Requires the department of labor to provide a document on workplace rights to any minor seeking working papers and to make such document available in other languages and to school officials who issue working papers.
This bill expands New York's workers' compensation program to include disability benefits for pregnancy loss. It directly affects employees covered by workers' compensation who experience pregnancy loss, ensuring they qualify for financial support during recovery. The key provision amends the definition of "disability" to explicitly include pregnancy loss and sets a specific benefit rate: 67% of the employee's average weekly wage, capped at 67% of the state average weekly wage. This change applies to all new or renewed policies issued after the effective date, providing concrete financial protection without altering other disability benefit calculations.
This bill requires farm laborers to receive at least 24 consecutive hours of rest each week. It allows farm laborers to voluntarily work on their designated rest day if compensated at 1.5 times their regular pay for all hours worked that day. The bill specifies that laborers must be paid regular wages for up to 60 hours weekly, with overtime pay for hours beyond 60. It defines "farm labor" broadly to include agricultural work like crop cultivation, livestock management, and harvesting.
This bill amends New York's labor law to explicitly allow employees who refuse a coronavirus vaccine to qualify for unemployment insurance benefits. It adds language stating that unemployment due to "choosing not to receive a coronavirus vaccine" cannot disqualify someone from benefits, covering both government mandates (like health department orders) and employer vaccine policies. The bill specifically prevents denial of benefits for this reason, including cases where refusal stems from mandatory vaccination requirements by employers or state health authorities. This change modifies existing eligibility rules under sections 591 and 593 of the labor law. The policy directly affects workers who face termination for vaccine refusal under current employer or public health mandates.
This bill creates a tax credit for New York employers who hire qualifying young workers. It allows employers to get reimbursed up to $1.35 per hour for each hour worked by employees aged 16-19 who are students and paid at or slightly above New York's minimum wage (up to 50 cents over the rate). The credit amount varies by year, and it adjusts if the federal minimum wage increases above 85% of New York's rate. The credit applies to tax years beginning January 1, 2025, and affects businesses employing eligible young students in New York State.
Directs the commissioner of labor, in conjunction with the commissioner of health, to develop a program which incentivizes unemployed individuals to enter jobs in healthcare.
Requires the metropolitan transportation authority to prioritize and hire union labor for proposed public work before making a contract available for public bidding.
This bill expands the legal definition of "employer" to include specific public entities: certain child welfare agencies and nonprofits receiving at least 50% of their budget from government sources. It requires all public employers under this new definition to develop and implement workplace violence prevention programs. The law takes immediate effect and applies to state agencies, local governments, public authorities, and the newly included entities. The change clarifies which organizations must comply with workplace safety requirements under New York's labor law.
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.
