NY State Senate Bill 2023-S7609B

Archive: Last Bill Status - In Assembly 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

Please enter your contact information

First Name

Last Name

Email Address

A valid email address is required.

Home address is used to determine the senate district in which you reside. Your support or opposition to this bill is then shared immediately with the senator who represents you.

Optional services from the NY State Senate:

Create an account. An account allows you to officially support or oppose key legislation, sign petitions with a single click, and follow issues, committees, and bills that matter to you. When you create an account, you agree to this platform's terms of participation.

Include a custom message for your Senator? (Optional)

Enter a message to your senator. Many New Yorkers use this to share the reasoning behind their support or opposition to the bill. Others might share a personal anecdote about how the bill would affect them or people they care about.

Actions

View Actions

	Assembly Actions - Lowercase Senate Actions - UPPERCASE
Jun 07, 2024	referred to labor delivered to assembly passed senate
Jun 05, 2024	ordered to third reading cal.1763 committee discharged and committed to rules
Jun 03, 2024	print number 7609b
Jun 03, 2024	amend and recommit to labor
May 31, 2024	print number 7609a
May 31, 2024	amend and recommit to labor
Jan 03, 2024	referred to labor
Jul 21, 2023	referred to rules

Votes

- Jun 7, 2024 - Floor Vote
  S7609B
  
  45
  
  Aye
  
  15
  
  Nay
  
  0
  
  Absent
  
  2
  
  Excused
  
  0
  
  Abstained
  - - Floor Vote: Jun 7, 2024
      
      aye (45)
      
      Addabbo Jr.
      
      Bailey
      
      Breslin
      
      Brisport
      
      Brouk
      
      Canzoneri-Fitzpatrick
      
      Chu
      
      Cleare
      
      Comrie
      
      Cooney
      
      Fernandez
      
      Gianaris
      
      Gonzalez
      
      Gounardes
      
      Griffo
      
      Harckham
      
      Helming
      
      Hinchey
      
      Hoylman-Sigal
      
      Jackson
      
      Kavanagh
      
      Krueger
      
      Liu
      
      Mannion
      
      Martinez
      
      May
      
      Mayer
      
      Murray
      
      Myrie
      
      Parker
      
      Persaud
      
      Ramos
      
      Rivera
      
      Rolison
      
      Ryan
      
      Salazar
      
      Sanders Jr.
      
      Scarcella-Spanton
      
      Sepúlveda
      
      Serrano
      
      Skoufis
      
      Stavisky
      
      Stewart-Cousins
      
      Thomas
      
      Webb
      
      nay (15)
      
      Ashby
      
      Borrello
      
      Gallivan
      
      Lanza
      
      Martins
      
      Mattera
      
      O'Mara
      
      Oberacker
      
      Ortt
      
      Palumbo
      
      Rhoads
      
      Stec
      
      Tedisco
      
      Weber
      
      Weik
      
      excused (2)
      
      Felder
      
      Walczyk
      
      The following Member(s) participated via videoconferencing: Cooney
  Jun 5, 2024 - Rules Committee Vote
  S7609B
  
  13
  
  Aye
  
  4
  
  Nay
  
  3
  
  Aye with Reservations
  
  0
  
  Absent
  
  0
  
  Excused
  
  0
  
  Abstained
  - - Rules Committee Vote: Jun 5, 2024
      
      aye (13)
      
      Addabbo Jr.
      
      Bailey
      
      Breslin
      
      Comrie
      
      Fernandez
      
      Gianaris
      
      Krueger
      
      Liu
      
      Mayer
      
      Parker
      
      Sepúlveda
      
      Stewart-Cousins
      
      Thomas
      
      nay (4)
      
      Gallivan
      
      Lanza
      
      O'Mara
      
      Ortt
      
      aye wr (3)
      
      Griffo
      
      Helming
      
      Stec

Bill Amendments

Original

B (Active)

2023-S7609 - Details

Current Committee:: Assembly Labor
Law Section:: Labor Law
Laws Affected:: Add §215-d, Lab L
Versions Introduced in 2025-2026 Legislative Session:: S372

2023-S7609 - Summary

Establishes the "no severance ultimatums act", which prevents employers from giving coercive ultimatums to employees or former employees relating to such employee's severance from employment.

