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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. | Hearing Held by Committee | |
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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. | Laid Over by Committee | |
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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. | Hearing Held by Committee | |
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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. | Laid Over by Committee | |
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