Establishes a small business tax credit for salary and wages paid to employees for time spent at sexual harassment prevention training.
Summary
Bill A05002 proposes to amend New York's tax law to establish a small business tax credit for employers with fifty or fewer employees. This credit is intended to offset the costs associated with paying employees for time spent attending mandatory sexual harassment prevention training, as required by section 201-g of the labor law. The credit would be equal to fifty percent of the wages paid for this training or fifty dollars per employee, whichever is less, and can be claimed annually for one training course per employee. If the credit is not fully utilized in the initial year, it can be carried over for up to five succeeding taxable years.
Impact
The bill will impact small businesses in New York by providing a financial incentive to comply with sexual harassment training requirements. This could lead to increased participation in such training programs, thereby enhancing workplace safety and compliance with state laws. The introduction of this tax credit may also encourage more small businesses to implement comprehensive training programs, potentially reducing incidents of workplace harassment.
Sentiment
The general sentiment surrounding Bill A05002 appears to be supportive, particularly among advocates for workplace safety and small business owners who may benefit from the tax credit. However, there may be concerns regarding the fiscal implications of the tax credit on state revenue, which could lead to discussions about its long-term sustainability.
Contention
Notable points of contention may arise regarding the potential financial burden on the state budget due to the implementation of this tax credit. Some lawmakers may express concerns about whether the benefits to small businesses outweigh the costs to the state. Additionally, there may be differing opinions on the adequacy of the proposed credit amount and its effectiveness in encouraging compliance with training requirements.
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.
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.