2023-S7609 - Sponsor Memo

                                 
BILL NUMBER: S7609

SPONSOR: GIANARIS
 
TITLE OF BILL:

An act to amend the labor law, in relation to establishing the "no
severance ultimatums act"

 
PURPOSE:

The purpose of this bill is to ensure that all New Yorkers are provided
protections when reviewing severance agreements, including providing
ample time to review such agreements.

 
SUMMARY OF PROVISIONS:

Section one sets forth the title.

Section two adds a new section 215-d to the labor law which prohibits
against severance ultimatums. This includes requiring that employers
provide notification of the right for an employee or former employee to
consult an attorney regarding the agreement; provides at least 21 days

for an employee to review agreement; allows an employee to revoke an
agreement within 7 days of execution of the contract; and allows an
agreement to be signed in less than 21 days so long as it is knowingly
and voluntarily done, and without fraud on the part of the employer.

 
EXISTING LAW:

Currently, only those over the age of 40 are provided any statutory
protections when reviewing severance agreements in accordance with
federal law.

 
JUSTIFICATION:

Under the federal Older Workers Benefit Protection Act (OWBPA), part of
the federal Age Discrimination in Employment Act, an employer is
required to provide a 21-day attorney review period in any severance
agreement offered to an employee who is age 40 or older. The agreement
must also contain a 7-day revocation period. However, there are current-
ly no statutory protections, in either New York State or federal law,
for those under the age of 40 being offered severance agreements. In
these instances, employers can force an employee or former employee into
considering an agreement on the spot, with no additional time to review
it themselves or with legal counsel.

Several other states have sought to address this gap in policy, though
none as comprehensively as in this proposal. In 2020, Illinois provides
21-day consideration periods with a 7-day revocation period but only if
the agreement contains promises of confidentiality related to alleged
unlawful employment practices. More recently, California implemented a
5-day minimum severance consideration period to workers. This bill would
be the most progressive proposal in the country, instead seeking to
extend the protections from the OWBPA to all employees of the state,
regardless of age.

 
LEGISLATIVE HISTORY:

New bill.
 
FISCAL IMPLICATIONS:

None to the state.

 
LOCAL FISCAL IMPLICATIONS:

Click here

 
EFFECTIVE DATE:
This act shall take effect immediately.

2023-S7609 - Bill Text download pdf

                             
                     S T A T E   O F   N E W   Y O R K
 ________________________________________________________________________
 
                                   7609
 
                        2023-2024 Regular Sessions
 
                             I N  S E N A T E
 
                               July 21, 2023
                                ___________
 
 Introduced  by Sen. GIANARIS -- read twice and ordered printed, and when
   printed to be committed to the Committee on Rules
 
 AN ACT to amend the labor law,  in  relation  to  establishing  the  "no
   severance ultimatums act"
 
   THE  PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND ASSEM-
 BLY, DO ENACT AS FOLLOWS:

