Establishes workplace readiness week to educate minors in relation to their workplace rights; requires eleventh and twelfth graders to receive education on workplace rights; requires a document on workplace rights to be provided to any minor seeking working papers.
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 collective bargaining rights for college athletes; authorizes the public employment relations board to exercise jurisdiction over institutions of higher education and college student athlete employees of such institutions in relation to all collective bargaining matters.
S 6634 prohibits New York employers from discriminating against employees or job applicants based on their status as a caregiver. It explicitly adds "caregiver" to the list of protected characteristics under state anti-discrimination law, alongside race, gender, disability, and other categories. The law defines a caregiver as someone providing daily care for a minor child, elderly person, or disabled family member (excluding domestic workers performing caregiving as part of their job). This protects individuals from employment discrimination related to caregiving responsibilities in hiring, pay, promotions, and other terms of employment.
This bill (A 5573) allows employees to directly sue employers in court for violations of workplace safety, health, or violence standards. It directly affects employees who face such violations, enabling them to seek remedies like job reinstatement, back pay, and attorney fees. Key provisions include a 3-year filing deadline (paused if an employee files a complaint with the labor commissioner), and courts can order employers to stop violations, pay damages, and cover legal costs. The law does not require waiting for a government investigation to file a lawsuit.
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 establishes prevailing wage and overtime standards for specific airport service workers at John F. Kennedy International Airport and LaGuardia Airport under the Port Authority of New York and New Jersey. It covers workers in categories like cleaning, security, passenger handling, airline catering, and airport lounge services who spend at least half their time at these locations, excluding roles such as mechanics, cargo handlers, concession staff, and direct Port Authority employees. Key provisions require employers to pay the higher of the state minimum wage or Port Authority policy, plus a $4.54 hourly benefits supplement for the first 40 weekly hours. The law mandates employer reporting to the labor commissioner and includes enforcement mechanisms for compliance.
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.
This bill requires New York's Department of Labor to study how job automation impacts the state's workforce. The study must analyze technology trends, occupations at risk of job loss, regional economic effects, and impacts on different worker groups (including age, race, and income), plus propose retraining strategies. The Department must publish a final report to state leaders by December 31, 2026. The bill expires January 1, 2027, making it a time-limited study mandate with no immediate policy changes.
Requires consideration as a quantitative factor whether the commodities or services were manufactured or will be performed by a labor union with respect to the awarding of certain procurement contracts.
