NY State Senate Bill 2023-S921A

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

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
Jan 03, 2024	referred to labor
Dec 08, 2023	print number 921a
Dec 08, 2023	amend and recommit to labor
Jan 09, 2023	referred to labor

Bill Amendments

Original

A (Active)

co-Sponsors

2023-S921 - Details

See Assembly Version of this Bill:: A8991
Current Committee:: Senate Labor
Law Section:: Workers' Compensation Law
Laws Affected:: Amd §§204, 209, 203-a, 203-b & 203-c, Work Comp L
Versions Introduced in Other Legislative Sessions:: 2021-2022: S7388, A9897
2025-2026: S3235, A4906

2023-S921 - Summary

Provides that the weekly benefit which the disabled employee is entitled to receive for disability commencing: on or after January first, two thousand twenty-six shall be fifty percent of the employee's average weekly wage but shall not exceed fifty percent of the state average weekly wage; on or after January first, two thousand twenty-seven shall be fifty-five percent of the employee's average weekly wage but shall not exceed fifty-five percent of the state average weekly wage; on or after January first, two thousand twenty-eight shall be sixty percent of the employee's weekly average wage but shall not exceed sixty percent of the state average weekly wage; and on or after January first of each succeeding year, shall be sixty-seven percent of the employee's average weekly wage but shall not exceed sixty-seven percent of the state average weekly wage.

2023-S921 - Sponsor Memo

                                 
BILL NUMBER: S921REVISED 3/6/23

SPONSOR: COONEY
 
TITLE OF BILL:

An act to amend the workers' compensation law, in relation to the weekly
benefit of a disabled employee

 
SUMMARY OF SPECIFIC PROVISIONS:

Section 1 amends section 204 of the workers' compensation law to estab-
lish that the weekly benefit which a disabled employee is entitled to
receive for disability commencing:

(i) on or after January first, two thousand twenty-five shall be fifty
percent of the employee's average weekly wage but shall not exceed fifty
percent of the state average weekly wage,

(ii) on or after January first, two thousand twenty-five shall be
fifty-five percent of the employee's average weekly wage but shall not
exceed fifty-five percent of the state average weekly wage,

(iii) on or after January first, two thousand twenty-six shall be sixty

percent of the employee's average weekly wage but shall not exceed sixty
percent of the state average weekly wage, and

(iv) on or after January first of each succeeding year, shall be sixty-
seven percent of the employee's average weekly wage but shall not exceed
sixty-seven percent of the New York state average weekly wage in effect.

Section 2 provides for the effective date.

 
JUSTIFICATION:

New York's statutory short term disability benefits law (DBL) provides
benefits for covered employees who cannot work due to an illness,
pregnancy/birth of a baby, or a non-occupational injury. The Workers
Compensation Law sets forth the minimum statutory short-term disability
insurance benefits that New York employers must provide for their
employees.

New York was one of the "original" six states/territories to institute
this required coverage (Rhode Island - 1942, California - 1946, New
Jersey - 1948, New York - 1949, Puerto Rico - 1968, Hawaii - 1969).  New
York's DBL maximum benefit was last increased over thirty years ago in
1989 to $170 per week, and has not been indexed to wage inflation.

Surrounding states have continued to increase both the percentage of
wages covered, and the maximum benefit, with New Jersey providing 85% of
wages covered with a maximum weekly benefit of $1,205, and Rhode Island
providing 60% of wages covered with an $1,359 weekly maximum.

This proposal would create parity between New York's Paid Family Leave
and DBL laws by increasing the weekly benefit amount and percentage of
wages covered by New York's statutory short-term disability benefits law
to the same levels as provided by the Paid Family Leave program. The
benefit increase would become effective on January 1, 2025 at a rate of
50% of the NYS average weekly wage and increase to a fully implemented
rate of 67% of the NYS average weekly wage over a period of four years.
 
