Senate Bill S5606A

2011-2012 Legislative Session

Requires sexual harassment training for hotel and motel employees

download bill text pdf

Archive: Last Bill Status - In Senate Committee Labor Committee

Introduced
- In Committee Assembly
- In Committee Senate
- On Floor Calendar Assembly
- On Floor Calendar Senate
- Passed Assembly
- Passed Senate
Delivered to Governor
Signed By Governor

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Date of Action	Assembly Actions - Lowercase Senate Actions - UPPERCASE
Jan 04, 2012	referred to labor
Jun 08, 2011	print number 5606a
Jun 08, 2011	amend and recommit to labor
Jun 06, 2011	referred to labor

Bill Amendments

co-Sponsors

2011-S5606 - Details

Current Committee:: Senate Labor
Law Section:: Labor Law
Laws Affected:: Add §202-l, Lab L

2011-S5606 - Summary

Requires sexual harassment training for hotel and motel employees; operators shall certify to the department that they have conducted sexual harassment training; training every two years for employees; requires "know your rights" brochure and employee bill of rights.

2011-S5606 - Sponsor Memo

                                BILL NUMBER:S5606

TITLE OF BILL:
An act
to amend the labor law, in relation
to requiring sexual harassment training for hotel and motel employees

PURPOSE OR GENERAL IDEA OF BILL:
This legislation seeks to educate and empower hotel and motel
employees by educating them about their rights under law against
sexual harassment.

SUMMARY OF PROVISIONS:
Section 1 amends the labor law by adding a new section 202-1,
establishing guidelines for sexual harassment training and reporting
by hotel and motel employees.

Section 2 establishes the effective date.

JUSTIFICATION:
It has become apparent, due to a recent series of sexual assaults on
hotel employees in the City of New York and beyond, that
comprehensive education about sexual harassment and greater
protective protocols for these employees must be established. It has
also become clear that safe, non-hostile working environments in
which employees are certain of their rights, that allow employees to

feel secure in reporting incidents of sexual harassment, and that
codify the means of reporting and responding to these incidents, must
be established.

To ensure employee safety, and unhindered reporting, this legislation
would authorize the creation and distribution of ·a "Know Your
Rights" brochure to be given to all hotel and motel employees, in
addition to formal training provided by employers on how to
recognize, report and cope with sexual harassment. A "no retaliation"
clause is included to ensure that employees are protected when they
report incidences of sexual harassment without the threat of
retaliation by employers or those accused.

Small family-owned and operated hotels, motels and bed and breakfast
facilities will not be required to adhere to certain provisions
within this bill.

PRIOR LEGISLATIVE HISTORY:
New Bill.

FISCAL IMPLICATIONS FOR STATE AND LOCAL GOVERNMENTS:
To be determined.

EFFECTIVE DATE:
This act shall take effect on the ninetieth day after it shall have
become a law. Effective immediately, the addition, amendment and/or
repeal of any rule or regulation necessary for the implementation of
this act on its effective date are authorized and directed to be made
and completed on or before such effective date.

2011-S5606 - Bill Text download pdf

                            
                    S T A T E   O F   N E W   Y O R K
________________________________________________________________________

                                  5606

                       2011-2012 Regular Sessions

                            I N  S E N A T E

                              June 6, 2011
                               ___________

Introduced  by  Sen.  LITTLE -- read twice and ordered printed, and when
  printed to be committed to the Committee on Labor

AN ACT to amend the labor law, in relation to requiring  sexual  harass-
  ment training for hotel and motel employees

  THE  PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND ASSEM-
BLY, DO ENACT AS FOLLOWS:

