This bill establishes annual longevity payments for state employees in managerial or confidential roles within the executive branch who meet specific service and performance criteria. Employees with 12+ years of service receive a $1,500 payment, those with 17+ years receive an additional $1,500 (plus the 12-year payment), and those with 22+ years receive another $1,500 (plus both prior payments). Payments are based on March 31 service dates, require a performance rating above "Below Minimum," and are paid as lump sums in April each year. The law directly affects eligible managerial/confidential state employees in the executive branch, not all public workers.
This bill increases New York State's earned income tax credit (EITC) for tax returns filed in 2025 and later, raising the credit percentage from 30% to 45% of the federal EITC amount. It directly affects low-to-moderate income workers and families who qualify for the state EITC, primarily those with children or who meet income thresholds. The bill adds new payment options: small credits ($200 or less) are paid as a lump sum, medium credits ($200-$2,400) as three quarterly payments, and larger credits ($2,400+) as monthly installments. The changes take effect for taxable years beginning January 1, 2025, and are implemented through updated tax law provisions.
Directs the state university trustees to promulgate and enforce a sweat-free code of conduct for the licensing and purchase of apparel at colleges and universities of the state university; requires provision in contracts with apparel manufacturers providing for the termination thereof if the manufacturer uses a sweatshop; requires that at least one member of the special task force on the apparel industry be a representative of the state university of New York.
Establishes the work opportunity tax credit for businesses with fifty employees or less for hiring a long term unemployed person; provides a credit shall be allowed of up to $2,400; provides the total amount of credit provided statewide shall not exceed fifteen million dollars.
S 1643 establishes a three-year job fair pilot program for incarcerated individuals within six months of their release, specifically targeting those in Wende and New York City correctional facility hubs. These job fairs, held at least three times annually, will assist participants with resume preparation, internet employment searches, and interview advice, connecting them with potential employers. Eligible individuals in Albion, Taconic, or Bedford facilities will receive enhanced job search opportunities instead. The program requires the Department of Corrections to conduct annual evaluations, including recidivism statistics, and report these findings to the public and legislature.
Establishes the rapid employment assistance and counseling hub (REACH) program to dispatch a mobile unit to provide information, assistance and other services concerning unemployment compensation insurance at the request of a legislator or official of a municipality.
This bill repeals a specific provision (subdivision 11 of section 590) in the labor law that previously governed benefits for non-professional employees at educational institutions. It directly affects those employees by removing the existing rules about their benefit eligibility. The bill contains no new provisions or mechanisms; it simply eliminates the repealed section of law. It takes effect on January 1 following its enactment. (This is a procedural repeal, so the summary is concise.)
Requires the establishment of workplace violence prevention plans for health care facilities licensed under article 28 of the public health law; requires such plans to be updated annually and to include safety and security assessments and policies to address and reduce risks identified in the assessment.
This bill amends New York's anti-discrimination law to prohibit discrimination based on a person's height or weight in employment, housing, and public accommodations. It adds "height" and "weight" to the list of protected characteristics alongside existing categories like race, gender, and disability. The law bans employers, housing providers, and public spaces from refusing services, setting terms, or harassing individuals due to these physical attributes, with limited exceptions for federal requirements or when no reasonable job accommodations exist. It applies directly to businesses, landlords, and service providers operating in New York.
Prohibits the state from entering into certain contracts with companies requiring employees to stipulate to binding arbitration for all disputes unless it excludes disputes involving sexual assault.
