Details Meeting Name: Committee on Consumer Affairs and Business Licensing (inactive) Agenda status: Final Meeting date/time: 9/23/2020 10:30 AM Minutes status: Final   Meeting location: - REMOTE HEARING (VIRTUAL ROOM 1) - VOTE Published agenda: Agenda Published minutes: Minutes   Meeting video: Video   Attachments: CLICK ANY FILE # BELOW (in blue) TO ACCESS LEGISLATION AND ATTACHMENTS Meeting Items (9) 9 records Group Clear sorting Clear grouping Group by Type Group by Result Export Export to Excel Export to PDF Export to Word Show: All agenda items Legislation only All agenda items File # Ver. Prime Sponsor Agenda # Agenda Note Name Type Summary Action Result Action Details Multimedia                     Roll call Not available Int 2032-2020 * Andrew Cohen   Proposed Int. No. 2032-A Requiring city employers to provide earned safe and sick time to employees. Introduction On April 3, Governor Cuomo signed into law the State Budget (Senate Bill S7506B), which included a provision that amended the New York Labor Law to require many employers to provide paid sick leave. The law takes effect on September 30, 2020. This bill aligns the City’s Paid Sick Law with the recently enacted State law, including how time is accrued and which businesses are covered. Small businesses with four or fewer employees and an income less than $1 million must provide 40 hours of unpaid safe/sick leave. Small businesses with four or fewer employees but have an income greater than $1 million must provide 40 hours of paid safe/sick leave. Most businesses with 99 or fewer employees must still provide 40 hours of paid sick leave. Large businesses of 100 or more employees must provide up to 56 hours of paid safe/sick leave. Hearing Held by Committee   Action details Not available Int 2032-2020 * Andrew Cohen     Requiring city employers to provide earned safe and sick time to employees. Introduction On April 3, Governor Cuomo signed into law the State Budget (Senate Bill S7506B), which included a provision that amended the New York Labor Law to require many employers to provide paid sick leave. The law takes effect on September 30, 2020. This bill aligns the City’s Paid Sick Law with the recently enacted State law, including how time is accrued and which businesses are covered. Small businesses with four or fewer employees and an income less than $1 million must provide 40 hours of unpaid safe/sick leave. Small businesses with four or fewer employees but have an income greater than $1 million must provide 40 hours of paid safe/sick leave. Most businesses with 99 or fewer employees must still provide 40 hours of paid sick leave. Large businesses of 100 or more employees must provide up to 56 hours of paid safe/sick leave. Amendment Proposed by Comm   Action details Not available Int 2032-2020 * Andrew Cohen     Requiring city employers to provide earned safe and sick time to employees. Introduction On April 3, Governor Cuomo signed into law the State Budget (Senate Bill S7506B), which included a provision that amended the New York Labor Law to require many employers to provide paid sick leave. The law takes effect on September 30, 2020. This bill aligns the City’s Paid Sick Law with the recently enacted State law, including how time is accrued and which businesses are covered. Small businesses with four or fewer employees and an income less than $1 million must provide 40 hours of unpaid safe/sick leave. Small businesses with four or fewer employees but have an income greater than $1 million must provide 40 hours of paid safe/sick leave. Most businesses with 99 or fewer employees must still provide 40 hours of paid sick leave. Large businesses of 100 or more employees must provide up to 56 hours of paid safe/sick leave. Amended by Committee   Action details Not available Int 2032-2020 A Andrew Cohen     Requiring city employers to provide earned safe and sick time to employees. Introduction On April 3, Governor Cuomo signed into law the State Budget (Senate Bill S7506B), which included a provision that amended the New York Labor Law to require many employers to provide paid sick leave. The law takes effect on September 30, 2020. This bill aligns the City’s Paid Sick Law with the recently enacted State law, including how time is accrued and which businesses are covered. Small businesses with four or fewer employees and an income less than $1 million must provide 40 hours of unpaid safe/sick leave. Small businesses with four or fewer employees but have an income greater than $1 million must provide 40 hours of paid safe/sick leave. Most businesses with 99 or fewer employees must still provide 40 hours of paid sick leave. Large businesses of 100 or more employees must provide up to 56 hours of paid safe/sick leave. Approved by Committee Pass Action details Not available Int 2049-2020 * Mark Levine   Proposed Int. No. 2049-A Displaced hotel service workers and hotel service disruption notifications. Introduction The bill would establish protections for displaced hotel service workers in the event of a change in control of a hotel, such as a sale or bankruptcy. Once new ownership commences, the owner would be required to provide employment to the existing hotel workers for at least 90 days. During this retention period, existing workers would be paid the same wage rate or higher. At the end of the 90-day period, the new employer would perform an evaluation of the worker and, if the worker receives a satisfactory result, the new employer would be required to offer continued employment. In addition, the bill would require hotels to notify guests of service disruptions that would substantially affect their stay. A hotel would be prohibited from charging a fee or penalty for cancellations made because of a service disruption. Hearing Held by Committee   Action details Not available Int 2049-2020 * Mark Levine     Displaced hotel service workers and hotel service disruption notifications. Introduction The bill would establish protections for displaced hotel service workers in the event of a change in control of a hotel, such as a sale or bankruptcy. Once new ownership commences, the owner would be required to provide employment to the existing hotel workers for at least 90 days. During this retention period, existing workers would be paid the same wage rate or higher. At the end of the 90-day period, the new employer would perform an evaluation of the worker and, if the worker receives a satisfactory result, the new employer would be required to offer continued employment. In addition, the bill would require hotels to notify guests of service disruptions that would substantially affect their stay. A hotel would be prohibited from charging a fee or penalty for cancellations made because of a service disruption. Amendment Proposed by Comm   Action details Not available Int 2049-2020 * Mark Levine     Displaced hotel service workers and hotel service disruption notifications. Introduction The bill would establish protections for displaced hotel service workers in the event of a change in control of a hotel, such as a sale or bankruptcy. Once new ownership commences, the owner would be required to provide employment to the existing hotel workers for at least 90 days. During this retention period, existing workers would be paid the same wage rate or higher. At the end of the 90-day period, the new employer would perform an evaluation of the worker and, if the worker receives a satisfactory result, the new employer would be required to offer continued employment. In addition, the bill would require hotels to notify guests of service disruptions that would substantially affect their stay. A hotel would be prohibited from charging a fee or penalty for cancellations made because of a service disruption. Amended by Committee   Action details Not available Int 2049-2020 A Mark Levine     Displaced hotel service workers and hotel service disruption notifications. Introduction The bill would establish protections for displaced hotel service workers in the event of a change in control of a hotel, such as a sale or bankruptcy. Once new ownership commences, the owner would be required to provide employment to the existing hotel workers for at least 90 days. During this retention period, existing workers would be paid the same wage rate or higher. At the end of the 90-day period, the new employer would perform an evaluation of the worker and, if the worker receives a satisfactory result, the new employer would be required to offer continued employment. In addition, the bill would require hotels to notify guests of service disruptions that would substantially affect their stay. A hotel would be prohibited from charging a fee or penalty for cancellations made because of a service disruption. Approved by Committee Pass Action details Not available