Provides notification of employment or promotion of applicable employees to organizations of state employees designated managerial or confidential for purposes of employee representation in determining the terms and conditions of employment.
Impact
The implementation of S09253 is projected to enhance workplace representation for managerial and confidential employees by ensuring they have a channel for representation from the start of their employment or subsequent transitions within the agency. This bill intends to consolidate employee support and voice within state employment, addressing a gap that has been present with current notification procedures. By formalizing this process, the bill hopes to foster better communication between state employers and employee organizations.
Summary
Bill S09253 aims to amend the civil service law in New York by establishing clearer protocols regarding employment notifications for managerial and confidential state employees. Specifically, the bill requires public employers to notify relevant organizations advocating for these types of employees within thirty days of the employment, promotion, or transfer of an individual designated as managerial or confidential. This notification must include details such as the employee's name, job title, and work location.
Contention
Debate surrounding S09253 may arise from concerns about the additional administrative burden placed on public employers to comply with these notification requirements. Some may argue that it could lead to a disruptive influence on public employment processes or cause friction between management and employee advocacy groups. Furthermore, there might be discussions on whether the mandated access to employee representatives during orientations could affect the efficiency of the onboarding process for new employees.
Notable_points
Another significant aspect of S09253 is its provision for ensuring that advocacy organizations receive timely notice regarding new employee orientations, allowing them assured access to represent incoming managerial or confidential employees. This aspect could lead to more active participation from employee organizations, potentially influencing the overall workplace culture and the working conditions of these employees.
Same As
Provides notification of employment or promotion of applicable employees to organizations of state employees designated managerial or confidential for purposes of employee representation in determining the terms and conditions of employment.
Provides notification of employment or promotion of applicable employees to organizations of state employees designated managerial or confidential for purposes of employee representation in determining the terms and conditions of employment.
Provides notification of employment or promotion of applicable employees to organizations of state employees designated managerial or confidential for purposes of employee representation in determining the terms and conditions of employment.
Provides notification of employment or promotion of applicable employees to organizations of state employees designated managerial or confidential for purposes of employee representation in determining the terms and conditions of employment.
Restricts the use by an employer or an employment agency of electronic monitoring or an automated employment decision tool to screen a candidate or employee for an employment decision unless such tool has been the subject of an impact assessment within the last year; requires notice to employment candidates of the use of such tools; provides remedies for violations.
Restricts the use by an employer or an employment agency of electronic monitoring or an automated employment decision tool to screen a candidate or employee for an employment decision unless such tool has been the subject of an impact assessment within the last year; requires notice to employment candidates of the use of such tools; provides remedies for violations.
Requires just cause for employment termination and restricts the use of electronic monitoring for disciplinary purposes; requires employers to provide just cause for discharging employees, with exceptions.
Restricts the use by an employer or an employment agency of electronic monitoring or an automated employment decision tool to screen a candidate or employee for an employment decision unless such tool has been the subject of an impact assessment within the last year; requires notice to employment candidates of the use of such tools; provides remedies for violations.
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.
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.