Requires employers to provide up to ten additional days of unpaid leave for absences when the employee or employee's family member has been the victim of domestic violence, a family offense, sexual offense, stalking or human trafficking upon the employee's request for reasons related to such offense or offenses.
Requires the provision of paid family leave and certain other employee benefits when an employee is under a mandatory or precautionary order of medically-necessary quarantine or isolation issued by the department of health.
This bill adds unpaid leave as a formal "reasonable accommodation" under the state's human rights law for employees with disabilities or pregnancy-related conditions. It specifically allows unpaid leave to recover from episodic health issues, requiring medical certification and an estimated return date, but prohibits indefinite leave. Employers must engage in an interactive process with the employee to determine appropriate accommodations, including the leave duration. The law applies directly to covered employers and employees seeking this type of leave for qualifying health needs.
This bill amends New York's workers' compensation law to explicitly include "recovering after a stillbirth" as a qualifying reason for paid family leave. It directly affects employees who experience a stillbirth, allowing them to take paid leave to recover. The key change adds this specific provision to the existing list of eligible reasons for family leave under the law, without altering other provisions or creating new programs.
This bill expands New York's paid family leave program to include bereavement leave for employees experiencing fetal death, stillbirth, or an infant declared medically not viable to survive. It amends workers' compensation law to explicitly add these scenarios to the definition of "family leave" under Section 201. Employees would need to provide medical documentation (such as a fetal death certificate or physician's declaration) to qualify for this leave. The policy applies to all new or renewed insurance policies starting January 1, 2025.
Extends paid family leave benefits to employees who perform construction, demolition, reconstruction, excavation, rehabilitation, repairs, renovations, alterations, or improvements for multiple employers pursuant to a collective bargaining agreement who shall be eligible for family leave benefits if they were employed for at least twenty-six of the last thirty-nine weeks by any covered employer which is signatory to a collective bargaining agreement.
This bill expands New York's paid family leave program to include up to four weeks of paid leave for employees experiencing a stillbirth and one week for miscarriage. It directly affects employees in New York who face these pregnancy losses, providing financial support during this time. The law specifies that leave benefits will equal 67% of an employee's average weekly wages (capped at the state average) for the designated periods. Employees must provide proof like a stillbirth or fetal death certificate to qualify, and the leave counts toward the annual 12-week maximum family leave allowance.
Provides for unpaid leave of absence for victims of domestic violence; permits victims of domestic violence to take an unpaid leave of absence for twenty days from employment to address on-going domestic violence; defines "address on-going domestic violence"; contains provision to protect the individual's job position and benefits.
This bill requires New York employers to grant veterans unpaid leave on Veterans Day (November 11) if the employee provides written proof of veteran status by October 15. It applies to veterans who are New York residents, honorably discharged U.S. military members, or lawful permanent residents. Employers may deny the leave only if it causes undue hardship, and the leave must be taken as unpaid time off or charged against existing accrued leave. The policy does not affect employees covered by specific public officer laws or override existing union agreements.
This bill amends New York's workers' compensation law to prevent employers from requiring employees to use paid time off before taking family leave. It expands the definition of "family leave" to include situations where an employee's family member (spouse, domestic partner, child, or parent) is on active military duty within the U.S. (including contiguous states, Hawaii, Alaska, or territories). The law directly affects employees needing leave to care for a family member with a serious health condition, bond with a newborn/adopted child, or address military-related exigencies. The policy change takes effect immediately, ensuring employees can access family leave without exhausting other accrued time first.
