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 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.
S 6604 allows cities and towns to set minimum wage rates higher than the state minimum for private employers within their boundaries. It directly affects local governments that adopt these higher standards and the workers and businesses operating in those areas. The key provision is a non-preemption clause, which prevents state law from blocking local wage increases. The bill takes effect immediately upon enactment.
Establishes the human services wage commission for the purpose of investigating whether the wages paid to human services workers are sufficient to provide adequate maintenance and to protect the health and welfare of employees; defines terms; provides for the duties of the commission; requires reporting.
Sets base wage requirements for certain human services workers employed in eligible state-funded programs that provide health and/or welfare assistance.
Requires that all human services contracts between any public entity and a human services provider stipulate that the public entity will pay no less than 150% of the higher of: the otherwise applicable minimum wage in the state or any otherwise applicable wage rule or order and that the necessary amounts have been appropriated to ensure payment of such minimum wage.
This bill establishes a 32-hour standard workweek for most employees, replacing the typical 40-hour week. It directly affects most private-sector workers, excluding farm workers and employees covered under specific provisions of labor law (section 220). Key provisions allow for overtime agreements with higher pay, but prohibit such arrangements for state/municipal employees, contractors, or subcontractors. The law takes effect immediately upon passage.
S 60 clarifies that employers may pay wages using payroll cards only with an employee's voluntary written or electronic consent, and it directly affects workers who choose this payment method. The bill prohibits employers from requiring payroll cards as a condition of hire or employment, bans fees for basic transactions (like withdrawals at in-network ATMs), and mandates free access to account balances and transaction histories. Employers must also continue offering traditional payment options like checks and direct deposit, and payroll cards must be insured like regular bank accounts. The law ensures workers using payroll cards retain full control over their wages without hidden costs or forced financial products.
This bill, known as "the prison wage act," mandates compensation for incarcerated individuals performing labor in state and local correctional facilities. It requires that these individuals be paid at least one-half of the state's minimum wage for any work performed or for which a wage would typically be due. This compensation applies to various types of labor, including general facility work, tasks for nonprofit organizations, and participation in work release programs. Additionally, hourly incentive allowances for educational and training programs must also meet this minimum wage standard.
Establishes local wage enforcement authority in the city of New York; authorizes the city of New York to establish a minimum wage that is higher than the statewide minimum wage.
