Permits school districts and entities licensed pursuant to section three hundred ninety of the social services law to look at the social media accounts of prospective employees.
This bill exempts daycare and childcare facility employers from the requirement to provide paid sick leave for employees affected by COVID-19 quarantine or isolation orders. It amends a 2020 law (Chapter 25) to add a specific exemption for these employers, removing their obligation to cover such leave under existing sick leave rules. The exemption is temporary, set to expire on the same date as the original 2020 provisions it modifies. This directly affects daycare and childcare facility employers, not other businesses or employees.
Permits an employer who is a member of a recognized religious sect to file an application with the department of labor to be exempted from the provisions of the workers' compensation law with respect to employees who are members of the same recognized religious sect whose religious tenets or teachings oppose acceptance of any insurance benefits.
This bill (A 1700) amends New York Labor Law to clarify the definition of a "day student" for employment purposes. It specifies that employment does not include work performed during regular school hours by students in elementary or secondary school who are in regular attendance. The change removes outdated language ("during the day time") and explicitly states this exclusion applies to part-time student workers. This definition directly affects students working part-time jobs during school hours, clarifying they are not covered under certain labor law provisions related to "day student" employment. The amendment takes effect immediately upon enactment.
S 4681 would repeal Section 581-d of New York's Labor Law, which required an interest assessment surcharge. This surcharge was a fee added to interest payments under labor law enforcement, likely affecting employers or workers involved in cases involving unpaid wages or penalties. The bill eliminates this specific fee from the law, removing a financial obligation previously applied to certain interest assessments. The repeal would directly impact entities subject to labor law interest assessments where this surcharge was enforced.
Allows employers to request or require a prospective or current employee to execute a restrictive covenant not to engage in specified acts in competition with the employer after termination of the employment relationship as a condition of employment, continued employment, or with respect to severance pay.
Prohibits the addition or change to certain wage orders which would have the effect of requiring an employer to pay an employee for time not actually worked.
Relates to disqualification from receiving benefits for separation from employment in cases where the claimant's employer maintained or refused to cure a health or safety condition that made the environment unsuitable.
Establishes a training wage equal to eighty-five percent of the state minimum wage or one hundred percent of the federal minimum wage, whichever is greater, that may be paid to a youth who has no prior job experience; provides that no youth may be paid a training wage for more than one hundred eighty days.
This bill requires New York State legislators to approve any new minimum wage order or modification to an existing order before it takes effect. It directly affects workers who would see wage changes delayed until legislative action, and businesses that would receive clearer timelines for potential cost impacts. Key provisions include mandating legislative authorization for wage increases, requiring the commissioner to analyze business costs using employment data, and updating processes for wage board recommendations and commissioner reviews. The bill shifts authority from the commissioner to the legislature for implementing minimum wage changes.
