Relates to providing a re-entry employment incentive tax credit for taxpayers who hire individuals convicted of a felony in the last five years and who have been released from a correctional facility or are serving a period of post-release supervision in the last five years.
Establishes a civil cause of action for employees who are subjected to an abusive work environment; provides employers shall be vicariously liable for such work environment.
Relates to providing net revenues from utility-owned large-scale renewable generation projects to low-income customers; authorizes utility companies to own such projects; provides that the commission shall require labor agreements and labor peace agreements.
Requires every city or county social services district to provide a wearable or mobile phone-based panic button to each employee whose job responsibilities necessitate direct interaction with clients in a client's home.
Allows certain claimants to be reclassified to permanent total disability or total industrial disability due to extreme hardship; defines extreme hardship.
S 1673 requires employers in New York to provide new employees with information about student loan repayment options when hiring for entry-level positions requiring an associate's degree or higher, including post-graduate internships. The bill mandates that employers distribute materials developed by state agencies covering federal repayment plans (like income-based options), loan consolidation, and public service forgiveness programs, plus links to the Department of Financial Services' student lending resources. It directly affects new hires in qualifying roles and all employers in the state, including public employers who must additionally detail public service forgiveness programs. The law does not change loan terms but ensures new employees receive clear, accessible guidance on managing student debt. The bill passed the Senate in March 2025 and is now in the Assembly.
S 1316 requires the state education commissioner to create mandatory safety guidelines for all public elementary and secondary school science laboratories. These guidelines must cover lab inspections, equipment maintenance, chemical storage, staff safety training, and accident response procedures, aligning with existing federal and state safety rules. The commissioner is also empowered to order schools to temporarily halt specific lab activities or materials deemed to pose an unreasonable safety risk to students, teachers, or staff. This bill directly affects all K-12 schools in the state by mandating standardized safety protocols in science education settings.
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.
Requires the reinstatement of certain officers and employees of the city of New York who were dismissed from employment due to a COVID-19 vaccine requirement including retirees, vested members and members terminated without a one-year limit on return.
This bill sets maximum overtime limits for public employees in New York's custodial facilities, including correctional centers, mental health facilities, and developmental disability centers. It prohibits mandatory overtime exceeding 17 hours in a 24-hour period (with 8 consecutive hours off afterward), 80 hours in 14 days, or 7 consecutive workdays without a full 24-hour break - except during emergencies or with 24 hours' notice. Facilities must also submit quarterly public reports detailing staffing levels, resignations, safety incidents, and recruitment efforts. The law aims to address unsafe staffing conditions by capping excessive workloads while preserving existing employee rights.