PRIOR LEGISLATIVE HISTORY:

2021-22: S.7388, reported to Finance

 
FISCAL IMPLICATIONS:

To be determined

 
EFFECTIVE DATE:
This act shall take effect immediately.

2023-S921 - Bill Text download pdf

                             
                     S T A T E   O F   N E W   Y O R K
 ________________________________________________________________________
 
                                    921
 
                        2023-2024 Regular Sessions
 
                             I N  S E N A T E
 
                              January 9, 2023
                                ___________
 
 Introduced  by  Sen.  COONEY -- read twice and ordered printed, and when
   printed to be committed to the Committee on Labor
 
 AN ACT to amend the workers' compensation law, in relation to the weekly
   benefit of a disabled employee
 
   THE PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND  ASSEM-
 BLY, DO ENACT AS FOLLOWS:

   Section  1. Paragraph (b) of subdivision 2 of section 204 of the work-
 ers' compensation law, as amended by section 5 of part SS of chapter  54
 of the laws of 2016, is amended to read as follows:
   (b)  THE  WEEKLY  BENEFIT  WHICH  THE DISABLED EMPLOYEE IS ENTITLED TO
 RECEIVE FOR DISABILITY COMMENCING: (I) ON OR AFTER  JANUARY  FIRST,  TWO
 THOUSAND  TWENTY-FIVE  SHALL  BE FIFTY PERCENT OF THE EMPLOYEE'S AVERAGE
 WEEKLY WAGE BUT SHALL NOT EXCEED FIFTY  PERCENT  OF  THE  STATE  AVERAGE
 WEEKLY  WAGE;  (II)  ON  OR AFTER JANUARY FIRST, TWO THOUSAND TWENTY-SIX
 SHALL BE FIFTY-FIVE PERCENT OF THE EMPLOYEE'S AVERAGE  WEEKLY  WAGE  BUT
 SHALL  NOT  EXCEED  FIFTY-FIVE PERCENT OF THE STATE AVERAGE WEEKLY WAGE;
 (III) ON OR AFTER JANUARY FIRST,  TWO  THOUSAND  TWENTY-SEVEN  SHALL  BE
 SIXTY PERCENT OF THE EMPLOYEE'S WEEKLY AVERAGE WAGE BUT SHALL NOT EXCEED
 SIXTY  PERCENT  OF  THE  STATE AVERAGE WEEKLY WAGE; AND (IV) ON OR AFTER
 JANUARY FIRST OF EACH SUCCEEDING YEAR, SHALL BE SIXTY-SEVEN  PERCENT  OF
 THE  EMPLOYEE'S  AVERAGE  WEEKLY  WAGE  BUT SHALL NOT EXCEED SIXTY-SEVEN
 PERCENT OF THE STATE AVERAGE WEEKLY WAGE. The weekly benefit  which  the
 disabled employee is entitled to receive for disability commencing on or
 after  May  first,  nineteen  hundred  eighty-nine  AND PRIOR TO JANUARY
 FIRST, TWO THOUSAND TWENTY-FIVE shall  be  one-half  of  the  employee's
 weekly wage, but in no case shall such benefit exceed one hundred seven-
 ty  dollars;  except  that if the employee's average weekly wage is less
 than twenty dollars, the benefit shall be such average weekly wage.  The
 weekly  benefit  which  the disabled employee is entitled to receive for
 disability commencing on or after July first, nineteen  hundred  eighty-
 four  shall  be  one-half  of the employee's weekly wage, but in no case
 
  EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                       [ ] is old law to be omitted.
                                                            LBD02619-01-3