   Section 1. Short title. This act shall be known and may  be  cited  as
 the "no severance ultimatums act".
   § 2. The labor law is amended by adding a new section 215-d to read as
 follows:
   § 215-D. PROHIBITION AGAINST SEVERANCE ULTIMATUMS. 1. DEFINITIONS. FOR
 THE PURPOSES OF THIS SECTION, THE FOLLOWING TERMS SHALL HAVE THE FOLLOW-
 ING MEANINGS:
   (A) "EMPLOYEE" SHALL HAVE THE SAME MEANING AS SET FORTH IN SECTION ONE
 HUNDRED NINETY OF THIS CHAPTER.
   (B) "EMPLOYER" SHALL:
   (I)  HAVE  THE SAME MEANING AS SET FORTH IN SECTION ONE HUNDRED NINETY
 OF THIS CHAPTER; AND
   (II) INCLUDE GOVERNMENTAL AGENCIES.
   2. SEVERANCE ULTIMATUMS PROHIBITED. ANY EMPLOYER OFFERING AN  EMPLOYEE
 OR  FORMER  EMPLOYEE  AN  AGREEMENT RELATED TO SUCH EMPLOYEE'S SEVERANCE
 FROM EMPLOYMENT SHALL NOTIFY SUCH EMPLOYEE THAT:
   (A) SUCH EMPLOYEE HAS THE RIGHT TO CONSULT AN ATTORNEY REGARDING  SUCH
 AGREEMENT,  AND  PROVIDE  SUCH EMPLOYEE WITH A REASONABLE PERIOD OF TIME
 NOT LESS THAN TWENTY-ONE BUSINESS DAYS IN WHICH TO DO SO;
   (B) SUCH EMPLOYEE MAY REVOKE SUCH AGREEMENT WITHIN SEVEN DAYS  OF  THE
 EXECUTION  OF  SUCH AGREEMENT, AND THE AGREEMENT SHALL NOT BECOME EFFEC-
 TIVE OR ENFORCEABLE UNTIL SUCH REVOCATION PERIOD HAS EXPIRED; AND
   (C) SUCH EMPLOYEE MAY SIGN SUCH AGREEMENT PRIOR TO  THE  END  OF  SUCH
 REVOCATION  PERIOD,  AS LONG AS SUCH EMPLOYEE'S DECISION TO SHORTEN SUCH
 
  EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                       [ ] is old law to be omitted.
                                                            LBD11903-01-3
 S. 7609                             2

 
 REVOCATION PERIOD IS KNOWING, VOLUNTARY, AND NOT INDUCED BY THE EMPLOYER
 THROUGH FRAUD, MISREPRESENTATION, OR A THREAT TO WITHDRAW OR ALTER  SUCH
 REVOCATION  PERIOD PRIOR TO THE EXPIRATION OF SUCH REVOCATION PERIOD, OR
 BY  PROVIDING  DIFFERENT  TERMS  TO SUCH EMPLOYEE IF SUCH EMPLOYEE SIGNS
 SUCH AGREEMENT PRIOR TO THE EXPIRATION OF SUCH REVOCATION PERIOD.
   § 3. This act shall take effect immediately.

2023-S7609A - Details

Current Committee:: Assembly Labor
Law Section:: Labor Law
Laws Affected:: Add §215-d, Lab L
Versions Introduced in 2025-2026 Legislative Session:: S372

2023-S7609A - Summary

Establishes the "no severance ultimatums act", which prevents employers from giving coercive ultimatums to employees or former employees relating to such employee's severance from employment.

2023-S7609A - Sponsor Memo

                                 
BILL NUMBER: S7609A

SPONSOR: GIANARIS
 
TITLE OF BILL:

An act to amend the labor law, in relation to establishing the "no
severance ultimatums act"

 
PURPOSE:

The purpose of this bill is to ensure that all New Yorkers are provided
protections when reviewing severance agreements, including providing
ample time to review such agreements.

 
SUMMARY OF PROVISIONS:

Section one sets forth the title.

Section two adds a new section 215-d to the labor law which prohibits
coercive severance ultimatums. This includes requiring that employers
provide notification of the right for an employee or former employee to
consult an attorney regarding the agreement; provides at least 21 days

for an employee to review agreement; allows an employee to revoke an
agreement within 7 days of execution of the contract; and allows an
agreement to be signed in less than 21 days so long as it is knowingly
and voluntarily done, and without fraud on the part of the employer.
Section two also declares that any severance agreement shall be deemed
void and unenforceable if it violates the provisions of this bill. It
also clarifies that the bill shall not prevent any law or regulation
from providing greater protections to employees than the protections
contained herein.

Section three sets the effective date.

 
EXISTING LAW:

Currently, only those over the age of 40 are provided any statutory
protections when reviewing severance agreements in accordance with
federal law.

