Requires public and not-for-profit libraries to implement risk evaluations and determinations, workplace trainings, and other measures for the prevention of workplace violence.
Extends paid family leave benefits to certain construction employees 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; relates to the effectiveness thereof.
Provides that an operational safety plan developed by the office of parks, recreation and historic preservation shall require that any employee check in with the incident commander or safety officer for incident specific procedures prior to taking any action at the incident location; provides that when deployment occurs in coordination with one or more other entities, and the office of parks, recreation and historic preservation is not the lead response agency, the office of parks, recreation and historic preservation shall make reasonable efforts to ensure that employees are provided with the incident specific operational safety plan developed by the lead agency and/or incident commander.
This bill establishes legal confidentiality for conversations between police officers and peer support specialists during official counseling sessions. It directly affects law enforcement officers seeking mental health support and the peer support specialists who provide it. Key provisions prohibit disclosing session details unless there's a specific threat of suicide, self-harm, violence, or child abuse - allowing limited disclosure only to prevent harm. Officers must receive written notice before sessions explaining these confidentiality rules and exceptions. The law ensures peer support communications remain private except in clearly defined safety emergencies.
This bill prohibits employers - including businesses, state agencies, and political subdivisions - from using an applicant's or employee's credit history for hiring, firing, or licensing decisions. It defines "employer" broadly to cover all entities with employees, including the state. The only exception allows credit checks for high-trust positions (e.g., government roles requiring public trust) if specifically approved by a state commission. This replaces prior legislation that had similar restrictions but different wording.
Clarifies the definition of custom fabrication for the purposes of prevailing wage; requires certain reports for public works contracts including such custom fabrication.
Requires employers to inform their employees that non-disclosure or non-disparagement provisions in their employment contracts do not prohibit them from speaking with law enforcement, the equal employment opportunity commission, the state division of human rights, a local commission on human rights, or an attorney retained by the employee.
Requires the same benefits and services for post-traumatic stress disorder for emergency dispatchers and correction officers as are afforded police and firefighters.
Ensures that construction and fabrication done off of a public work site for specific use only in a public work project be compensated at the prevailing wage rate.
Provides a performance of duty presumption for diseases of the heart for members who serve as an ambulance medical technician, ambulance medical coordinator, ambulance medical technician/supervisor or a member who performs ambulance medical technician related services, or a police medic, police medic coordinator, police medic supervisor, bureau director police emergency ambulance services - county, assistant bureau director police emergency ambulance services - county, or a member who performs police medic or police emergency ambulance related services and is employed in the Nassau county police department.
