Bill A 8221 aims to enhance protections for employees of public water authorities. It elevates the charge for assault to a felony when committed against these employees. This applies if the assault occurs while the employee is performing their lawful duties of supplying water to state residents. The bill amends the penal law to include such water authority employees in a category of professionals whose assault, under specified conditions, carries increased penalties.
This bill extends the expiration date for disability benefits under New York's volunteer firefighters' benefit law for heart-related conditions. It specifically updates the effective period of provisions covering firefighters disabled by heart disease or coronary artery issues, moving the end date from June 30, 2025, to June 30, 2030. The change directly affects volunteer firefighters who qualify for these disability benefits due to qualifying heart conditions. The bill does not alter eligibility criteria or benefit amounts - it only prolongs the current law's validity.
This bill requires school districts in Westchester, Putnam, Nassau, and Suffolk counties to follow existing union contracts when disciplining bus drivers and driver's assistants. Districts must honor these agreements before taking adverse actions unless a superintendent certifies the driver's conduct involved "egregious misconduct" creating immediate danger to students. If such certification occurs, districts must complete a 5-business-day expedited review process, bypassing standard grievance procedures. Drivers or assistants wrongfully disciplined during this process are entitled to punitive damages if exonerated. The law applies specifically to transportation contracts in those counties.
Creates an adult high school workforce development demonstration project in Rochester; defines "adult high school workforce development demonstration project" or "program" to mean a private or independent high school registered by the department which provides adult learners with an appropriate academic environment, career credentialing programs and access to wraparound services provided by the operator or any entity partnered which such operator to address barriers to enable adult learners to pursue and obtain, subject to satisfactory completion of the requirements set forth within this article, a high school diploma.
This bill, S 3398 (the "reasonable accommodation anti-retaliation act"), prohibits employers from retaliating against employees who request reasonable accommodations under New York's anti-discrimination law. It explicitly adds "requesting a reasonable accommodation" to the list of protected actions in Section 296 of the Executive Law, making it unlawful to punish workers for such requests - like disclosing personnel files in retaliation. The law clarifies that existing anti-discrimination protections already covered this, but the amendment makes the prohibition explicit and enforceable. It applies immediately to all actions occurring after its effective date.
Senate Bill S 7825 aims to grant retroactive Tier IV retirement benefits to certain New York state and local employees. This bill directly affects employees who joined the New York state and local employees' retirement system on or after January 1, 2010. Under this legislation, these individuals would receive retirement benefits as if they had joined the system on December 31, 2009, qualifying them for Tier IV benefits. Employees have the option to opt-out of these changes within one year of the law's effective date, but no previously made contributions will be refunded.
This bill (S 3318) extends paid leave for New York public employees who serve in the military. It increases the maximum annual paid leave from 30 days to 60 days (or 22 to 52 work days) per year for time spent on military duty, including travel to and from duty. The change directly affects state and local government workers called to active military service. The policy modifies existing law to provide longer paid absence coverage without creating new programs or eligibility requirements.
Provides for comparable salary and other benefits for state employees designated managerial or confidential to ensure such employees receive an increase in salary at least equal to the percentage of the general salary increases provided to employees in a bargaining unit that receives the highest percentage general salary increase and other benefits.
This bill (S 6940) requires New York school districts to follow existing collective bargaining agreements when disciplining bus drivers and assistants under certain transportation contracts. It amends education law sections to mandate that districts honor union terms governing disciplinary actions before imposing penalties, applying to all contracts for pupil transportation. The law extends maximum contract terms to five years for transportation services and specifies that districts must adhere to union agreements on discipline for drivers employed by contracted providers. It directly affects school districts, transportation contractors, and bus drivers/assistants covered by collective bargaining agreements.
Relates to improper employer practices relating to the continuation of pay, vacation and health care benefits; relates to eligible employees for retirement plans; relates to compensation items in disputed agreements.