 
JUSTIFICATION:

Under the federal Older Workers Benefit Protection Act (OWBPA), part of
the federal Age Discrimination in Employment Act, an employer is
required to provide a 21-day attorney review period in any severance
agreement offered to an employee who is age 40 or older. The agreement
must also contain a 7-day revocation period. However, there are current-
ly no statutory protections, in either New York State or federal law,
for those under the age of 40 being offered severance agreements. In
these instances, employers can force an employee or former employee into
considering an agreement on the spot, with no additional time to review
it themselves or with legal counsel.

Several other states have sought to address this gap in policy, though
none as comprehensively as in this proposal. In 2020, Illinois provides
21-day consideration periods with a 7-day revocation period but only if
the agreement contains promises of confidentiality related to alleged
unlawful employment practices. More recently, California implemented a
5-day minimum severance consideration period to workers. This bill would
be the most progressive proposal in the country, instead seeking to
extend the protections from the OWBPA to all employees of the state,
regardless of age.

 
LEGISLATIVE HISTORY:

New bill.

 
FISCAL IMPLICATIONS:

None to the state.

 
EFFECTIVE DATE:
This act shall take effect immediately.

2023-S7609A - Bill Text download pdf

                             
                     S T A T E   O F   N E W   Y O R K
 ________________________________________________________________________
 
                                  7609--A
 
                        2023-2024 Regular Sessions
 
                             I N  S E N A T E
 
                               July 21, 2023
                                ___________
 
 Introduced  by Sen. GIANARIS -- read twice and ordered printed, and when
   printed to be committed to the Committee on Rules  --  recommitted  to
   the  Committee  on  Labor  in accordance with Senate Rule 6, sec. 8 --
   committee discharged, bill amended, ordered reprinted as  amended  and
   recommitted to said committee

 AN  ACT  to  amend  the  labor  law, in relation to establishing the "no
   severance ultimatums act"
 
   THE PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND  ASSEM-
 BLY, DO ENACT AS FOLLOWS:
 
   Section  1.  Short  title. This act shall be known and may be cited as
 the "no severance ultimatums act".
   § 2. The labor law is amended by adding a new section 215-d to read as
 follows:
   § 215-D. PROHIBITION AGAINST COERCIVE SEVERANCE ULTIMATUMS.  1.  DEFI-
 NITIONS.  FOR  THE  PURPOSES  OF THIS SECTION, THE FOLLOWING TERMS SHALL
 HAVE THE FOLLOWING MEANINGS:
   (A) "EMPLOYEE" SHALL HAVE THE SAME MEANING AS SET FORTH IN SECTION ONE
 HUNDRED NINETY OF THIS CHAPTER.
   (B) "EMPLOYER" SHALL:
   (I) HAVE THE SAME MEANING AS SET FORTH IN SECTION ONE  HUNDRED  NINETY
 OF THIS CHAPTER; AND
   (II) INCLUDE GOVERNMENTAL AGENCIES.
   2.  SEVERANCE  ULTIMATUMS. ANY EMPLOYER OFFERING AN EMPLOYEE OR FORMER
 EMPLOYEE AN AGREEMENT RELATED TO SUCH EMPLOYEE'S SEVERANCE FROM  EMPLOY-
 MENT SHALL NOTIFY SUCH EMPLOYEE THAT:
   (A)  SUCH EMPLOYEE HAS THE RIGHT TO CONSULT AN ATTORNEY REGARDING SUCH
 AGREEMENT, AND SUCH EMPLOYEE SHALL BE PROVIDED WITH A REASONABLE  PERIOD
 OF  TIME NOT LESS THAN TWENTY-ONE BUSINESS DAYS IN WHICH TO CONSIDER THE
 AGREEMENT;
 
  EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                       [ ] is old law to be omitted.
                                                            LBD11903-02-4
 S. 7609--A                          2

