Authorizes minimum wage to be paid for all time in excess of one hour in which an employee is not at work during a split shift.
Summary
S06694 would amend New York’s Labor Law to require employers to pay at least the minimum wage for certain unpaid gaps in a split shift. Specifically, if an employee is not at work for more than one hour during a split shift, that excess time would be treated as compensable work time and paid at the minimum wage. The bill applies broadly to employers and employees covered by the state minimum wage law.
The measure is aimed at workers whose schedules are broken into separate work periods with long unpaid intervals in between, such as in retail, food service, hospitality, caregiving, and other hourly jobs where split shifts are common. It would take effect immediately if enacted and would create a new rule within Labor Law section 652 governing minimum wage calculations for split shifts.
Impact
The bill would amend Labor Law § 652 by adding a new subdivision 7, creating a specific wage requirement for split shifts. Under the proposal, time beyond one hour between segments of a split shift would be deemed hours worked for minimum wage purposes, increasing employers’ payroll obligations and potentially changing scheduling practices. It would not appear to alter the general minimum wage rate itself, but rather expands the category of time that must be paid at that rate.
Sentiment
The available context suggests generally pro-worker support for the bill’s purpose, with the sponsor advancing a wage-protection measure for employees facing unpaid gaps in their schedules. There are no recorded committee transcripts or votes in the provided materials, so no formal opposition or support can be directly measured from the record here. The bill’s framing indicates concern about fairness in compensation for split-shift workers.
Contention
The main point of contention would likely be the cost and administrative burden on employers, who may need to pay for otherwise unpaid idle time and adjust scheduling to avoid triggering the rule. Employers in industries that rely on split shifts may argue the bill increases labor costs and reduces flexibility, while worker advocates would likely support it as protection against uncompensated waiting time. Because no committee discussion or vote history is provided, these positions are inferred from the bill’s structure rather than documented debate.
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