This bill requires employers who hire domestic workers (such as housekeepers, nannies, or caregivers) to provide each employee with 40 hours of paid sick leave annually. It directly affects domestic workers and their employers, regardless of business size, by mandating paid leave for illness or health needs. The law specifies that domestic workers must receive this leave, while other employers follow separate rules based on their employee count (e.g., smaller businesses may offer unpaid leave under certain conditions). The policy takes effect immediately upon enactment.
Extends the authority and oversight of wage boards to include the consideration of minimum standards for benefits and working conditions; changes the reference to such boards as workers' boards.
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.
Extends paid family leave benefits to employees who perform construction, demolition, reconstruction, excavation, rehabilitation, repairs, renovations, alterations, or improvements for multiple employers pursuant to a collective bargaining agreement who shall be eligible for family leave benefits if they were employed for at least twenty-six of the last thirty-nine weeks by any covered employer which is signatory to a collective bargaining agreement.
This bill (A 5332) amends New York's Labor Law to include outside captive salespersons within the legal definition of "employee." Specifically, it removes an existing exclusion (Labor Law §651(5)(c)) that previously exempted salespeople contractually bound to one company from employee protections. As a result, these salespersons - previously not covered by minimum wage, overtime, and other labor standards - will now qualify for those protections under state law. The change directly affects captive salespersons employed by single companies, ensuring they receive the same labor rights as other employees.
This bill allows both injured workers and employers to request a hearing in workers' compensation disputes. It requires the board to schedule such hearings within 45 days of a request and prohibits the board from imposing limits, prerequisites, or penalties on hearing requests. The bill also mandates that the board maintain a record of all hearings held. This change directly affects workers and employers navigating compensation claims by streamlining access to hearings.
Requires employers of retail, food service or cleaning employees to give such employees 7 days' notice of their work schedule and a month's notice of the minimum hours of work; provides a private right of action to employees who are aggrieved by certain violations of such provisions.
This bill directs New York courts to interpret the state's labor law broadly in favor of workers to achieve its "remedial purposes," such as securing wages, preventing retaliation, and ensuring equal pay. It requires courts to construe exceptions and exemptions to labor law narrowly, maximizing deterrence of unlawful employer conduct. The law applies to all existing labor protections and does not create new rules - instead, it changes how courts must interpret current statutes to better protect workers' rights.
This bill increases penalties for employers who discriminate against employees. It sets penalties at three times the employee's previous year's wages and benefits, with half paid directly to the affected worker and half to the state treasury. Employers must cover all costs directly - insurance policies cannot exempt them from paying these penalties. The law also requires employers to restore affected employees to their prior positions or compensation and covers attorney fees if applicable.
Provides that a state employee whose position is eliminated for certain reasons and who is subsequently transferred to a different agency be entitled to the same hourly salary, retain all accrued sick leave, retain, cash out or use all accrued vacation time, and be paid relocation expenses.