  Section 1. The labor law is amended by adding a new section  202-l  to
read as follows:
  S  202-L. SEXUAL HARASSMENT TRAINING FOR HOTEL AND MOTEL EMPLOYEES. 1.
ON OR AFTER THE NINETIETH DAY AFTER THE EFFECTIVE DATE OF THIS  SECTION,
HOTELS  AND  MOTELS  SHALL  PROVIDE  SEXUAL  HARASSMENT  TRAINING TO ITS
EMPLOYEES VIA A CLASSROOM OR OTHER EFFECTIVE  INTERACTIVE  TRAINING  AND
SHALL INCLUDE, BUT NOT BE LIMITED TO, THE FOLLOWING TOPICS:
  (A)  INFORMATION  AND  PRACTICAL GUIDANCE REGARDING FEDERAL, STATE AND
LOCAL STATUTORY LAWS ABOUT SEXUAL HARASSMENT;
  (B) INFORMATION ABOUT THE CORRECTION  OF  SEXUAL  HARASSMENT  AND  THE
REMEDIES AVAILABLE TO VICTIMS OF SEXUAL HARASSMENT;
  (C)  PRACTICAL  EXAMPLES  AIMED  AT  INSTRUCTING  SUPERVISORS  IN  THE
PREVENTION OF SEXUAL HARASSMENT, DISCRIMINATION, AND RETALIATION.
  2. HOTELS AND MOTELS SHALL HAVE TWO MONTHS FROM THE HIRING DATE OF ANY
NEW EMPLOYEE TO PROVIDE SEXUAL HARASSMENT TRAINING FOR SUCH EMPLOYEE.
  3. EMPLOYEES SHALL RECEIVE TRAINING EVERY TWO  YEARS  FOLLOWING  THEIR
INITIAL TRAINING.
  4.  ON  OR BEFORE APRIL FIRST FOLLOWING THE TRAINING REQUIRED PURSUANT
TO SUBDIVISION ONE OF THIS SECTION, AND EVERY YEAR THEREAFTER, OPERATORS
OF SUCH HOTEL OR MOTEL SHALL CERTIFY TO THE DEPARTMENT  THAT  THEY  HAVE
CONDUCTED  SEXUAL  HARASSMENT  TRAINING  AND SHALL INCLUDE AN ELECTRONIC
LIST OF THE EMPLOYEES WHO PARTICIPATED IN THE TRAINING.  THE  DEPARTMENT
WILL  ISSUE  A HOTEL OR MOTEL A CERTIFICATE OF COMPLIANCE UPON RECEIVING
SUCH LIST.

 EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                      [ ] is old law to be omitted.
                                                           LBD11855-04-1

