviction

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.

Topics ✓ Criminal JusticeSupports Criminal JusticeProhibits employment discrimination against people with prior convictions, advancing reentry and reducing recidivism - key criminal justice reform goals.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentAdds protected class for individuals with prior convictions, prohibiting employment discrimination and advancing workers' rights under Labor & Employment standards.95% confidence

Sub-Topics Civil Rights Employment Discrimination

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in committee · New York · Assembly Jan 7, 2026

A 3667: Relates to requiring employers submit an affirmative acknowledgement of implementing a sexual harassment prevention policy which meets or exceeds the minimum standards

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill requires employers to implement and acknowledge sexual harassment prevention policies meeting minimum standards, directly protecting workers' rights and improving workplace safety as part of labor protections.95% confidence

Sub-Topics Employment Discrimination Labor Standards

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in committee · New York · Senate Mar 7, 2025

S 6235: Relates to equal pay disclosure with respect to state contracts

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates pay transparency by gender/race for state contractors, promoting equal pay accountability and protecting workers' rights through public reporting and violation penalties.95% confidence

Sub-Topics Employment Discrimination Labor Standards

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in committee · New York · Senate Jan 7, 2026

S 1810: Relates to unlawful discriminatory practices based upon delays in reporting workplace sexual harassment

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits employer punishment for delayed harassment reports and extends filing window to 3 years, directly protecting workers' rights under Labor & Employment.95% confidence

Sub-Topics Employment Discrimination

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in committee · New York · Assembly Jan 7, 2026

A 5929: Prohibits employment discrimination against persons whose criminal charges have been adjourned in contemplation of dismissal

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.

Topics ✓ Criminal JusticeSupports Criminal JusticePrevents employment discrimination for dismissed charges, aiding reentry and reducing recidivism through fair hiring practices.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentProhibits employment discrimination against individuals with adjourned criminal charges, directly protecting workers' rights to fair hiring without penalty for non-conviction status.95% confidence

Sub-Topics Civil Rights Employment Discrimination

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in committee · New York · Assembly Jan 7, 2026

A 486: Provides for equitable disability policies

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits discrimination in disability insurance benefits under workers' comp based on protected classes, directly strengthening equitable treatment and worker protections.95% confidence

Sub-Topics Employment Discrimination Workers' Compensation

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passed · New York · Assembly May 20, 2026

A 7194: Prohibits the use of student loan payment credit history checks in certain cases

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentPrevents employment discrimination based on student debt, protecting workers' rights in hiring decisions95% confidence

Sub-Topics Employment Discrimination

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