 S. 921                              2
 
 shall such benefit exceed one hundred forty-five dollars; except that if
 the employee's average weekly wage is  less  than  twenty  dollars,  the
 benefit  shall be such average weekly wage. The weekly benefit which the
 disabled employee is entitled to receive for disability commencing on or
 after July first, nineteen hundred eighty-three and prior to July first,
 nineteen hundred eighty-four shall be one-half of the employee's average
 weekly  wage, but in no case shall such benefit exceed one hundred thir-
 ty-five dollars nor be less than twenty  dollars;  except  that  if  the
 employee's  average  weekly wage is less than twenty dollars the benefit
 shall be such average weekly wage. The weekly benefit which the disabled
 employee is entitled to receive for disability commencing  on  or  after
 July  first,  nineteen  hundred  seventy-four,  and prior to July first,
 nineteen hundred eighty-three, shall be one-half of the employee's aver-
 age weekly wage, but in no case shall such  benefit  exceed  ninety-five
 dollars  nor  be less than twenty dollars; except that if the employee's
 average weekly wage is less than twenty dollars, the  benefit  shall  be
 such average weekly wage. The weekly benefit which the disabled employee
 is entitled to receive for disability commencing on or after July first,
 nineteen  hundred  seventy  and  prior  to  July first, nineteen hundred
 seventy-four shall be one-half of the employee's  average  weekly  wage,
 but  in  no  case  shall such benefit exceed seventy-five dollars nor be
 less than twenty dollars; except that if the employee's  average  weekly
 wage is less than twenty dollars the benefit shall be such average week-
 ly  wage.  For any period of disability less than a full week, the bene-
 fits payable shall be calculated by dividing the weekly benefit  by  the
 number  of  the employee's normal work days per week and multiplying the
 quotient by the number of normal work days in such period of disability.
 The weekly benefit for a disabled employee who is concurrently  eligible
 for  benefits in the employment of more than one covered employer shall,
 within the maximum and minimum herein provided, be one-half of the total
 of the employee's average weekly wages received from  all  such  covered
 employers,  and shall be allocated in the proportion of their respective
 average weekly wage payments.
   § 2. This act shall take effect immediately.

co-Sponsors

2023-S921A (ACTIVE) - Details

See Assembly Version of this Bill:: A8991
Current Committee:: Senate Labor
Law Section:: Workers' Compensation Law
Laws Affected:: Amd §§204, 209, 203-a, 203-b & 203-c, Work Comp L
Versions Introduced in Other Legislative Sessions:: 2021-2022: S7388, A9897
2025-2026: S3235, A4906

2023-S921A (ACTIVE) - Summary

2023-S921A (ACTIVE) - Sponsor Memo

                                 
BILL NUMBER: S921A

SPONSOR: COONEY
 
TITLE OF BILL:

An act to amend the workers' compensation law, in relation to the weekly
benefit of a disabled employee

 
SUMMARY OF SPECIFIC PROVISIONS:

Section 1 provides the title of the act, the "Equity in Leave Act".

Section 2 amends section 204 of the workers' compensation law to estab-
lish that the weekly benefit which a disabled employee is entitled to
receive for disability commencing:

(i) on or after January first, two thousand twenty-six shall be fifty
percent of the employee's average weekly wage but shall not exceed fifty
percent of the state average weekly wage,

(ii) on or after January first, two thousand twenty-seven shall be
fifty-five percent of the employee's average weekly wage but shall not
exceed fifty-five percent of the state average weekly wage,

(iii) on or after January first, two thousand twenty-eight shall be
sixty percent of the employee's average weekly wage but shall not exceed
sixty percent of the state average weekly wage, and

(iv) on or after January first of each succeeding year, shall be sixty-
seven percent of the employee's average weekly wage but shall not exceed
sixty-seven percent of the New York state average weekly wage in effect.

Section 3 amends section 209 of the workers' compensation law to provide
a cap of $2.20 (per week) on the employee contribution for the cost of
disability benefits.

Section 4 amends section 203-a of the workers' compensation law to
provide employee protections against interference and retaliatory action
from an employer resulting from the use of disability benefits.

Section 5 amends section 203-b of the workers' compensation law to
provide job protections for employees who take disability leave.

