Prohibits employers from engaging in discrimination on the basis of a protected class when using artificial intelligence for recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure, or the terms, privileges, or conditions of employment.
Extends the statute of limitations for complaints alleging cases of sexual harassment in employment, to 3 years or within 1 year of the complainant's employment termination at such employer, whichever is later.
This bill requires all members of New York State boards and commissions - including unpaid members - to complete annual training on preventing discrimination, bias, and harassment. The training must meet existing standards under Labor Law § 201-g. It directly affects every state board and commission member, regardless of compensation. The law takes effect 90 days after enactment, with necessary rule changes allowed before that date.
This bill (S 392) amends New York's penal law to specifically include "intentional expectoration of saliva" as a form of aggravated harassment against facility employees. It directly affects incarcerated individuals who intentionally spit at staff members in correctional facilities, parole offices, mental health facilities, or probation departments. The key change adds saliva to the list of prohibited substances (along with blood, urine, etc.) that can constitute harassment when thrown, tossed, or expelled toward employees. This expands existing protections for staff by clarifying that spitting is now explicitly covered under the aggravated harassment statute.
Relates to liability for unlawful discriminatory practices based upon the conduct of an employee or agent; provides that an employer, licensing agency, employment agency, or labor organization shall be liable for an unlawful discriminatory practice based upon the conduct of an employee or agent where the employee or agent exercised managerial or supervisory responsibility or the conduct was carried out by a non-managerial or non-supervisory employee and such conduct was not stopped or corrected.
Provides that certain allegations made by employees involving employment discrimination shall be protected and matters of public interest in actions involving public petition and participation.
Relates to the statute of limitations for actions based on discriminatory practices in employment; establishes action must be commenced within six years.
Mandates the disclosure of discrimination, sexual harassment and sexual assault settlements to the civil rights bureau of the attorney general's office.
Provides that certain allegations made by employees involving employment discrimination shall be protected and matters of public interest in actions involving public petition and participation.
Establishes the universal child care act to provide for the establishment and funding of universal child care in the state of New York; establishes a universal child care taskforce to help implement universal child care in the state and repeals certain provisions of the social services law relating thereto; establishes the permanent child care workforce pay equity fund; establishes a universal child care public option pilot program to provide universal child care in at least twenty locations throughout the state; makes an appropriation therefor.
