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.
Senate Bill S 7433 aims to prohibit employers in New York from requiring employees or job applicants to give up certain legal rights as a condition of getting or keeping a job. Specifically, employers cannot demand that individuals waive, arbitrate, or reduce any existing or future claims, rights, or benefits they are entitled to under New York state or federal law. This measure applies to all employers and their employees or job seekers. However, it does not affect agreements made through collective bargaining with a labor union.
Enacts the "anti-waiver of employment rights act" to invalidate any express or implied contractual provision waiving or otherwise limiting any employee's substantive or procedural rights, remedies, or claim.
This bill establishes minimum cash wage requirements for "miscellaneous industry workers" who receive tips, including car wash attendants, nail salon workers, tow truck drivers, dog groomers, tour guides, valet attendants, and similar roles. It sets specific hourly cash wage floors that must be paid in addition to tips, with rates increasing annually through 2029 (e.g., $12.77/hour in NYC starting 2026, $11.50/hour outside NYC starting 2026). The bill ensures that when tips are added to the cash wage, the total equals the full minimum wage for their region, preventing employers from relying solely on tips to meet wage requirements. It directly affects these tipped workers by guaranteeing a minimum cash payment regardless of tip amounts received.
Requires or allows licensing entities to suspend business licenses for certain businesses that are charged or convicted of wage theft; establishes reporting requirements for wage theft convictions.
This bill requires construction employers to create written heat illness prevention plans for workers exposed to extreme heat. It directly affects construction workers and all employers in the construction industry, including contractors and temporary staffing agencies. Key provisions mandate employers to provide cool water (under 59°F/15°C), paid rest breaks in shaded/cool areas, regular heat monitoring, and annual training on heat risks and emergency response. Plans must be developed with worker input, translated for non-English speakers, and include heat wave alert procedures. Employers must also track heat exposure and maintain records of safety measures.
This bill allows cities and counties to set minimum wage rates higher than the state's standard. It amends labor law to explicitly state that local governments can establish stricter wage requirements within their own boundaries without conflicting with state law. The key provision removes barriers that might prevent municipalities from adopting more protective wage policies. This directly affects local governments and employers operating in jurisdictions that choose to implement higher minimum wages. The change takes effect immediately upon passage.
Increases the minimum wage outside of New York city and the counties of Nassau, Suffolk, and Westchester; repeals certain provisions of law relating to exceptions to minimum wage increases.
This bill adds Stewart International Airport to the list of locations covered by New York's airport minimum wage law. It directly affects workers performing airline catering work at Stewart International Airport, ensuring they receive the same minimum wage rates as workers at JFK and LaGuardia airports. The law amendment explicitly includes Stewart in the definition of "covered airport location" within the labor law. This change applies immediately upon enactment to expand wage protections for these specific workers.
Removes the exclusion of part-time employees from certain definitions relating to employment and expanding the definition of employer; removes certain exclusions for employer notice requirements for the closing of a facility; removes the discretionary reduction of penalties for employers for certain acts or omissions concerning notice requirements for mass layoffs, relocations or employment loss; removes the maximum time period for determining back pay and other liabilities for certain employees who experience employment loss; allows the attorney general to take certain action to assist certain employees in receiving back pay and other liabilities; requires employers to pay severance to employees when there is a plant closing, relocation, or mass layoff.
