Relates to project labor agreement feasibility studies and apprenticeship agreements; provides the study shall look to see if there will be a negative impact on opportunities for minority, women or service-disabled veteran owned businesses; provides such feasibility studies shall be provided to the public for review and comment.
Relates to a leave of absence for military spouses; removes the requirement that leave be used when a person's spouse is on leave while deployed to a combat theater or combat zone of operations.
Establishes an essential workers' bill of rights; provides that all employers shall provide essential workers with personal protective equipment, inform such workers of exposure to any disease related to a state disaster emergency, and not retaliate for any report of an unsafe work environment; provides certain employers shall make hazard payments and cover the costs of any child care or health care needed by such essential workers for the duration of the state disaster emergency.
Relates to notice of eligibility for unemployment benefits; requires an employer to provide a written notice of the right to file for unemployment benefits to any employee whose employment has been terminated or whose scheduled working hours have been reduced.
Provides that the weekly benefit which the disabled employee is entitled to receive for disability commencing: on or after January first, two thousand twenty-six shall be fifty percent of the employee's average weekly wage but shall not exceed fifty percent of the state average weekly wage; on or after January first, two thousand twenty-seven shall be fifty-five percent of the employee's average weekly wage but shall not exceed fifty-five percent of the state average weekly wage; on or after January first, two thousand twenty-eight shall be sixty percent of the employee's weekly average wage but shall not exceed sixty percent of the state average weekly wage; and on or after January first of each succeeding year, shall be sixty-seven percent of the employee's average weekly wage but shall not exceed sixty-seven percent of the state average weekly wage.
Directs the department of labor to study the impact of long COVID on employees and on the labor market; directs the department of labor to issue a report of its findings and recommendations to the governor, the speaker of the assembly and the temporary president of the senate and to publish such report on its website within one year.
Directs the commissioner of labor to establish an online database identifying regional skills and employment gaps and the skills and training needed to fill open and anticipated jobs.
Provides that an employee shall not be required to request reinstatement in order to file a discrimination claim regarding paid family medical leave benefits; permits a private right of action for certain violations as an alternative to a workers' compensation claim; provides for attorneys' fees and costs.
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.
Prevents consideration of an increase in the minimum wage until December 31, 2025 outside of the city of New York and outside the counties of Nassau, Suffolk, and Westchester.
Increases compensation schedule in case of disability; provides that compensation after July 1, 2026 shall not be less than one-fifth of the New York state average weekly wage unless the employee's weekly wage is equal to or less than one-fifth the weekly wage, then they shall receive the entire amount.
Allows parents and legal guardians to work from home; allows flexible working arrangements during a public health emergency or state or local disaster emergency which closes schools or day care centers; defines terms; creates a rebuttable presumption that an employee can work remotely if such employee has done so for two consecutive pay periods or two weeks; creates a civil penalty for violations.
Requires each place of employment to develop a business safety plan to provide reasonable and adequate protection from a pandemic disease for all employees and people who lawfully frequent such places; provides that employers who develop and follow safety plans are not liable for damages to employees or patrons due to disease during a pandemic.