   (B) SUCH EMPLOYEE MAY REVOKE SUCH AGREEMENT WITHIN SEVEN DAYS  OF  THE
 EXECUTION  OF  SUCH AGREEMENT, AND THE AGREEMENT SHALL NOT BECOME EFFEC-
 TIVE OR ENFORCEABLE UNTIL SUCH REVOCATION PERIOD HAS EXPIRED; AND
   (C)  SUCH  EMPLOYEE  MAY  SIGN SUCH AGREEMENT PRIOR TO THE END OF SUCH
 REVOCATION PERIOD, AS LONG AS SUCH EMPLOYEE'S DECISION TO  SHORTEN  SUCH
 REVOCATION PERIOD IS KNOWING, VOLUNTARY, AND NOT INDUCED BY THE EMPLOYER
 THROUGH  FRAUD, MISREPRESENTATION, OR A THREAT TO WITHDRAW OR ALTER SUCH
 REVOCATION PERIOD PRIOR TO THE EXPIRATION OF SUCH REVOCATION PERIOD,  OR
 BY  PROVIDING  DIFFERENT  TERMS  TO SUCH EMPLOYEE IF SUCH EMPLOYEE SIGNS
 SUCH AGREEMENT PRIOR TO THE EXPIRATION OF SUCH REVOCATION PERIOD.
   3. NOTWITHSTANDING ANY OTHER LAW TO THE CONTRARY, ANY SEVERANCE AGREE-
 MENT  SHALL  BE  DEEMED  VOID  AND  UNENFORCEABLE  IF  IT  VIOLATES  THE
 PROVISIONS OF SUBDIVISION TWO OF THIS SECTION.
   4.  NOTHING  HEREIN  SHALL BE DEEMED IN ANY WAY TO LIMIT, RESTRICT, OR
 IMPAIR ANY LAW, RULE, OR REGULATION FROM PROVIDING  GREATER  PROTECTIONS
 THAN PROVIDED FOR IN THIS SECTION.
   § 3. This act shall take effect immediately.

2023-S7609B (ACTIVE) - Details

Current Committee:: Assembly Labor
Law Section:: Labor Law
Laws Affected:: Add §215-d, Lab L
Versions Introduced in 2025-2026 Legislative Session:: S372

2023-S7609B (ACTIVE) - Summary

Establishes the "no severance ultimatums act", which prevents employers from giving coercive ultimatums to employees or former employees relating to such employee's severance from employment.

2023-S7609B (ACTIVE) - Sponsor Memo

                                 
BILL NUMBER: S7609B

SPONSOR: GIANARIS
 
TITLE OF BILL:

An act to amend the labor law, in relation to establishing the "no
severance ultimatums act"

 
PURPOSE:

The purpose of this bill is to ensure that all New Yorkers are provided
protections when reviewing severance agreements, including providing
ample time to review such agreements.

 
SUMMARY OF PROVISIONS:

Section one sets forth the title.

Section two adds a new section 215-d to the labor law which prohibits
coercive severance ultimatums. This includes requiring that employers
provide notification of the right for an employee or former employee to
consult an attorney regarding the agreement; provides at least 21 days

for an employee to review agreement; allows an employee to revoke an
agreement within 7 days of execution of the contract; and allows an
agreement to be signed in less than 21 days so long as it is knowingly
and voluntarily done, and without fraud on the part of the employer.
Section two also declares that any severance agreement shall be deemed
void and unenforceable if it violates the provisions of this bill. It
also clarifies that the bill shall not prevent any law or regulation
from providing greater protections to employees than the protections
contained herein. The provisions of this section do not apply to sever-
ance agreements negotiated pursuant to a collective bargaining agree-
ment.

Section three sets the effective date.

 
EXISTING LAW:

Currently, only those over the age of 40 are provided any statutory
protections when reviewing severance agreements in accordance with
federal law.

 
JUSTIFICATION:

Under the federal Older Workers Benefit Protection Act (OWBPA), part of
the federal Age Discrimination in Employment Act, an employer is
required to provide a 21-day attorney review period in any severance
agreement offered to an employee who is age 40 or older. The agreement
must also contain a 7-day revocation period. However, there are current-
ly no statutory protections, in either New York State or federal law,
for those under the age of 40 being offered severance agreements. In
these instances, employers can force an employee or former employee into
considering an agreement on the spot, with no additional time to review
it themselves or with legal counsel.

