NY State Senate Bill S1958

Archive: Last Bill Status Via A8092 - Signed by Governor

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

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Actions

view actions (27)

	Assembly Actions - Lowercase Senate Actions - UPPERCASE
Nov 21, 2022	signed chap.604 delivered to governor
May 31, 2022	returned to assembly passed senate 3rd reading cal.384 substituted for s1958a
May 31, 2022	substituted by a8092b
May 23, 2022	amended on third reading (t) 1958a
May 23, 2022	vote reconsidered - restored to third reading returned to senate recalled from assembly
Mar 08, 2022	referred to governmental operations delivered to assembly passed senate
Feb 03, 2022	advanced to third reading
Feb 02, 2022	2nd report cal.
Feb 01, 2022	1st report cal.384
Jan 05, 2022	referred to investigations and government operations returned to senate died in assembly
May 12, 2021	referred to governmental operations delivered to assembly passed senate
Mar 03, 2021	advanced to third reading
Mar 02, 2021	2nd report cal.
Mar 01, 2021	1st report cal.468
Jan 16, 2021	referred to investigations and government operations

Votes

Bill Amendments

Original

A (Active)

Original

A (Active)

S1958 - Details

Law Section:: Executive Law
Laws Affected:: Amd §215, Lab L

S1958 - Summary

Clarifies that workers shall not be punished or subjected to discipline by employers for lawful absences.

S1958 - Sponsor Memo

 
BILL NUMBER: S1958

SPONSOR: KRUEGER
 
TITLE OF BILL:

An act to amend the executive law, in relation to clarifying that work-
ers shall not be punished or subjected to discipline by employers for
lawful absences

 
PURPOSE:

To ensure that employers communicate the law clearly to their employees
so they know their rights and that employees are granted a good faith
interactive process before being subject to unwarranted disciplinary
action.

 
SUMMARY OF SPECIFIC PROVISIONS:

Section 1 of this bill is the legislative intent.

Section 2 amends the executive law to add a new subdivision 39 of

section 292 to define the term "absence control or no-fault attendance
policy".

Section 3 amends the executive law to add a new paragraph (i) to section
296 to stipulate that it shall be an unlawful discriminatory practice
for an employer, labor organization, or employment agency to discipline
employees for protected absences without engaging in a good faith,
interactive process to consider whether an employee is entitled to a
reasonable accommodation.

Section 4 amends the executive law by creating a new paragraph j of
section 296 that requires employers to provide employees written notice
of their rights to disability, sick time, pregnancy accommodations, and
family leave. Employers must also include notice to the employee of
their right to access such policies, their right to exercise such rights
without retaliation, and their right to reinstatement following use of
family leave. Such policy shall also offer details about the various
sections of law that provide such protections. The Division of Human
Rights shall develop a model absence control policy that meets the
requirements of this section.  Employers can be penalized $50 per day
that their attendance policy is out of compliance.

Section 5 amends subdivision 3 of section 296 of the Executive Law to
specify that as part of the good faith, interactive process, the employ-
er must allow the employee a reasonable opportunity to procure medical
or other information which may preclude disciplinary action.

Section 6 of this bill establishes the effective date.

 
JUSTIFICATION:

Employees have the right to take legally-protected time off from their
jobs to address certain medical, caregiving, and religious needs without
penalty. Pregnant workers may need to take time off for a prenatal
check-up or to obtain emergency medical care. Workers who are caregivers
may need to stay home with a sick child or an elderly parent. Workers
who have chronic health conditions, or who suddenly become ill, may need
to seek ongoing or immediate medical attention.
Too often, however, absence control or "no-fault" attendance policies
violate workers' rights in New York State and discourage them from
taking job-protected leave or time off to which they are entitled by
law. Under such policies, employees are assessed points (also referred
to as "demerits" or "occurrences") for each absence regardless of the
reason. Those points subject workers to discipline, often including
termination. Such policies may force employees to choose between taking
care of their health and keeping their job.

Employers maintain policies that "reliably fail to inform workers about
their legal rights to take time off without punishment for certain
illnesses, health conditions, or disabilities, or for the need to care
for an ill loved one" under state, local, and federal civil rights laws.
According to A Better Balance survey, the policies of sixty-six U.S.
employers impacting approximately eighteen million workers, more than
80% of those policies failed to make clear that employees would not
receive points for disability-related absences; many provided incomplete
or misleading information to workers regarding their right to time off
under the federal Family and Medical Leave Act (FMLA); and the majority
of the policies indicated that workers will incur points when they miss
work because they are sick.

