This bill prohibits employers from discriminating against job applicants or employees who had criminal charges dismissed after an "adjournment in contemplation of dismissal" (a legal process where charges are put on hold pending successful completion of conditions, like probation). It clarifies that such dismissed cases do not count as a conviction or admission of guilt, preventing employers from using them as a basis for denial of employment or licenses. The law amends existing criminal procedure statutes to explicitly state that these dismissed cases should not result in employment penalties or affect an individual's status. It directly affects people with these specific dismissed charges when seeking or maintaining employment.
Provides protection to employees and former employees from retaliatory actions by employers for the reporting of illegal or dangerous business activities.
Prohibits insurance carriers and employers from withholding certain benefits from injured workers based on a claim that such workers have voluntarily withdrawn from the labor market by not seeking alternate employment that their injury or illness does not preclude them from performing.
Provides that where an employer or insurance carrier elects to controvert the right to compensation and such claimant holds a valid insurance policy, the employer or insurance carrier shall provide medical treatment to the injured claimant and payment to health care providers without regard to such controversy.
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.
This bill increases the maximum weekly unemployment insurance benefit rate in New York. It changes the calculation method so that starting in 2026, the maximum benefit will equal 50% of the state's average weekly wage (updated annually), replacing previous fixed dollar amounts. The change directly affects unemployed workers who receive the highest possible unemployment benefits under the state program. The bill also establishes that the maximum benefit amount cannot decrease from the previous year's level. This policy update ensures benefits adjust annually based on wage trends rather than fixed schedules.
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 prohibits police departments from denying promotions to officers who miss traffic ticket quotas. It directly affects police officers whose promotion opportunities could be unfairly blocked due to unmet quota targets. The key provision explicitly states that denying a promotion "solely because" an officer failed to meet a ticket quota constitutes employment discrimination under labor law. The law amends New York's Labor Law to make this practice illegal, requiring departments to evaluate officers based on merit rather than quota compliance. The bill became effective immediately upon enactment.
This bill requires New York state government entities to use qualification-based criteria when selecting contractors for certain public works projects using design-build contracts. It mandates that agencies evaluate responses to public requests for qualifications based on factors like team experience, financial capability, past performance, compliance with labor laws, and diversity business certifications (minority/women-owned businesses and small businesses). The law specifies that contractors must be chosen based on demonstrated qualifications rather than the lowest bid, particularly for projects covered under existing project labor agreements. This directly affects state agencies and contractors involved in public construction projects governed by Chapter 749 of the laws of 2019.
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.