S. 5606                             2

  5. IMMEDIATELY UPON COMMENCEMENT OF  EMPLOYMENT  AND  PRIOR  TO  THEIR
SEXUAL  HARASSMENT  TRAINING,  EMPLOYEES  SHALL BE PROVIDED WITH A "KNOW
YOUR RIGHTS" BROCHURE DETAILING THE RIGHTS AND REMEDIES AVAILABLE  UNDER
FEDERAL AND STATE LAW. THE BROCHURE SHALL BE PRODUCED BY THE DEPARTMENT,
IN  PLAIN  ENGLISH,  AND  SHALL  BE  MADE  AVAILABLE IN OTHER LANGUAGES,
INCLUDING BUT NOT LIMITED TO SPANISH, HAITIAN FRENCH, MANDARIN,  RUSSIAN
AND CHINESE.
  6.  EMPLOYERS SHALL CONSPICUOUSLY POST AN EMPLOYEE'S BILL OF RIGHTS TO
BE PROMULGATED BY THE DEPARTMENT. THE BILL OF RIGHTS SHALL BE WRITTEN IN
PLAIN ENGLISH, AND SHALL BE MADE AVAILABLE IN OTHER LANGUAGES, INCLUDING
BUT NOT LIMITED  TO  SPANISH,  HAITIAN  FRENCH,  MANDARIN,  RUSSIAN  AND
CHINESE.
  7.    THE  DEPARTMENT  SHALL  ESTABLISH PROTOCOL FOR SEXUAL HARASSMENT
TRAINING WHICH SHALL BE AVAILABLE ONLINE TO HOTELS AND MOTELS SUBJECT TO
THE PROVISIONS OF THIS SECTION.
  8. UNDER THE SUPERVISION OF THE DEPARTMENT, ALL EMPLOYERS SHALL CREATE
AND  IMPLEMENT  A  COMPREHENSIVE  AND  CONFIDENTIAL  INCIDENT  REPORTING
SYSTEM,  AND  SHALL PUT CLEAR PROCEDURES IN PLACE TO GUIDE EMPLOYEES AND
MANAGERS IN THE REPORTING OF SEXUAL HARASSMENT INCIDENTS.
  9. FAILURE TO COMPLY WITH THE PROVISIONS OF THIS SECTION SHALL  RESULT
IN  A  PENALTY  OF FIVE HUNDRED DOLLARS FOR THE FIRST VIOLATION, AND FOR
THE SECOND AND EACH SUBSEQUENT VIOLATION, THE PENALTY SHALL BE ONE THOU-
SAND DOLLARS.
  10. (A) A CLAIM THAT THE  TRAINING  AND  EDUCATION  REQUIRED  BY  THIS
SECTION  DID  NOT REACH A PARTICULAR INDIVIDUAL OR INDIVIDUALS SHALL NOT
IN AND OF ITSELF RESULT IN THE LIABILITY OF ANY EMPLOYER TO ANY  PRESENT
OR  FORMER  EMPLOYEE  OR APPLICANT IN ANY ACTION ALLEGING SEXUAL HARASS-
MENT.  CONVERSELY, AN EMPLOYER'S COMPLIANCE WITH THIS SECTION  DOES  NOT
INSULATE THE EMPLOYER FOR LIABILITY FOR SEXUAL HARASSMENT OF ANY CURRENT
OR FORMER EMPLOYEE OR APPLICANT.
  (B) EMPLOYERS SHALL BE PROHIBITED FROM RETALIATING AGAINST ANY EMPLOY-
EE WHO EXERCISES THEIR RIGHTS UNDER THIS SECTION OR ANY OTHER SECTION OF
LAW, OR ANY EMPLOYEE REPORTING A COMPLAINT TO MANAGEMENT OR THE AUTHORI-
TIES  THAT THEY HAVE NOT RECEIVED TRAINING PURSUANT TO THIS SECTION OR A
COMPLAINT OF SEXUAL HARASSMENT.
  11. THE TRAINING AND EDUCATION REQUIRED BY THIS SECTION IS INTENDED TO
ESTABLISH A MINIMUM THRESHOLD AND SHOULD NOT DISCOURAGE, OR RELIEVE  ANY
EMPLOYER  FROM  PROVIDING  FOR  LONGER, MORE FREQUENT, OR MORE ELABORATE
TRAINING AND EDUCATION REGARDING WORKPLACE HARASSMENT OR OTHER FORMS  OF
UNLAWFUL  DISCRIMINATION  IN  ORDER  TO MEET ITS OBLIGATIONS TO TAKE ALL
REASONABLE  STEPS  NECESSARY  TO  PREVENT  AND  CORRECT  HARASSMENT  AND
DISCRIMINATION.
  12.  FOR  PURPOSES OF THIS SECTION, THE FOLLOWING TERMS SHALL HAVE THE
FOLLOWING MEANINGS:
  (A) "HOTEL" AND/OR "MOTEL" SHALL MEAN ESTABLISHMENTS DISTINGUISHED  AS
HOTELS, MOTELS, BUNGALOW COLONIES, OR ANY OTHER ESTABLISHMENT COMPARABLE
OR  EQUIVALENT  TO ANY OF THOSE PREVIOUSLY MENTIONED. THE TERM SHALL NOT
INCLUDE THOSE PLACES OR FACILITIES NOT  HAVING  THE  GENERAL  CHARACTER-
ISTICS  OF A HOTEL OR MOTEL AS THAT TERM IS GENERALLY UNDERSTOOD AND THE
COMMISSIONER OF HEALTH SHALL HAVE THE POWER TO EXCEPT FROM THIS  ARTICLE
AND  THE SANITARY CODE A PLACE OR FACILITY THAT IS NOT WITHIN THE INTENT
OF THIS DEFINITION OF A MOTEL OR HOTEL.   THE  TERM  SHALL  NOT  INCLUDE
SMALL FAMILY OWNED AND OPERATED HOTELS, MOTELS OR BED AND BREAKFASTS.
  (B)  "EMPLOYEE" SHALL MEAN ANY PERSON EMPLOYED FOR HIRE INCLUDING SUB-
CONTRACTORS WHO WORKS TWENTY HOURS OR MORE PER WEEK.

S. 5606                             3

  S 2. This act shall take effect on the ninetieth day  after  it  shall
have become a law. Effective immediately, the addition, amendment and/or
repeal  of  any  rule  or regulation necessary for the implementation of
this act on its effective date are authorized and directed  to  be  made
and completed on or before such effective date.

co-Sponsors

2011-S5606A (ACTIVE) - Details

Current Committee:: Senate Labor
Law Section:: Labor Law
Laws Affected:: Add §202-l, Lab L

2011-S5606A (ACTIVE) - Summary

2011-S5606A (ACTIVE) - Sponsor Memo

                                BILL NUMBER:S5606A

TITLE OF BILL:
An act
to amend the labor law, in relation
to requiring sexual harassment training for hotel and motel employees

PURPOSE OR GENERAL IDEA OF BILL:
This legislation seeks to educate and empower hotel and motel
employees by educating them about their rights under law against
sexual harassment.

