Requires a semiannual employee resident report from employers with over twenty-five employees; requires the department of economic development and the authorities budget office to ensure compliance by companies in submitting such information.
Impact
The implications of S09371 extend to how businesses manage their workforce data within the framework of economic development benefits. It requires that each business maintains meticulous records to substantiate the accuracy of their reports, which will be publicly accessible upon filing. Failure to comply with reporting requirements can result in enforcement actions by the Department of Economic Development, highlighting the bill's aim to strengthen accountability among businesses benefiting from state resources.
Summary
Bill S09371 mandates that employers in New York with over twenty-five employees file a semiannual residency report. This report is intended to track the residency of employees and ensure transparency regarding employee demographics in relation to business operations that receive state or local economic development benefits. Specifically, the report will display details such as the number of employees residing in the project vicinity against those who do not, thereby providing insights into job localization and community impact. The filing deadlines are set for February 1 and August 1 each year, reflecting two distinct reporting periods.
Conclusion
Overall, S09371 has the potential to enhance visibility into the local effects of businesses benefitting from economic programs, potentially leading to better alignment of job creation with community needs. However, it also raises important questions about the balance of regulatory compliance and business viability in the state.
Contention
Notable points of contention surrounding this bill may include concerns regarding privacy and the burden of compliance placed on businesses, particularly smaller ones that may struggle with increased administrative demands. Critics may argue that such reporting requirements could discourage economic participation or development, especially if the penalties for non-compliance are perceived as overly punitive. Supporters, conversely, argue that transparency is necessary to ensure that economic development resources are benefiting local communities effectively, fostering a more equitable distribution of job opportunities.
Same As
Requires a semiannual employee resident report from employers with over twenty-five employees; requires the department of economic development and the authorities budget office to ensure compliance by companies in submitting such information.
Requires a semiannual employee resident report from employers with over twenty-five employees; requires the department of economic development and the authorities budget office to ensure compliance by companies in submitting such information.
Prohibits employers from requiring low-wage employees to enter into covenants not to compete; requires employers to notify potential employees of any requirement to enter into a covenant not to compete.
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.
Provides protection to employees and former employees from retaliatory actions by employers for the reporting of illegal or dangerous business activities.
Relates to preventing discrimination and increasing awareness of rights for employees with menstrual-related conditions, perimenopausal-related conditions and menopausal-related conditions; requires employers to provide employees with an informational pamphlet on any regulations relating to the rights of employees.
Defines temporary total disability as the injured employee's inability to perform such employee's pre-injury employment duties or any modified employment offered by the employer that is consistent with such employee's disability.
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.
Relates to employee access to lactation rooms in the workplace; requires that employers post written policies regarding the rights of nursing employees.