This bill (S 5249) automatically grants Medicaid eligibility to workers participating in strikes or labor disputes, ensuring they maintain health coverage during the strike period. It directly affects striking employees who would otherwise lose Medicaid due to employment status, without requiring them to reapply. Key provisions include limiting coverage strictly to the duration of the strike, prohibiting the consideration of personal resources (like savings) when determining eligibility, and allowing temporary "presumptive eligibility" through health department processes. The bill requires the Health Commissioner to create implementing regulations for eligibility rules and covered services.
Prohibits employers from retaliating against employees for confronting an individual to prevent a theft or the unlawful taking of goods, wares, or merchandise; does not prohibit employers from training or re-training employees on policies against confrontation of theft.
This bill adjusts minimum wage credits for farm workers who receive meals, lodging, or utilities as part of their compensation. It requires the state department to update these credit amounts every five years based on inflation data, starting with a publication deadline of December 1, 2025. The updated values take effect on January 1st following publication. This ensures the credits maintain their real value as living costs rise, directly affecting farm workers receiving these benefits.
This bill (S 3946) allows employees to directly sue employers in court for violations of workplace safety/health standards or workplace violence, rather than relying solely on government enforcement. Employees can file such lawsuits within three years of the violation, and the time limit is paused (tolled) if they first report the issue to the labor commissioner until the investigation concludes. The court can order remedies like reinstatement, back pay, lost wages, attorney fees, and injunctions against the employer. It directly affects employees seeking redress for safety violations and employers facing potential civil liability. The law takes effect immediately upon enactment.
This bill limits home care aides to 12-hour shifts without their explicit consent. It prohibits employers from requiring overtime beyond this limit, and any agreement for longer shifts must be voluntarily provided in writing for each specific instance. The law protects aides from retaliation, including dismissal or penalties, for refusing excessive hours or reporting violations. Exceptions only apply during true emergencies after exhausting all staffing options, and even then, overtime cannot exceed four hours without consent.
Requires employers to offer paid leave of absence to veterans on Veterans' day, except for emergency or critical employees, who shall be offered another day of paid leave.
This bill requires professional sports teams in New York to grant cheerleaders the same labor rights, benefits, and protections as other employees under state law. It directly affects cheerleaders who perform at professional sports games for teams based in the state, defining them as individuals doing acrobatics, dance, or similar promotional performances. The key provision mandates teams to provide these protections for all services related to the team, including performances during games. The bill does not create new benefits but extends existing labor law coverage to this specific workforce.
This bill (A 892) requires most employers to provide paid vacation time based on how long an employee has worked for them. Employees working at least 20 hours per week become eligible after one year (2 weeks), three years (3 weeks), and five years (4 weeks) of service. Employers cannot penalize workers for taking vacation, must allow requests with reasonable notice (up to 4 weeks), and cannot require work during vacation time. Employers may offer more vacation than required but must pay double wages if an employee chooses to forgo their entitled vacation time.
Creates the women and high-wage, high-demand, nontraditional jobs grant program; encourages and assists women to enter high-wage, high-demand occupations including but not limited to trades, science, technology, engineering, and math; makes an appropriation therefor.
Establishes it shall be an unlawful discriminatory practice for any prospective employer to make an inquiry about, or to act upon adversely to the individual involved based upon, any criminal conviction of such individual unless such employer first makes a conditional offer of employment to such individual.
