Increases the amount of credit to be certified under the federal public service loan forgiveness program for faculty or teachers to five hours worked for each hour of lecture or classroom time.
Requires employers to provide a leave of absence of at least four hours for every 12 month period for an employee to use for preventative health care measures.
This bill sets a 12-hour maximum for consecutive home care aide shifts, requiring explicit employee consent for any work exceeding this limit. It directly affects home care aides (including personal care attendants and home health aides) and their employers, covering all work arrangements like direct employment or agency staffing. Key provisions include prohibiting mandatory overtime without express consent, banning retaliation for refusing overtime, and allowing limited exceptions only during true emergencies after exhausting all staffing options. Employers violating these rules face civil lawsuits, penalties, and mandatory compensation for affected aides.
Prohibits the use of a wage-fixing algorithm in combination with personal or behavioral data to set or recommend wages or compensation; defines terms; establishes penalties for violations of such prohibition.
This bill (A 10078) changes how transportation network company drivers (like Uber or Lyft drivers) are classified under New York labor law. It presumes these drivers are employees - not independent contractors - unless they meet three specific conditions: working without company control, providing services outside the company's typical business, and operating as a fully independent business. This directly affects gig economy drivers and companies that use them, shifting responsibility for benefits and protections like minimum wage to the companies. The law takes effect 60 days after enactment.
This bill prohibits employers from using automated systems (like AI algorithms) to set individual wages based on surveillance data about employees, such as personal behaviors or biometrics. It directly affects employers who currently use such technology for wage decisions. Exceptions apply if employers base wages solely on job-specific data or labor costs, and they must disclose their wage-setting methods in plain language before hiring. Violations could trigger civil penalties up to $10,000 per employee per violation, and affected workers can sue for damages or file complaints.
Requires certain mandatory disclosures for printed or digital job advertisements by an employer or third-party job posting entity; provides for the imposition of a fine of $2,500 for violations.
S 8872 prohibits employers from using automated systems (like AI or algorithms) to set individual employee wages based on surveillance data about workers' personal characteristics, behaviors, or biometrics. It directly affects employers who currently use such systems for wage decisions, requiring them to disclose data used and provide employees with the ability to correct or challenge data. Key provisions include banning algorithmic wage-setting (with limited exceptions for task-specific or cost-based wage decisions), mandating public procedures for data accuracy, and allowing private lawsuits for violations. Employers violating the law face civil penalties up to $10,000 per violation per employee, with additional damages available to affected workers.
Limits the number of consecutive hours worked by certain employees of cities of one million or more; provides that employees of cities of one million or more who are subject to a collective bargaining agreement shall not work more than 17 consecutive hours in a work day.
Enacts the "fair pay for home care act" relating to minimum wages applicable to home care aides; provides for a minimum wage of 150% of the applicable statewide or regional minimum wage.
