Provides that a state employee whose position is eliminated for certain reasons and who is subsequently transferred to a different agency be entitled to the same hourly salary, retain all accrued sick leave, retain, cash out or use all accrued vacation time, and be paid relocation expenses.
Summary
Bill S01267 aims to amend the labor law in New York to protect state employees whose positions are eliminated due to privatization, reorganization, closure, or workforce reduction. The bill stipulates that affected employees who are transferred to a different position within a state agency must retain their previous hourly salary if the new position is at the same grade level or higher. Additionally, employees will keep their accrued sick leave, have the option to cash out or use their vacation leave to extend their layoff date, and will be reimbursed for relocation expenses by the hiring agency.
Impact
If enacted, this bill would significantly impact state labor laws by ensuring job security and financial stability for employees facing job loss due to agency changes. It would create a legal obligation for state agencies to uphold certain benefits for displaced employees, thereby potentially reducing the negative effects of workforce reductions on state employees. This could also lead to increased accountability for state agencies in managing workforce transitions and privatization efforts.
Sentiment
The sentiment surrounding Bill S01267 appears to be supportive among those advocating for employee rights and job security. There is a recognition of the challenges faced by state employees during transitions, and this bill is seen as a protective measure. However, there may be concerns from fiscal conservatives regarding the potential costs associated with mandated relocation expenses and the retention of benefits, which could lead to debates in legislative discussions.
Contention
Notable points of contention include the financial implications of the bill for state agencies, particularly regarding the costs of relocation expenses and the retention of salaries and benefits. Critics may argue that such protections could hinder the flexibility of state agencies to manage their workforce effectively, while supporters emphasize the importance of protecting workers' rights in the face of organizational changes. The balance between fiscal responsibility and employee protection is likely to be a key area of debate.
Same As
Provides that an employee whose position is eliminated for certain reasons and who is subsequently transferred to a different agency be entitled to the same hourly salary; retain all accrued sick leave; retain, cash out or use all accrued vacation time; and be paid relocation expenses.
Provides that an employee whose position is eliminated for certain reasons and who is subsequently transferred to a different agency be entitled to the same hourly salary; retain all accrued sick leave; retain, cash out or use all accrued vacation time; and be paid relocation expenses.
Provides that an employee whose position is eliminated for certain reasons and who is subsequently transferred to a different agency be entitled to the same hourly salary; retain all accrued sick leave; retain, cash out or use all accrued vacation time; and be paid relocation expenses.
Requires employers to pay employees accrued but unused vacation, paid time off, or other paid leave provided upon termination, resignation, retirement or other separation from employment.
Public Health, Department of; provide that if certain employees of a county board of health become employees of such department such employees will retain accrued annual and sick leave
To require state employees making over $75,000 base salary are to become “at will employees of the state”, while all employees making under $75,000 base salary will have the rule of 80 retirement reinstated and accrued sick leave be used to extend service years upon retirement.