Section 6 amends section 203-c of the workers' compensation law to
require that employers maintain existing health insurance for employees
for the duration of their disability leave.

Section 7 provides for the effective date.

 
JUSTIFICATION:

New York's statutory short-term disability benefits law ("DBL" or
"medical leave") provides benefits for covered employees who cannot work
due to an illness, pregnancy/birth of a baby, or a non-occupational
injury. The Workers Compensation Law sets forth the minimum statutory
short-term disability insurance benefits that New York employers must
provide for their employees.


New York was one of the "original" six states/territories to institute
this required coverage (Rhode Island 1942, California - 1946, New Jersey
- 1948, New York - 1949, Puerto Rico - 1968, Hawaii - 1969).  New York's
DBL maximum benefit was last increased over thirty years ago in 1989 to
$170 per week and has not been indexed to wage inflation.

Surrounding states have continued to increase both the percentage of
wages covered, and the maximum benefit, with New Jersey providing 85% of
wages covered with a maximum weekly benefit of $1,205, and Rhode Island
providing 60% of wages covered with an $1,359 weekly maximum.

This proposal would create parity between New York's Paid Family Leave
and DBL laws by expanding the employee protections that are provided for
those taking Paid Family Leave to those employees taking disability
leave. It would also increase the weekly benefit amount and percentage
of wages covered by New York's statutory short-term disability benefits
law to the same levels as provided by the Paid Family Leave program.

The benefit increase would become effective on January 1, 2026 at a rate
of 50% of the NYS average weekly wage and increase to a fully imple-
mented rate of 67% of the NYS average weekly wage over a period of four
years. This phased in approach will provide employers with adequate time
to plan and adjust for the increased cost.

 
PRIOR LEGISLATIVE HISTORY:

2021-22: S.7388, reported to Finance

 
FISCAL IMPLICATIONS:

To be determined

 
EFFECTIVE DATE:
This act shall take effect immediately.

2023-S921A (ACTIVE) - Bill Text download pdf

                             
                     S T A T E   O F   N E W   Y O R K
 ________________________________________________________________________
 
                                  921--A
 
                        2023-2024 Regular Sessions
 
                             I N  S E N A T E
 
                              January 9, 2023
                                ___________
 
 Introduced  by  Sens.  COONEY,  FERNANDEZ,  GOUNARDES  -- read twice and
   ordered printed, and when printed to be committed to the Committee  on
   Labor  --  committee  discharged,  bill  amended, ordered reprinted as
   amended and recommitted to said committee
 
 AN ACT to amend the workers' compensation law, in relation to the weekly
   benefit of a disabled employee
 
   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 "equity in leave act".
   § 2. Paragraph (b) of subdivision 2 of section  204  of  the  workers'
 compensation  law,  as  amended by section 5 of part SS of chapter 54 of
 the laws of 2016, is amended to read as follows:
   (b) THE WEEKLY BENEFIT WHICH THE  DISABLED  EMPLOYEE  IS  ENTITLED  TO
 RECEIVE  FOR  DISABILITY  COMMENCING: (I) ON OR AFTER JANUARY FIRST, TWO
 THOUSAND TWENTY-SIX SHALL BE FIFTY PERCENT  OF  THE  EMPLOYEE'S  AVERAGE
 WEEKLY  WAGE  BUT  SHALL  NOT  EXCEED FIFTY PERCENT OF THE STATE AVERAGE
 WEEKLY WAGE; (II) ON OR AFTER JANUARY FIRST, TWO  THOUSAND  TWENTY-SEVEN
 SHALL  BE  FIFTY-FIVE  PERCENT OF THE EMPLOYEE'S AVERAGE WEEKLY WAGE BUT
 SHALL NOT EXCEED FIFTY-FIVE PERCENT OF THE STATE  AVERAGE  WEEKLY  WAGE;
 (III)  ON  OR  AFTER  JANUARY  FIRST, TWO THOUSAND TWENTY-EIGHT SHALL BE
 SIXTY PERCENT OF THE EMPLOYEE'S WEEKLY AVERAGE WAGE BUT SHALL NOT EXCEED
 SIXTY PERCENT OF THE STATE AVERAGE WEEKLY WAGE; AND  (IV)  ON  OR  AFTER
 JANUARY  FIRST  OF EACH SUCCEEDING YEAR, SHALL BE SIXTY-SEVEN PERCENT OF
 THE EMPLOYEE'S AVERAGE WEEKLY WAGE  BUT  SHALL  NOT  EXCEED  SIXTY-SEVEN
 PERCENT  OF  THE STATE AVERAGE WEEKLY WAGE. The weekly benefit which the
 disabled employee is entitled to receive for disability commencing on or
 after May first, nineteen  hundred  eighty-nine  AND  PRIOR  TO  JANUARY
 FIRST, TWO THOUSAND TWENTY-SIX shall be one-half of the employee's week-
 ly  wage,  but  in no case shall such benefit exceed one hundred seventy
 dollars; except that if the employee's average weekly wage is less  than
 
  EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                       [ ] is old law to be omitted.
                                                            LBD02619-02-3

 S. 921--A                           2
 
 twenty dollars, the benefit shall be such average weekly wage. The week-
 ly  benefit which the disabled employee is entitled to receive for disa-
 bility commencing on or after July first, nineteen  hundred  eighty-four
 shall  be  one-half  of the employee's weekly wage, but in no case shall
 such benefit exceed one hundred forty-five dollars; except that  if  the
 employee's  average weekly wage is less than twenty dollars, the benefit
 shall be such average weekly wage. The weekly benefit which the disabled
 employee is entitled to receive for disability commencing  on  or  after
 July first, nineteen hundred eighty-three and prior to July first, nine-
 teen  hundred  eighty-four  shall  be one-half of the employee's average
 weekly wage, but in no case shall such benefit exceed one hundred  thir-
 ty-five  dollars  nor  be  less  than twenty dollars; except that if the
 employee's average weekly wage is less than twenty dollars  the  benefit
 shall be such average weekly wage. The weekly benefit which the disabled
 employee  is  entitled  to receive for disability commencing on or after
 July first, nineteen hundred seventy-four,  and  prior  to  July  first,
 nineteen hundred eighty-three, shall be one-half of the employee's aver-
 age  weekly  wage,  but in no case shall such benefit exceed ninety-five
 dollars nor be less than twenty dollars; except that if  the  employee's
 average  weekly  wage  is less than twenty dollars, the benefit shall be
 such average weekly wage. The weekly benefit which the disabled employee
 is entitled to receive for disability commencing on or after July first,
 nineteen hundred seventy and  prior  to  July  first,  nineteen  hundred
 seventy-four  shall  be  one-half of the employee's average weekly wage,
 but in no case shall such benefit exceed  seventy-five  dollars  nor  be
 less  than  twenty dollars; except that if the employee's average weekly
 wage is less than twenty dollars the benefit shall be such average week-
 ly wage. For any period of disability less than a full week,  the  bene-
 fits  payable  shall be calculated by dividing the weekly benefit by the
 number of the employee's normal work days per week and  multiplying  the
 quotient by the number of normal work days in such period of disability.
 The  weekly benefit for a disabled employee who is concurrently eligible
 for benefits in the employment of more than one covered employer  shall,
 within the maximum and minimum herein provided, be one-half of the total
 of  the  employee's  average weekly wages received from all such covered
 employers, and shall be allocated in the proportion of their  respective
 average weekly wage payments.
   §  3.  Paragraph  (a)  of subdivision 3 of section 209 of the workers'
 compensation law, as amended by section 10 of part SS of chapter  54  of
 the laws of 2016, is amended to read as follows:
   (a) Disability benefits. The contribution of each such employee to the
 cost  of  disability benefits provided by this article shall be one-half
 of one per centum of the employee's wages paid to  him  or  her  on  and
 after July first, nineteen hundred fifty AND PRIOR TO JANUARY FIRST, TWO
 THOUSAND  TWENTY-SIX,  but  not  in excess of sixty cents per week.  THE
 CONTRIBUTION OF EACH SUCH EMPLOYEE TO THE COST  OF  EMPLOYEE  DISABILITY
 BENEFITS PROVIDED BY THIS ARTICLE SHALL BE ONE-HALF OF ONE PER CENTUM OF
 THE  EMPLOYEE'S WAGES PAID TO HIM OR HER ON AND AFTER JANUARY FIRST, TWO
 THOUSAND TWENTY-SIX, BUT NOT IN EXCESS OF TWO DOLLARS AND  TWENTY  CENTS
 PER WEEK.
   §  4.    Section  203-a  of the workers' compensation law, as added by
 section 4 of part SS of chapter 54 of the laws of 2016,  is  amended  to
 read as follows:
   §  203-a. [Retaliatory] INTERFERENCE AND RETALIATORY action prohibited
 for DISABILITY AND family  leave.  1.  The  provisions  of  section  one
 S. 921--A                           3
 