Several other states have sought to address this gap in policy, though
none as comprehensively as in this proposal. In 2020, Illinois provides
21-day consideration periods with a 7-day revocation period but only if
the agreement contains promises of confidentiality related to alleged
unlawful employment practices. More recently, California implemented a
5-day minimum severance consideration period to workers. This bill would
be the most progressive proposal in the country, instead seeking to
extend the protections from the OWBPA to all employees of the state,
regardless of age.

 
LEGISLATIVE HISTORY:

New bill.

 
FISCAL IMPLICATIONS:

None to the state.

 
EFFECTIVE DATE:
This act shall take effect immediately.

2023-S7609B (ACTIVE) - Bill Text download pdf

                             
                     S T A T E   O F   N E W   Y O R K
 ________________________________________________________________________
 
                                  7609--B
 
                        2023-2024 Regular Sessions
 
                             I N  S E N A T E
 
                               July 21, 2023
                                ___________
 
 Introduced  by Sen. GIANARIS -- read twice and ordered printed, and when
   printed to be committed to the Committee on Rules  --  recommitted  to
   the  Committee  on  Labor  in accordance with Senate Rule 6, sec. 8 --
   committee discharged, bill amended, ordered reprinted as  amended  and
   recommitted  to  said committee -- committee discharged, bill amended,
   ordered reprinted as amended and recommitted to said committee
 
 AN ACT to amend the labor law,  in  relation  to  establishing  the  "no
   severance ultimatums act"
 
   THE  PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND ASSEM-
 BLY, DO ENACT AS FOLLOWS:
 
   Section 1. Short title. This act shall be known and may  be  cited  as
 the "no severance ultimatums act".
   § 2. The labor law is amended by adding a new section 215-d to read as
 follows:
   §  215-D.  PROHIBITION AGAINST COERCIVE SEVERANCE ULTIMATUMS. 1. DEFI-
 NITIONS. FOR THE PURPOSES OF THIS SECTION,  THE  FOLLOWING  TERMS  SHALL
 HAVE THE FOLLOWING MEANINGS:
   (A) "EMPLOYEE" SHALL HAVE THE SAME MEANING AS SET FORTH IN SECTION ONE
 HUNDRED NINETY OF THIS CHAPTER.
   (B) "EMPLOYER" SHALL:
   (I)  HAVE  THE SAME MEANING AS SET FORTH IN SECTION ONE HUNDRED NINETY
 OF THIS CHAPTER; AND
   (II) INCLUDE GOVERNMENTAL AGENCIES.
   2. SEVERANCE ULTIMATUMS. ANY EMPLOYER OFFERING AN EMPLOYEE  OR  FORMER
 EMPLOYEE  AN AGREEMENT RELATED TO SUCH EMPLOYEE'S SEVERANCE FROM EMPLOY-
 MENT SHALL NOTIFY SUCH EMPLOYEE THAT:
   (A) SUCH EMPLOYEE HAS THE RIGHT TO CONSULT AN ATTORNEY REGARDING  SUCH
 AGREEMENT,  AND SUCH EMPLOYEE SHALL BE PROVIDED WITH A REASONABLE PERIOD
 OF TIME NOT LESS THAN TWENTY-ONE BUSINESS DAYS IN WHICH TO CONSIDER  THE
 AGREEMENT;
 
  EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                       [ ] is old law to be omitted.
                                                            LBD11903-04-4
 S. 7609--B                          2

