This bill would reduce taxable income for individuals by excluding overtime pay from federal adjusted gross income. Specifically, it creates a new tax provision allowing workers to subtract wages earned for hours beyond their normal schedule (defined as "overtime compensation") from their taxable income. The change would apply to all taxpayers earning overtime pay, effectively lowering their federal income tax liability for that income. The provision would take effect for tax years beginning January 1, 2026.
Enacts the "sweatshop-free college apparel act" which requires institutions in the state of New York establish a sweat-free code of conduct in line with labor standards established by the Workers Right Consortium.
This bill requires incarcerated individuals in New York state correctional facilities to be paid for labor performed, setting a minimum standard of at least half the state's minimum wage. It directly affects people held in state and local prisons who work in facility operations, community programs, or nonprofit volunteer roles. Key provisions mandate compensation for all work described in the law, including kitchen duties, maintenance, and specialized facility tasks, with pay calculated based on minimum wage standards. The law updates multiple correction law sections to ensure all such labor is compensated fairly, replacing previous unpaid or low-wage labor practices.
Establishes the schedules that work act to provide for a timely, good faith interactive process between employees and employers that includes a discussion of potential schedule changes to meet an employee's needs.
Authorizes equitable tip pooling structures for counter service restaurants that pay all employees at or above minimum wage; authorizes tip pooling for service and non-service employees.
Enacts the "Omnibus Prevailing Wage Enforcement Act"; creates the office of the prevailing wage fraud inspector general for increased vigilance in the effort to achieve prevailing wage enforcement; allows public authorities to require that successful bidders for public works jobs participate in a state-sponsored apprenticeship program; makes related provisions.
This bill would allow taxpayers to exclude overtime pay from their federal adjusted gross income for tax purposes. Specifically, it defines "overtime compensation" as wages earned beyond an individual's normal scheduled work hours and subtracts this amount from taxable income. The provision applies to taxable years beginning on or after January 1, 2026. It directly affects individual taxpayers who earn overtime wages, reducing their taxable income by the amount of qualifying overtime compensation.
This bill modifies New York's paid sick leave law to set specific requirements based on employer size. Employers with 4 or fewer full-time equivalent employees must provide up to 40 hours of *unpaid* sick leave annually, unless they earned over $1 million in net income last year (then paid leave applies). Employers with 5-99 employees must provide 40 hours of paid sick leave yearly, while those with 100+ employees must provide 56 hours. All employees accrue sick leave at a rate of 1 hour for every 30 regular work hours, starting from hire or the law's effective date. The changes take effect immediately.
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.
Provides grounds for attachment; relates to procedures where employees may hold shareholders of non-publicly traded corporations personally liable for wage theft; relates to rights for victims of wage theft to hold the ten members with the largest ownership interests in a company personally liable for wage theft; relates to penalties for certain wage violations.