SUMMARY OF PROVISIONS:
Section 1 amends the labor law by adding a new section 202-1,
establishing guidelines for sexual harassment training and reporting
by hotel and motel employees.

Section 2 establishes the effective date.

JUSTIFICATION:
It has become apparent, due to a recent series of sexual assaults on
hotel employees in the City of New York and beyond, that
comprehensive education about sexual harassment and greater
protective protocols for these employees must be established. It has
also become clear that safe, non-hostile working environments in
which employees are certain of their rights, that allow employees to

feel secure in reporting incidents of sexual harassment, and that
codify the means of reporting and responding to these incidents, must
be established.

To ensure employee safety, and unhindered reporting, this legislation
would authorize the creation and distribution of a ~Know Your Rights"
brochure to be given to all hotel and motel employees, in addition to
formal training provided by employers on how to recognize, report and
cope with sexual harassment. A ~no retaliation" clause is included to
ensure that employees are protected when they report incidences of
sexual harassment without the threat of retaliation by employers or
those accused.

Small family-owned and operated hotels, motels and bed and breakfast
facilities will not be required to adhere to certain provisions
within this bill.

PRIOR LEGISLATIVE HISTORY:
New Bill.

FISCAL IMPLICATIONS FOR STATE AND LOCAL GOVERNMENTS:
To be determined.

EFFECTIVE DATE:
This act shall take effect on the ninetieth day after it shall have
become a law. Effective immediately, the addition, amendment and/or
repeal of any rule or regulation necessary for the implementation of
this act on its effective date are authorized and directed to be made
and completed on or before such effective date.

2011-S5606A (ACTIVE) - Bill Text download pdf

                            
                    S T A T E   O F   N E W   Y O R K
________________________________________________________________________

                                 5606--A

                       2011-2012 Regular Sessions

                            I N  S E N A T E

                              June 6, 2011
                               ___________

Introduced  by  Sens. LITTLE, KRUEGER -- read twice and ordered printed,
  and when printed to be committed to the Committee on Labor --  commit-
  tee  discharged, bill amended, ordered reprinted as amended and recom-
  mitted to said committee

AN ACT to amend the labor law, in relation to requiring  sexual  harass-
  ment training for hotel and motel employees

  THE  PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND ASSEM-
BLY, DO ENACT AS FOLLOWS:

  Section 1. The labor law is amended by adding a new section  202-l  to
read as follows:
  S  202-L. SEXUAL HARASSMENT TRAINING FOR HOTEL AND MOTEL EMPLOYEES. 1.
ON OR AFTER THE NINETIETH DAY AFTER THE EFFECTIVE DATE OF THIS  SECTION,
HOTELS  AND  MOTELS  SHALL  PROVIDE  SEXUAL  HARASSMENT  TRAINING TO ITS
EMPLOYEES VIA A CLASSROOM OR OTHER EFFECTIVE  INTERACTIVE  TRAINING  AND
SHALL INCLUDE, BUT NOT BE LIMITED TO, THE FOLLOWING TOPICS:
  (A)  INFORMATION  AND  PRACTICAL GUIDANCE REGARDING FEDERAL, STATE AND
LOCAL STATUTORY LAWS ABOUT SEXUAL HARASSMENT;
  (B) INFORMATION ABOUT THE CORRECTION  OF  SEXUAL  HARASSMENT  AND  THE
REMEDIES AVAILABLE TO VICTIMS OF SEXUAL HARASSMENT;
  (C)  PRACTICAL  EXAMPLES  AIMED  AT  INSTRUCTING  SUPERVISORS  IN  THE
PREVENTION OF SEXUAL HARASSMENT, DISCRIMINATION, AND RETALIATION.
  2. HOTELS AND MOTELS SHALL HAVE TWO MONTHS FROM THE HIRING DATE OF ANY
NEW EMPLOYEE TO PROVIDE SEXUAL HARASSMENT TRAINING FOR SUCH EMPLOYEE.
  3. EMPLOYEES SHALL RECEIVE TRAINING EVERY TWO  YEARS  FOLLOWING  THEIR
INITIAL TRAINING.
  4.  ON  OR BEFORE APRIL FIRST FOLLOWING THE TRAINING REQUIRED PURSUANT
TO SUBDIVISION ONE OF THIS SECTION, AND EVERY YEAR THEREAFTER, OPERATORS
OF SUCH HOTEL OR MOTEL SHALL CERTIFY TO THE DEPARTMENT  THAT  THEY  HAVE
CONDUCTED  SEXUAL  HARASSMENT  TRAINING  AND SHALL INCLUDE AN ELECTRONIC
LIST OF THE EMPLOYEES WHO PARTICIPATED IN THE TRAINING.  THE  DEPARTMENT

 EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                      [ ] is old law to be omitted.
                                                           LBD11855-07-1

S. 5606--A                          2

WILL  ISSUE  A HOTEL OR MOTEL A CERTIFICATE OF COMPLIANCE UPON RECEIVING
SUCH LIST.
  5.  IMMEDIATELY  UPON  COMMENCEMENT  OF  EMPLOYMENT AND PRIOR TO THEIR
SEXUAL HARASSMENT TRAINING, EMPLOYEES SHALL BE  PROVIDED  WITH  A  "KNOW
YOUR  RIGHTS" BROCHURE DETAILING THE RIGHTS AND REMEDIES AVAILABLE UNDER
FEDERAL, STATE AND LOCAL LAW. THE BROCHURE  SHALL  BE  PRODUCED  BY  THE
DEPARTMENT,  IN  PLAIN  ENGLISH,  AND  SHALL  BE MADE AVAILABLE IN OTHER
LANGUAGES, INCLUDING BUT NOT LIMITED TO SPANISH, HAITIAN FRENCH, CHINESE
AND RUSSIAN.   EMPLOYEES SHALL SIGN A STATEMENT  ON  A  DOCUMENT  TO  BE
PRODUCED BY THE DEPARTMENT, CERTIFYING THAT THEY HAVE RECEIVED THE "KNOW
YOUR RIGHTS" BROCHURE REQUIRED PURSUANT TO THIS SECTION.
  6.  EMPLOYERS SHALL CONSPICUOUSLY POST AN EMPLOYEE'S BILL OF RIGHTS TO
BE PROMULGATED BY THE DEPARTMENT. THE BILL OF RIGHTS SHALL BE WRITTEN IN
PLAIN ENGLISH, AND SHALL BE MADE AVAILABLE IN OTHER LANGUAGES, INCLUDING
BUT NOT LIMITED TO SPANISH, HAITIAN FRENCH, CHINESE AND RUSSIAN.
  7.   THE DEPARTMENT SHALL ESTABLISH  PROTOCOL  FOR  SEXUAL  HARASSMENT
TRAINING WHICH SHALL BE AVAILABLE ONLINE TO HOTELS AND MOTELS SUBJECT TO
THE PROVISIONS OF THIS SECTION.
  8. UNDER THE SUPERVISION OF THE DEPARTMENT, ALL EMPLOYERS SHALL CREATE
AND  IMPLEMENT  A  COMPREHENSIVE  AND  CONFIDENTIAL  INCIDENT  REPORTING
SYSTEM, AND SHALL PUT CLEAR PROCEDURES IN PLACE TO GUIDE  EMPLOYEES  AND
MANAGERS IN THE REPORTING OF SEXUAL HARASSMENT INCIDENTS.
  9.  FAILURE TO COMPLY WITH THE PROVISIONS OF THIS SECTION SHALL RESULT
IN A PENALTY OF FIVE HUNDRED DOLLARS FOR THE FIRST  VIOLATION,  AND  FOR
THE SECOND AND EACH SUBSEQUENT VIOLATION, THE PENALTY SHALL BE ONE THOU-
SAND DOLLARS.
  10.  (A)  A  CLAIM  THAT  THE  TRAINING AND EDUCATION REQUIRED BY THIS
SECTION DID NOT REACH A PARTICULAR INDIVIDUAL OR INDIVIDUALS  SHALL  NOT
IN  AND OF ITSELF RESULT IN THE LIABILITY OF ANY EMPLOYER TO ANY PRESENT
OR FORMER EMPLOYEE OR APPLICANT IN ANY ACTION  ALLEGING  SEXUAL  HARASS-
MENT.    CONVERSELY, AN EMPLOYER'S COMPLIANCE WITH THIS SECTION DOES NOT
INSULATE THE EMPLOYER FOR LIABILITY FOR SEXUAL HARASSMENT OF ANY CURRENT
OR FORMER EMPLOYEE OR APPLICANT.
  (B) EMPLOYERS SHALL BE PROHIBITED FROM RETALIATING AGAINST ANY EMPLOY-
EE WHO EXERCISES THEIR RIGHTS UNDER THIS SECTION OR ANY OTHER SECTION OF
LAW, OR ANY EMPLOYEE REPORTING A COMPLAINT TO MANAGEMENT OR THE AUTHORI-
TIES THAT THEY HAVE NOT RECEIVED TRAINING PURSUANT TO THIS SECTION OR  A
COMPLAINT OF SEXUAL HARASSMENT.
  11. THE TRAINING AND EDUCATION REQUIRED BY THIS SECTION IS INTENDED TO
ESTABLISH  A MINIMUM THRESHOLD AND SHOULD NOT DISCOURAGE, OR RELIEVE ANY
EMPLOYER FROM PROVIDING FOR LONGER, MORE  FREQUENT,  OR  MORE  ELABORATE
TRAINING  AND EDUCATION REGARDING WORKPLACE HARASSMENT OR OTHER FORMS OF
UNLAWFUL DISCRIMINATION IN ORDER TO MEET ITS  OBLIGATIONS  TO  TAKE  ALL
REASONABLE  STEPS  NECESSARY  TO  PREVENT  AND  CORRECT  HARASSMENT  AND
DISCRIMINATION.
  12. FOR PURPOSES OF THIS SECTION, THE FOLLOWING TERMS SHALL  HAVE  THE
FOLLOWING MEANINGS:
  (A)  "HOTEL" AND/OR "MOTEL" SHALL MEAN ESTABLISHMENTS DISTINGUISHED AS
HOTELS, MOTELS, BUNGALOW COLONIES, OR ANY OTHER ESTABLISHMENT COMPARABLE
OR EQUIVALENT TO ANY OF THOSE PREVIOUSLY MENTIONED. THE TERM  SHALL  NOT
INCLUDE  THOSE  PLACES  OR  FACILITIES NOT HAVING THE GENERAL CHARACTER-
ISTICS OF A HOTEL OR MOTEL AS THAT TERM IS GENERALLY UNDERSTOOD AND  THE
COMMISSIONER  OF HEALTH SHALL HAVE THE POWER TO EXCEPT FROM THIS ARTICLE
AND THE SANITARY CODE A PLACE OR FACILITY THAT IS NOT WITHIN THE  INTENT
OF  THIS  DEFINITION  OF  A MOTEL OR HOTEL.   THE TERM SHALL NOT INCLUDE
SMALL FAMILY OWNED AND OPERATED HOTELS, MOTELS OR BED AND BREAKFASTS.