 
   (B)  SUCH  EMPLOYEE MAY REVOKE SUCH AGREEMENT WITHIN SEVEN DAYS OF THE
 EXECUTION OF SUCH AGREEMENT, AND THE AGREEMENT SHALL NOT  BECOME  EFFEC-
 TIVE OR ENFORCEABLE UNTIL SUCH REVOCATION PERIOD HAS EXPIRED; AND
   (C)  SUCH  EMPLOYEE  MAY  SIGN SUCH AGREEMENT PRIOR TO THE END OF SUCH
 REVOCATION PERIOD, AS LONG AS SUCH EMPLOYEE'S DECISION TO  SHORTEN  SUCH
 REVOCATION PERIOD IS KNOWING, VOLUNTARY, AND NOT INDUCED BY THE EMPLOYER
 THROUGH  FRAUD, MISREPRESENTATION, OR A THREAT TO WITHDRAW OR ALTER SUCH
 REVOCATION PERIOD PRIOR TO THE EXPIRATION OF SUCH REVOCATION PERIOD,  OR
 BY  PROVIDING  DIFFERENT  TERMS  TO SUCH EMPLOYEE IF SUCH EMPLOYEE SIGNS
 SUCH AGREEMENT PRIOR TO THE EXPIRATION OF SUCH REVOCATION PERIOD.
   3. THE PROVISIONS OF THIS SECTION SHALL NOT  APPLY  TO  ANY  SEVERANCE
 AGREEMENT NEGOTIATED PURSUANT TO A COLLECTIVE BARGAINING AGREEMENT.
   4. NOTWITHSTANDING ANY OTHER LAW TO THE CONTRARY, ANY SEVERANCE AGREE-
 MENT  SHALL  BE  DEEMED  VOID  AND  UNENFORCEABLE  IF  IT  VIOLATES  THE
 PROVISIONS OF SUBDIVISION TWO OF THIS SECTION.
   5. NOTHING HEREIN SHALL BE DEEMED IN ANY WAY TO  LIMIT,  RESTRICT,  OR
 IMPAIR  ANY  LAW, RULE, OR REGULATION FROM PROVIDING GREATER PROTECTIONS
 THAN PROVIDED FOR IN THIS SECTION.
   § 3. This act shall take effect immediately.

Comments

Open Legislation is a forum for New York State legislation. All comments are subject to review and community moderation is encouraged.

Comments deemed off-topic, commercial, campaign-related, self-promotional; or that contain profanity, hate or toxic speech; or that link to sites outside of the nysenate.gov domain are not permitted, and will not be published. Attempts to intimidate and silence contributors or deliberately deceive the public, including excessive or extraneous posting/posts, or coordinated activity, are prohibited and may result in the temporary or permanent banning of the user. Comment moderation is generally performed Monday through Friday. By contributing or voting you agree to the Terms of Participation and verify you are over 13.

Create an account. An account allows you to sign petitions with a single click, officially support or oppose key legislation, and follow issues, committees, and bills that matter to you. When you create an account, you agree to this platform's terms of participation.

Senate Bill S7609B

Sponsored By

Archive: Last Bill Status - In Assembly Committee

Jun 7, 2024 - Floor Vote

Floor Vote: Jun 7, 2024

Jun 5, 2024 - Rules Committee Vote

Rules Committee Vote: Jun 5, 2024

Bill Amendments

2023-S7609 - Details

2023-S7609 - Summary

2023-S7609 - Sponsor Memo

2023-S7609 - Bill Text download pdf

2023-S7609A - Details

2023-S7609A - Summary

2023-S7609A - Sponsor Memo

2023-S7609A - Bill Text download pdf

2023-S7609B (ACTIVE) - Details

2023-S7609B (ACTIVE) - Summary

2023-S7609B (ACTIVE) - Sponsor Memo

2023-S7609B (ACTIVE) - Bill Text download pdf

Comments

Senate Bill S7609B

Share this bill

Sponsored By

Michael Gianaris

Archive: Last Bill Status - In Assembly Committee

Bill Amendments

2023-S7609 - Details

2023-S7609 - Summary

2023-S7609 - Sponsor Memo

2023-S7609 - Bill Text download pdf

2023-S7609A - Details

2023-S7609A - Summary

2023-S7609A - Sponsor Memo

2023-S7609A - Bill Text download pdf

2023-S7609B (ACTIVE) - Details

2023-S7609B (ACTIVE) - Summary

2023-S7609B (ACTIVE) - Sponsor Memo

2023-S7609B (ACTIVE) - Bill Text download pdf

Comments