It is the intent of the New York State Legislature to make it explicitly
clear that workers shall not be punished or subjected to discipline for
lawful absences. Workers have the right to take legally-protected time
off from their jobs to address certain medical, caregiving, and reli-
gious needs without penalty.

 
PRIOR LEGISLATIVE HISTORY:

2019-20: S.6671 - Died in Committee

 
FISCAL IMPLICATIONS:

Minimal fiscal implications

 
EFFECTIVE DATE:
This act shall take effect 90 days after it becomes law. Effective imme-
diately, the addition, amendment and/or repeal of any rule or regulation
necessary for the implementation of this act on its effective date are
authorized to be made and completed on or before such date.

S1958 - Bill Text download pdf

 
                     S T A T E   O F   N E W   Y O R K
 ________________________________________________________________________
 
                                   1958
 
                        2021-2022 Regular Sessions
 
                             I N  S E N A T E
 
                             January 16, 2021
                                ___________
 
 Introduced  by  Sen. KRUEGER -- read twice and ordered printed, and when
   printed to be committed to the Committee on Investigations and Govern-
   ment Operations
 
 AN ACT to amend the executive law, in relation to clarifying that  work-
   ers  shall not be punished or subjected to discipline by employers for
   lawful absences

   THE PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND  ASSEM-
 BLY, DO ENACT AS FOLLOWS:
 
   Section   1.  Legislative  intent.  Too  often,  absence  control,  or
 "no-fault" attendance policies, violate  workers'  rights  in  New  York
 state and discourage them from taking job-protected leave or time off to
 which  they  are  entitled  by  law.  Under  such  policies, workers are
 assessed points (sometimes referred to as "demerits"  or  "occurrences")
 for  each  absence - regardless of the reason - and those points subject
 them to discipline, often including  termination.  Employers  ignore  or
 interfere  with these rights due to ambiguities in the law and their own
 policies and practices. By punishing workers for any absence,  including
 absences  protected by law, absence control policies frequently threaten
 public health and family economic security, and undermine New York state
 workplace rights.    According to A Better  Balance,  which  released  a
 report  detailing  legal concerns with "no-fault" attendance policies in
 June 2020, some of the nation's largest employers maintain policies that
 "reliably fail to inform workers about their legal rights to  take  time
 off  without  punishment  for  certain  illnesses, health conditions, or
 disabilities, or for the need to care for an ill loved one" under state,
 local, and federal civil rights laws. After surveying  the  policies  of
 sixty-six  U.S. employers impacting approximately eighteen million work-
 ers, A Better Balance found that more than 80% of those policies  failed
 to make clear that employees would not receive points for disability-re-
 lated  absences;  many  provided incomplete or misleading information to
 workers regarding their right to time off under the federal  Family  and
 
  EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                       [ ] is old law to be omitted.

