Requires training to reduce abusive conduct and bullying in the workplace as part of a written workplace violence prevention program.
Summary
This bill amends New York Labor Law section 27-b, which currently requires employers to assess workplace violence risks and maintain a written workplace violence prevention program. The bill adds “abusive conduct and bullying in the workplace” to the list of risk factors employers must consider when evaluating workplace hazards, and it expands the required prevention program to address those behaviors specifically.
It also requires employers with at least 20 full-time permanent employees to include procedures for reporting aggressive behavior, abusive conduct, and bullying, along with training on conflict resolution and nonviolent responses. In addition, employers must provide employees with information and training at hire and annually thereafter on how to identify, prevent, and report workplace bullying and abusive conduct, as well as the employer’s specific prevention measures and reporting systems.
Impact
The bill would broaden the scope of New York’s workplace violence prevention requirements by explicitly incorporating workplace bullying and abusive conduct into employer risk assessments, prevention programs, and employee training obligations. It would affect employers with at least 20 full-time permanent employees, who would need to update written policies, reporting systems, and training materials to comply with the new requirements. The Department of Labor would also be entitled to access the written prevention program upon request, as under current law.
Sentiment
Based on the bill text and its sponsorship, the measure appears to be framed as a worker-protection and workplace-safety initiative with a preventive, compliance-oriented approach. No committee transcript or vote history is available here, so there is no recorded floor or committee sentiment to assess. The available context suggests support from sponsors concerned with workplace safety and employee well-being, particularly around harassment-like conduct that can escalate into violence or create harmful work environments.
Contention
The main point of contention is likely to be the expansion of workplace violence law into the more subjective area of bullying and abusive conduct, which may raise questions about definition, enforcement, and employer compliance burdens. Employers may be concerned about the cost of revising policies, training staff, and implementing reporting systems, while worker advocates are likely to support the bill as a needed response to harmful workplace behavior. Because no hearing transcript or vote record is provided, specific arguments from opponents or supporters are not documented in the available materials.
Requires public and not-for-profit libraries to implement risk evaluations and determinations, workplace trainings, and other measures for the prevention of workplace violence.
Requires public and not-for-profit libraries to implement risk evaluations and determinations, workplace trainings, and other measures for the prevention of workplace violence.
Requires hospitals to establish a violence prevention program which includes a workplace safety and security assessment and develop a safety and security plan that addresses identified workplace violence threats or hazards.
Requires hospitals to establish a violence prevention program which includes a workplace safety and security assessment and develop a safety and security plan that addresses identified workplace violence threats or hazards.
Expands the scope of duties for public employers to prevent workplace violence including additional training, the creation of incident logs, expanding inspections and providing the commissioner the ability to enforce such provisions to prevent workplace violence.