Relates to benefits which a non-professional employee of an educational institution may receive.
Summary
This bill would repeal subdivision 11 of section 590 of the Labor Law. Based on the bill caption, that subdivision governs unemployment insurance benefits for certain non-professional employees of educational institutions, so the measure would remove a specific statutory rule affecting how those workers’ benefits are determined or limited. The bill is brief and does not create a new program or benefit; instead, it eliminates an existing provision from the Labor Law.
In practical terms, the bill would change the legal framework for non-professional employees at educational institutions by deleting a targeted unemployment-benefit rule. The affected parties would likely include school and college support staff, educational institutions, and the state agency administering unemployment benefits. Because the bill is a repeal, its impact would depend on what subdivision 11 currently requires, but the overall effect would be to remove that special treatment from state law and allow the general unemployment rules to apply in its place, unless another provision controls.
Impact
The bill amends the Labor Law by repealing subdivision 11 of section 590, thereby removing a specific statutory provision concerning benefits for non-professional employees of educational institutions. This would alter the unemployment insurance rules applicable to that workforce segment and could affect claims handling, employer obligations, and benefit eligibility determinations for employees of schools and other educational institutions. The bill does not add new language; it simply deletes an existing exception or limitation from state law.
Sentiment
There is limited recorded legislative discussion or voting history available for this bill, so no strong consensus can be inferred from committee debate or floor action. The introduction and referral to the Labor Committee suggest the measure is being treated as a labor-policy change with potential interest to employee advocates and education employers. Overall, the available record is neutral and informational rather than showing clear support or opposition.
Contention
The main point of contention is likely whether non-professional employees of educational institutions should continue to be governed by a special unemployment-benefit rule or instead be covered by the general Labor Law framework. Supporters would likely argue that repealing the subdivision removes an unnecessary restriction and improves fairness for school support workers. Opponents, if any, would likely focus on administrative costs, employer liability, or the need for a distinct rule tailored to the academic employment cycle. No specific named stakeholders or objections appear in the available transcript record.
Provides that receipts from other services and other business receipts, taxpayers, and combined groups including members, engaged in providing professional employer organization services shall include with such receipts amounts received with respect to wages, benefits, and other employee expenses disbursed to or for the benefit of a client's worksite employees and the related employment taxes if the amounts received are included in the calculation of the business income base or the combined business income base, respectively.
Relates to disqualification from receiving benefits for separation from employment in cases where the claimant's employer maintained or refused to cure a health or safety condition that made the environment unsuitable.
Relates to disqualification from receiving benefits for separation from employment in cases where the claimant's employer maintained or refused to cure a health or safety condition that made the environment unsuitable.
Includes certain persons engaged in a professional or teaching capacity in or for a religious, charitable or educational institution as employees for purposes of eligibility for paid family leave.
Includes certain persons engaged in a professional or teaching capacity in or for a religious, charitable or educational institution as employees for purposes of eligibility for paid family leave.
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.
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.