                                                            LBD03487-02-1

 S. 1958                             2
 
 Medical  Leave  Act  (FMLA);  and the majority of the policies indicated
 that workers will incur points when they  miss  work  because  they  are
 sick.    It  is  the intent of the New York state legislature to make it
 explicitly  clear  that  workers  shall  not be punished or subjected to
 discipline for lawful absences. Workers have the right to take  legally-
 protected  time off from their jobs to address certain medical, caregiv-
 ing, and religious needs without penalty.
   § 2. Section 292 of the executive law  is  amended  by  adding  a  new
 subdivision 39 to read as follows:
   39.  THE  TERM  "ABSENCE  CONTROL OR NO-FAULT ATTENDANCE POLICY" SHALL
 MEAN A POLICY MAINTAINED  BY  AN  EMPLOYER  UNDER  WHICH  EMPLOYEES  ARE
 ASSESSED  "POINTS,"  INCLUDING  BUT  NOT  LIMITED TO, DEMERITS OR OCCUR-
 RENCES, FOR EACH ABSENCE, REGARDLESS OF THE REASON FOR SUCH ABSENCE, AND
 THOSE POINTS SUBJECT THE EMPLOYEE TO  PROGRESSIVE  DISCIPLINARY  ACTION,
 INCLUDING,  BUT  NOT LIMITED TO, FAILURE TO RECEIVE A PROMOTION, LOSS OF
 PAY, OR TERMINATION.
   § 3. Subdivision 1 of section 296 of the executive law is  amended  by
 adding a new paragraph (i) to read as follows:
   (I)  FOR  AN  EMPLOYER,  LABOR  ORGANIZATION,  OR EMPLOYMENT AGENCY TO
 ASSESS POINTS, OCCURRENCES, OR OTHERWISE DISCIPLINE  EMPLOYEES,  INCLUD-
 ING,  BUT NOT LIMITED TO, THROUGH AN ABSENCE CONTROL OR NO-FAULT ATTEND-
 ANCE POLICY, FOR ABSENCES RELATED TO A KNOWN  DISABILITY,  PREGNANCY-RE-
 LATED  CONDITION,  OR OTHERWISE PROTECTED BY LAW, WITHOUT FIRST ENGAGING
 IN A GOOD FAITH, INTERACTIVE PROCESS TO CONSIDER WHETHER AN EMPLOYEE  IS
 ENTITLED TO A REASONABLE ACCOMMODATION.
   §  4.  Subdivision 1 of section 296 of the executive law is amended by
 adding a new paragraph (j) to read as follows:
   (J)(I) FOR AN EMPLOYER, LABOR ORGANIZATION, OR  EMPLOYMENT  AGENCY  TO
 MAINTAIN  AN  ABSENCE  CONTROL  OR NO-FAULT ATTENDANCE POLICY, UNLESS IT
 COMPLIES WITH THE FOLLOWING:
   (A) THE POLICY SHALL BE DISTRIBUTED IN WRITING TO ALL CURRENT  EMPLOY-
 EES  WITHIN  THIRTY DAYS OF WHEN THIS LAW BECOMES EFFECTIVE. THEREAFTER,
 THE POLICY SHALL BE DISTRIBUTED IN WRITING TO ALL EMPLOYEES AT THE  TIME
 OF HIRE AND WITHIN FIVE DAYS OF WHEN ANY CHANGES TO THE POLICY ARE MADE;
   (B)  EMPLOYEES MUST HAVE A MEANS OF ACCESSING THE POLICY BOTH AT THEIR
 PHYSICAL WORKPLACE AND OUTSIDE OF IT;
   (C) THE POLICY MUST MAKE CLEAR THAT EMPLOYEES WILL NOT  FACE  NEGATIVE
 CONSEQUENCES,  SUCH AS BE ASSESSED WITH POINTS OR OCCURRENCES, OR OTHER-
 WISE FACE DISCIPLINARY ACTION, FOR ABSENCES THAT ARE PROTECTED BY LAW;
   (D) THE POLICY MUST SPECIFICALLY REFERENCE AND  PROVIDE  A  REASONABLE
 AMOUNT  OF DETAIL ABOUT ALL LAWS THAT PROVIDE LEGAL PROTECTIONS FOR TIME
 OFF AND LEGALLY PROTECTED REASONS FOR LEAVE, INCLUDING, BUT NOT  LIMITED
 TO,  (I)  THE AMERICANS WITH DISABILITIES ACT OF 1990, 42 U.S.C. § 12101
 ET SEQ., AS AMENDED; (II) THE FAMILY AND MEDICAL LEAVE ACT OF  1993,  29
 U.S.C.  §  2601  ET  SEQ.;  (III)  THE  NEW YORK STATE HUMAN RIGHTS LAW,
 SECTION 290 ET SEQ. OF THE EXECUTIVE LAW; (IV) THE NEW YORK  STATE  PAID
 FAMILY  LEAVE  ACT,  N.Y. WORKERS' COMP. LAW, § 200 ET SEQ.; AND (V) THE
 NEW YORK STATE PAID SICK LEAVE LAW, N.Y. LAB. LAW § 196-B ET SEQ.
   (E) THE POLICY SHALL IDENTIFY A PROCESS FOR EMPLOYEES TO COMPLETE EACH
 OF THE FOLLOWING:
   (1) REPORT THAT AN ABSENCE IS  FOR  A  LEGALLY  PROTECTED  REASON  FOR
 LEAVE;
   (2) PROVIDE MEDICAL DOCUMENTATION;
   (3)  SEEK  REMOVAL  OF POINTS OR OCCURRENCES THAT AN EMPLOYEE BELIEVES
 WERE WRONGLY ASSESSED; AND

