This bill allows individuals who have filed for asylum under federal law (8 U.S.C. § 1158) to work in New York State. It directs the state labor commissioner to create rules enabling these asylum seekers to obtain work authorization. The policy directly affects people who have applied for asylum but lack federal work permits, providing them access to employment in New York. The bill establishes a state-level mechanism for work eligibility without changing federal asylum procedures.
Bill A 8393 amends the workers' compensation law to explicitly include "pregnancy loss" within the definition of a disability related to pregnancy. This change means that employees experiencing pregnancy loss would be eligible for disability benefits. The bill also establishes a specific calculation for these benefits, setting them at sixty-seven percent of the employee's average weekly wage, capped at sixty-seven percent of the state average weekly wage. This differs from the general benefit calculation for other disabilities.
Establishes the New York smart work week pilot program to promote, incentivize and support the use of a four-day work week by qualifying employers and to study the benefits and impacts of such work arrangements; defines terms; establishes a tax credit for participating qualifying employers and employees.
Relates to the convening of a human services employee wage board; requires the commissioner of labor to convene a human services employee wage board comprised of twelve members; requires the wage board to hold hearings and report and make recommendations to the governor and legislature no later than December 31, 2027.
This bill clarifies when New York's state labor law applies to employer-employee disputes. It specifies that New York's labor relations act does not cover employees already protected under federal laws (like the National Labor Relations Act) or when federal labor boards have jurisdiction. For all other employees, the state labor board must promptly certify existing union representatives as the official bargaining agent and maintain current work terms during the certification process. This ensures continuity for employees and employers not covered by federal labor rules.
Requires just cause for employment termination and restricts the use of electronic monitoring for disciplinary purposes; requires employers to provide just cause for discharging employees, with exceptions.
Establishes an essential workers' bill of rights; provides that all employers shall provide essential workers with personal protective equipment, inform such workers of exposure to any disease related to a state disaster emergency, and not retaliate for any report of an unsafe work environment; provides certain employers shall make hazard payments and cover the costs of any child care or health care needed by such essential workers for the duration of the state disaster emergency.
This New York bill (S 3908) requires employers to provide eligible workers with up to four days of paid leave per year for menstrual complications and menopause symptoms. It defines covered conditions (like fibroids, endometriosis, PCOS, hot flashes, and sleep issues) and allows leave for medical appointments related to these health needs. The law amends workers' compensation to include these conditions under "disability" and creates a new section granting the additional paid leave. It directly affects employees in New York covered by workers' compensation law who experience qualifying health issues.
S 4511 establishes a 16-member task force within New York's Department of Labor to study and improve employment opportunities for people with disabilities. The task force, including representatives from state agencies, disability organizations, labor, business, and individuals with disabilities, will examine unemployment rates and review successful employment programs. It must submit recommendations within two years to increase "competitive integrated employment" (full-time jobs in regular workplaces) for people with disabilities, focusing on state agency hiring practices and public-private partnerships. The bill directly affects state agencies that hire workers and people with disabilities seeking employment, without creating immediate funding or new regulations.
Bill S 7653 proposes to increase the civil penalties for employers found in violation of child labor laws. For a first violation, the maximum penalty would increase from $1,000 to $3,000. For a second violation, the penalty would range from $3,000 to $5,000, and for a third or subsequent violation, it would range from $5,000 to $10,000. The bill maintains that penalties are tripled if a violation leads to a minor's serious injury or death. These changes directly affect employers who do not comply with child labor regulations.
