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.
This bill requires most employers to provide paid leave to employees based on business size: small employers (4+ employees) must offer 40 hours of paid sick leave and 40 hours of paid leave annually if they earned over $1 million last year; mid-sized employers (5-99 employees) must provide 40 hours each; and large employers (100+) must provide 56 hours of paid sick leave and 40 hours of paid leave annually. It also mandates 20 hours of paid prenatal leave per 52-week period starting in 2025, with employees accruing leave at a rate of one hour for every 30 hours worked. The law covers leave for illness, family care, medical appointments, and safety-related reasons (including domestic violence or stalking), with "family member" defined broadly to include spouses, children, and parents. All employers must pay at the employee’s regular rate or minimum wage, whichever is higher, for covered leave.
This bill establishes two key protections for railroad employees working for state-run railroads: (1) requiring employers to provide light duty assignments during pregnancy (with full pay and benefits maintained), and (2) creating paid parental leave benefits (67% of average weekly wage, up to 12 weeks annually) for bonding with newborns or adopted children within the first year. Eligibility begins after 26 consecutive weeks of employment (or 175 days for part-time workers), with benefits payable starting on the 14th day of leave. The law applies to all railroad employees covered under state authority operations and explicitly preserves existing collective bargaining agreements. It takes effect January 1, 2026.
This bill amends New York's workers' compensation law to provide paid family leave for employees recovering after specific pregnancy outcomes, including stillbirth, miscarriage, or abortion. It expands existing leave provisions by adding these scenarios as eligible reasons for taking leave under the "family leave" definition. The policy change directly affects workers who experience these events, allowing them to take paid time off from work for recovery without losing income, as defined under the amended law. The bill becomes effective 90 days after enactment.
Relates to providing for rest between work shifts; prohibits the scheduling of an employee to work the first ten hours following the end of the previous calendar day's work shift or on-call shift or the first ten hours following the end of a work shift or on-call shift that spanned two calendar days unless an employee consents or volunteers, in which case the employee shall be paid one and one-half times the regular rate of pay.
This bill requires state, county, school district, and other public employers (including community colleges and public benefit corporations) to provide employees with up to 8 hours of paid leave annually to volunteer as poll workers during elections. The leave is excused (not deducted from other leave) and must be granted for election-related duties. Employers must establish simple guidelines for requesting and approving the leave, but the bill explicitly states it won't override existing collective bargaining agreements or employee benefits. The policy directly affects public employees who wish to serve as poll workers without losing pay or accrued leave time.
Provides that an employee shall not be required to request reinstatement in order to file a discrimination claim regarding paid family medical leave benefits; permits a private right of action for certain violations as an alternative to a workers' compensation claim; provides for attorneys' fees and costs.
Provides that an employee shall not be required to request reinstatement in order to file a discrimination claim regarding paid family medical leave benefits; permits a private right of action for certain violations as an alternative to a workers' compensation claim; provides for attorneys' fees and costs.
S 2503 requires public employers to provide paid family leave benefits to employees who are not represented by a union or employee organization. This applies specifically to public sector workers without union representation, mandating that their employer offer these benefits under existing workers' compensation law provisions (sections 204 and 208). The bill does not require union negotiations for these employees, unlike provisions for union-represented staff. Public employers must implement this benefit without needing collective bargaining input for non-union employees. The law takes effect 180 days after enactment.
