Establishes the "no severance ultimatums act", which prevents employers from giving coercive ultimatums to employees or former employees relating to severance agreements.
Impact
If enacted, this bill will significantly alter the framework of severance agreements in New York. It establishes a more equitable negotiation process, allowing employees to make informed decisions without the pressure of coercive ultimatums. This legislation is expected to foster a culture of fairness in employee-employer negotiations, ensuring that employees are not unfairly pressured into accepting severance agreements that may limit their rights or claims against the employer.
Summary
Bill S00372, known as the 'No Severance Ultimatums Act,' is aimed at protecting employees from coercive practices by employers related to severance agreements. The legislation introduces new definitions and provisions in New York's labor law, specifically outlining the rights of employees when presented with severance agreements. It mandates that employers must inform employees of their right to consult an attorney, provide a minimum consideration period of twenty-one days for the employee to contemplate the agreement, and establish a seven-day revocation period during which the employee can withdraw their agreement without penalty.
Contention
Notably, the bill may face opposition from business groups and employers who might argue that the requirements could complicate the severance negotiation process, making it more cumbersome for companies. There is concern regarding the implications this could have on employers' ability to efficiently manage layoffs and other separations, particularly in times of economic downturn. However, advocates for the bill emphasize the importance of protecting employees from undue influence and coercion, framing the legislation as a necessary enhancement of labor rights.
Same As
Establishes the "no severance ultimatums act", which prevents employers from giving coercive ultimatums to employees or former employees relating to severance agreements.
Establishes the "no severance ultimatums act", which prevents employers from giving coercive ultimatums to employees or former employees relating to such employee's severance from employment.
Establishes the "no severance ultimatums act", which prevents employers from giving coercive ultimatums to employees or former employees relating to such employee's severance from employment.
Establishes the "no severance ultimatums act", which prevents employers from giving ultimatums to employees or former employees relating to such employee's severance from employment.
Provides protection to employees and former employees from retaliatory actions by employers for the reporting of illegal or dangerous business activities.
Allows employers to request or require a prospective or current employee to execute a restrictive covenant not to engage in specified acts in competition with the employer after termination of the employment relationship as a condition of employment, continued employment, or with respect to severance pay.
Prohibits agreements between employers that directly restrict the current or future employment of any employee; allows for a cause of action against employers who engage in such agreements.
Prohibits agreements between employers that directly restrict the current or future employment of any employee; allows for a cause of action against employers who engage in such agreements.
Relates to requiring employers to obtain an acknowledgement of receipt from employees of their sexual harassment prevention policy and sexual harassment prevention training program in writing in English and in employees' primary languages; requires employers to obtain acknowledgements from employees and keep such acknowledgements for six years.