Requires employers to pay employees who are manual workers no less than semi-monthly; provides that there is no civil penalty against an employer by an employee who unknowingly violates such provisions; authorizes the commissioner to levy a civil penalty against employers who violate such provisions.
Summary
Bill A01978 amends the New York labor law to establish that employers must pay manual workers at least semi-monthly. It allows the commissioner to authorize less frequent payments under specific conditions, such as the employer's financial stability and history of meeting payroll obligations. The bill also introduces provisions that protect employers from civil liability if they unknowingly violate these payment frequency requirements, while allowing the commissioner to impose civil penalties on employers who knowingly fail to comply.
Impact
The bill modifies existing labor laws regarding wage payment frequency, potentially affecting employers with a large workforce in New York. It aims to provide more flexibility for employers while ensuring that employees are paid at least semi-monthly. The introduction of civil penalties for knowing violations and the protection against civil liability for unknowing violations may alter the landscape of employer-employee relations regarding wage payments.
Sentiment
The sentiment surrounding Bill A01978 appears to be mixed, with some support for the flexibility it offers employers, particularly larger ones, while concerns may arise regarding the implications for employee rights and protections. The lack of voting history and committee discussions makes it difficult to gauge the full extent of support or opposition.
Contention
Notable points of contention may include the balance between employer flexibility and employee protections. Labor organizations may be concerned about the potential for employers to exploit the provisions allowing less frequent payments, especially if they do not consent to such arrangements. Additionally, the provision that shields employers from civil liability for unknowing violations could be contentious among advocates for stronger employee rights.
Protects bullying/psychological abuse in workplace inflicted upon employees by employers/co-employees/provides civil remedies to affected employees/fines against employers/imprisonment/fines against co-employees.
Protects bullying/psychological abuse in workplace inflicted upon employees by employers/co-employees/provides civil remedies to affected employees/fines against employers/imprisonment/fines against co-employees.
Protects bullying/psychological abuse in workplace inflicted upon employees by employers/co-employees/provides civil remedies to affected employees/fines against employers/imprisonment/fines against co-employees.
Removes the exclusion of part-time employees from certain definitions relating to employment and expanding the definition of employer; removes certain exclusions for employer notice requirements for the closing of a facility; removes the discretionary reduction of penalties for employers for certain acts or omissions concerning notice requirements for mass layoffs, relocations or employment loss; removes the maximum time period for determining back pay and other liabilities for certain employees who experience employment loss; allows the attorney general to take certain action to assist certain employees in receiving back pay and other liabilities; requires employers to pay severance to employees when there is a plant closing, relocation, or mass layoff.
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.