 S. 1958                             3
 
   (4) PERMIT DELAYED REPORTING OF AN ABSENCE IN UNFORESEEN AND/OR  EMER-
 GENCY CIRCUMSTANCES WITHOUT INCURRING ADDITIONAL POINTS OR DISCIPLINE.
   (II)  THE  DIVISION  OF  HUMAN  RIGHTS  SHALL  DEVELOP A MODEL ABSENCE
 CONTROL POLICY THAT CONFORMS TO THE REQUIREMENTS  OF  THIS  SUBDIVISION.
 THE  DIVISION  SHALL  MAKE SUCH MODEL POLICY AVAILABLE ON ITS WEBSITE IN
 ENGLISH AND SPANISH AND ANY OTHER LANGUAGE  DEEMED  APPROPRIATE  BY  THE
 DIVISION.
   (III)  IF  ANY  EMPLOYER  IS  FOUND  TO MAINTAIN AN ABSENCE CONTROL OR
 NO-FAULT ATTENDANCE POLICY THAT IS NOT COMPLIANT WITH  THE  REQUIREMENTS
 OF THIS SUBDIVISION, THE EMPLOYER SHALL BE LIABLE FOR A PENALTY OF FIFTY
 DOLLARS  FOR  EACH  WORK DAY THAT THE VIOLATIONS OCCURRED OR CONTINUE TO
 OCCUR, BUT NOT TO EXCEED A TOTAL OF FIVE THOUSAND DOLLARS. THE  ATTORNEY
 GENERAL  MAY  BRING ANY LEGAL ACTION NECESSARY, INCLUDING ADMINISTRATIVE
 ACTION, TO COLLECT SUCH CLAIM. FOR THE PURPOSE OF  ASSESSING  COMPLIANCE
 WITH  THE PROVISIONS OF THIS SUBDIVISION, THE ATTORNEY GENERAL OR DESIG-
 NEE, OR, IF THE EMPLOYER IS THE STATE, THE DIVISION OF HUMAN  RIGHTS  OR
 DESIGNEE,  MAY,  WITH FORTY-EIGHT HOURS' NOTICE, AT REASONABLE TIMES AND
 WITHOUT UNDULY DISRUPTING BUSINESS  OPERATIONS  ENTER  AND  INSPECT  ANY
 PLACE  OF  BUSINESS OR EMPLOYMENT, QUESTION ANY PERSON WHO IS AUTHORIZED
 BY THE EMPLOYER TO RECEIVE OR INVESTIGATE  COMPLAINTS  ABOUT  ATTENDANCE
 ISSUES,  AND  EXAMINE  AN  EMPLOYER'S RECORDS, POLICIES, PROCEDURES, AND
 TRAINING MATERIALS RELATED TO THE  REQUIREMENTS  OF  THIS  SECTION.  THE
 ATTORNEY  GENERAL  SHALL  ADOPT  RULES  AS  NECESSARY  TO  IMPLEMENT THE
 PROVISIONS OF THIS SUBDIVISION.
   § 5. Paragraph (c) of subdivision 3 of section 296  of  the  executive
 law,  as added by chapter 369 of the laws of 2015, is amended to read as
 follows:
   [(c)] (C-1) The employee must cooperate in providing medical or  other
 information  that is necessary to verify the existence of the disability
 or pregnancy-related condition, or that is necessary  for  consideration
 of  the  accommodation.  The  employee  has a right to have such medical
 information kept confidential. AS PART OF THE  GOOD  FAITH,  INTERACTIVE
 PROCESS,  THE EMPLOYER MUST AFFORD THE EMPLOYEE A REASONABLE OPPORTUNITY
 TO PROVIDE MEDICAL OR OTHER INFORMATION WHICH MAY PRECLUDE  THE  ASSESS-
 MENT OF POINTS, OCCURRENCES, OR OTHER FORMS OF DISCIPLINE, INCLUDING BUT
 NOT  LIMITED  TO  PURSUANT  TO AN ABSENCE CONTROL OR NO-FAULT ATTENDANCE
 POLICY.
   § 6. 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 to be made  and  completed
 on or before such date.

S1958A (ACTIVE) - Details

Law Section:: Executive Law
Laws Affected:: Amd §215, Lab L

S1958A (ACTIVE) - Summary

Clarifies that workers shall not be punished or subjected to discipline by employers for lawful absences.

S1958A (ACTIVE) - Sponsor Memo

 
BILL NUMBER: S1958A

SPONSOR: KRUEGER
 
TITLE OF BILL:

An act to amend the labor law, in relation to clarifying that workers
shall not be punished or subjected to discipline by employers for lawful
absences

 
PURPOSE OR GENERAL IDEA OF BILL:

To ensure that it shall be retaliation for an employer to discipline
workers by assessing point or deductions from a timebank when an employ-
ee has used any legally protected absence.