S. 5606--A                          3

  (B) "EMPLOYEE" SHALL MEAN ANY PERSON EMPLOYED FOR HIRE INCLUDING  SUB-
CONTRACTORS WHO WORKS TWENTY HOURS OR MORE PER WEEK.
  S  2.  This  act shall take effect on the ninetieth day after it shall
have become a law. Effective immediately, the addition, amendment and/or
repeal of any rule or regulation necessary  for  the  implementation  of
this  act  on  its effective date are authorized and directed to be made
and completed on or before such effective date.

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Senate Bill S5606A

Sponsored By

Archive: Last Bill Status - In Senate Committee Labor Committee

Actions

Bill Amendments

co-Sponsors

2011-S5606 - Details

2011-S5606 - Summary

2011-S5606 - Sponsor Memo

2011-S5606 - Bill Text download pdf

co-Sponsors

2011-S5606A (ACTIVE) - Details

2011-S5606A (ACTIVE) - Summary

2011-S5606A (ACTIVE) - Sponsor Memo

2011-S5606A (ACTIVE) - Bill Text download pdf

Comments

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Senate Bill S5606A

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Sponsored By

Betty Little

Archive: Last Bill Status - In Senate Committee Labor Committee

Actions

Bill Amendments

co-Sponsors

Liz Krueger

2011-S5606 - Details

2011-S5606 - Summary

2011-S5606 - Sponsor Memo

2011-S5606 - Bill Text download pdf

co-Sponsors

Liz Krueger

Gustavo Rivera

Diane J. Savino

2011-S5606A (ACTIVE) - Details

2011-S5606A (ACTIVE) - Summary

2011-S5606A (ACTIVE) - Sponsor Memo

2011-S5606A (ACTIVE) - Bill Text download pdf

Comments