 
SUMMARY OF PROVISIONS:

Section 1 of this bill amends section 215 of the labor law to clarify
that it is retaliation for an employer to discipline workers by assess-
ing points or deductions from a timebank because an employee has used
any legally protected absence.

Section 2 established the effective date.

 
DIFFERENCE BETWEEN ORIGINAL AND AMENDED VERSION (IF APPLICABLE):

Creates protections by ensuring that such assignment of points is
considered retaliation under section 215 of the labor law instead of
creating new sections of the labor and executive laws.

 
JUSTIFICATION:

Employees have the right to take legally-protected time off from their
jobs to address certain medical, caregiving, and religious needs without
penalty. Pregnant workers may need to take time off for a prenatal
check-up or to obtain emergency medical care. Workers who are caregivers
may need to stay home with a sick child or an elderly parent. Workers
who have chronic health conditions, or who suddenly become ill, may need
to seek ongoing or immediate medical attention.  Too often, however,
absence control or "no-fault" attendance policies violate workers'
rights in New York State and discourage them from taking job-protected
leave or time off to which they are entitled by law. Under such poli-
cies, employees are assessed points (also referred to as "demerits" or
"occurrences") for each absence regardless of the reason. Those points
subject workers to discipline, often including termination. Such poli-
cies may force employees to choose between taking care of their health
and keeping their job.

Employers maintain policies that "reliably fail to inform workers about
their legal rights to take time off without punishment for certain
illnesses, health conditions, or disabilities, or for the need to care
for an ill loved one" under state, local, and federal civil rights laws.
According to A Better Balance survey, the policies of sixty-six U.S.
employers impacting approximately eighteen million workers, more than
80% of those policies failed to make clear that employees would not
receive points for disability-related absences; many provided incomplete
or misleading information to workers regarding their right to time off
under the federal Family and Medical Leave Act (FMLA); and the majority
of the policies indicated that workert will incur points when they miss
work because they are sick. It is the intent of the New York State
Legislature to make it explicitly clear that workers shall not be
punished or subjected to discipline for lawful absences. Workers have
the right to take legally-protected time off from their jobs to address
certain medical, caregiving, and religious needs without penalty.

 
LEGISLATIVE HISTORY:

New Bill

 
FISCAL IMPLICATIONS:

Minimal fiscal implications.

 
EFFECTIVE DATE:
This act shall take effect on the ninetieth day after it shall become
law.

S1958A (ACTIVE) - Bill Text download pdf

 
                     S T A T E   O F   N E W   Y O R K
 ________________________________________________________________________
 
                                  1958--A
     Cal. No. 384
 
                        2021-2022 Regular Sessions
 
                             I N  S E N A T E
 
                             January 16, 2021
                                ___________
 
 Introduced  by  Sen. KRUEGER -- read twice and ordered printed, and when
   printed to be committed to the Committee on Investigations and Govern-
   ment Operations -- recommitted to the Committee on Investigations  and
   Government  Operations  in  accordance  with  Senate Rule 6, sec. 8 --
   reported favorably from said committee, ordered to  first  and  second
   report,  ordered to a third reading, passed by Senate and delivered to
   the Assembly, recalled, vote reconsidered, restored to third  reading,
   amended  and  ordered  reprinted,  retaining its place in the order of
   third reading
 
 AN ACT to amend the labor law, in relation to  clarifying  that  workers
   shall  not  be  punished  or  subjected to discipline by employers for
   lawful absences
 
   THE PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND  ASSEM-
 BLY, DO ENACT AS FOLLOWS:
 
   Section  1. Paragraph (a) of subdivision 1 of section 215 of the labor
 law, as amended by chapter 564 of the laws of 2010,  the  closing  para-
 graph  as  added  by  chapter  126  of  the  laws of 2019, is amended as
 follows:
   (a) No employer or his or her agent, or the officer or  agent  of  any
 corporation,  partnership,  or  limited  liability company, or any other
 person, shall discharge, threaten, penalize,  or  in  any  other  manner
 discriminate or retaliate against any employee (i) because such employee
 has  made  a complaint to his or her employer, or to the commissioner or
 his or her authorized representative, or to the attorney general or  any
 other  person, that the employer has engaged in conduct that the employ-
 ee, reasonably and in good faith, believes  violates  any  provision  of
 this  chapter, or any order issued by the commissioner (ii) because such
 employer or person believes that such employee has made a  complaint  to
 his  or  her  employer,  or to the commissioner or his or her authorized
 representative, or to the attorney general, or to any other person  that
 the  employer  has  violated any provision of this chapter, or any order
 
  EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                       [ ] is old law to be omitted.

                                                            LBD03487-11-2
 S. 1958--A                          2
 
 issued by the commissioner (iii) because such employee has caused to  be
 instituted  or  is  about  to institute a proceeding under or related to
 this chapter, or (iv) because such employee has provided information  to
 the commissioner or his or her authorized representative or the attorney
 general,  or  (v)  because  such  employee  has testified or is about to
 testify in an investigation or proceeding under this  chapter,  or  (vi)
 because  such  employee  has  otherwise exercised rights protected under
 this chapter, or (vii) because the  employer  has  received  an  adverse
 determination  from  the  commissioner involving the employee, OR (VIII)
 BECAUSE SUCH EMPLOYEE HAS USED ANY LEGALLY PROTECTED ABSENCE PURSUANT TO
 FEDERAL, LOCAL, OR STATE LAW.
   An employee complaint or other communication need  not  make  explicit
 reference  to  any  section  or provision of this chapter to trigger the
 protections of this section.
   As used in this section, to threaten, penalize, or in any other manner
 discriminate or retaliate against any employee includes; threatening  to
 contact or contacting United States immigration authorities or otherwise
 reporting  or  threatening to report an employee's suspected citizenship
 or immigration status or the suspected citizenship or immigration status
 of an employee's family or household member, as defined  in  subdivision
 two  of section four hundred fifty-nine-a of the social services law, to
 a federal, state or local agency; OR ASSESSING ANY DEMERIT,  OCCURRENCE,
 ANY  OTHER  POINT,  OR  DEDUCTIONS  FROM AN ALLOTTED BANK OF TIME, WHICH
 SUBJECTS OR COULD SUBJECT AN EMPLOYEE TO DISCIPLINARY ACTION, WHICH  MAY
 INCLUDE  BUT NOT BE LIMITED TO FAILURE TO RECEIVE A PROMOTION OR LOSS OF
 PAY.
   § 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 to be made  and  completed
 on or before such date.

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The New York State Senate

senate Bill S1958

Sponsored By

Archive: Last Bill Status Via A8092 - Signed by Governor

Your Voice

Actions

Votes

May 31, 2022 - floor Vote

Floor Vote: May 31, 2022

Mar 8, 2022 - floor Vote

Floor Vote: Mar 8, 2022

Feb 1, 2022 - Investigations and Government Operations committee Vote

Investigations and Government Operations Committee Vote: Feb 1, 2022

May 12, 2021 - floor Vote

Floor Vote: May 12, 2021

Mar 1, 2021 - Investigations and Government Operations committee Vote

Investigations and Government Operations Committee Vote: Mar 1, 2021

Bill Amendments

S1958 - Details

S1958 - Summary

S1958 - Sponsor Memo

S1958 - Bill Text download pdf

S1958A (ACTIVE) - Details

S1958A (ACTIVE) - Summary

S1958A (ACTIVE) - Sponsor Memo

S1958A (ACTIVE) - Bill Text download pdf

Comments

senate Bill S1958

Share this bill

Sponsored By

Liz Krueger

Archive: Last Bill Status Via A8092 - Signed by Governor

Your Voice

Actions

Votes

May 31, 2022 - floor Vote

Floor Vote: May 31, 2022

Mar 8, 2022 - floor Vote

Floor Vote: Mar 8, 2022

Feb 1, 2022 - Investigations and Government Operations committee Vote

Investigations and Government Operations Committee Vote: Feb 1, 2022

May 12, 2021 - floor Vote

Floor Vote: May 12, 2021

Mar 1, 2021 - Investigations and Government Operations committee Vote

Investigations and Government Operations Committee Vote: Mar 1, 2021

Bill Amendments

S1958 - Details

S1958 - Summary

S1958 - Sponsor Memo

S1958 - Bill Text download pdf

S1958A (ACTIVE) - Details

S1958A (ACTIVE) - Summary

S1958A (ACTIVE) - Sponsor Memo

S1958A (ACTIVE) - Bill Text download pdf

Comments