 hundred twenty of this chapter and section two hundred forty-one of this
 article shall be applicable to DISABILITY AND family leave.
   2.  IT SHALL BE UNLAWFUL FOR ANY EMPLOYER TO INTERFERE WITH, RESTRAIN,
 OR DENY THE EXERCISE OF, OR THE ATTEMPT TO EXERCISE, ANY RIGHT  PROVIDED
 UNDER  THIS  ARTICLE, INCLUDING: (A) FAILING TO COMPLY WITH THE REQUIRE-
 MENTS OF SECTION TWO HUNDRED TWENTY-NINE OF THIS  ARTICLE,  SUCH  AS  BY
 FAILING  TO  PROVIDE  AN  EMPLOYEE WITH THE NOTICE OF RIGHTS REQUIRED BY
 SUCH SECTION; (B) FAILING TO PROVIDE AN EMPLOYEE WITH COMPLETE AND ACCU-
 RATE INFORMATION RELATED TO THE SUBMISSION OF A CLAIM FOR DISABILITY  OR
 FAMILY LEAVE BENEFITS, SUCH AS BY FAILING TO INFORM THE EMPLOYEE THAT IT
 IS  THE  EMPLOYEE'S  RESPONSIBILITY  TO SUBMIT THE COMPLETED APPLICATION
 MATERIALS TO THE EMPLOYER'S INSURANCE CARRIER OR BY FAILING OR  REFUSING
 TO PROVIDE THE EMPLOYEE WITH THE NAME OF THE EMPLOYER'S INSURANCE CARRI-
 ER  AND/OR THE EMPLOYER'S POLICY NUMBER WITH SAID INSURANCE CARRIER; (C)
 FAILING TO ACCURATELY COMPLETE AND RETURN TO THE EMPLOYEE THE DISABILITY
 OR FAMILY LEAVE APPLICATION PAPERWORK WITHIN THE TIME  PERIOD  SPECIFIED
 BY  THE CHAIR; (D) PROVIDING THE EMPLOYER'S INSURANCE CARRIER WITH INAC-
 CURATE INFORMATION ABOUT AN EMPLOYEE'S EMPLOYMENT AS IT RELATES  TO  THE
 EMPLOYEE'S  ELIGIBILITY  FOR  DISABILITY  OR  FAMILY LEAVE BENEFITS; (E)
 REFUSING TO ALLOW AN EMPLOYEE WHO HAS  REQUESTED  DISABILITY  OR  FAMILY
 LEAVE  UNDER  THIS ARTICLE TO BEGIN LEAVE UNTIL THE EMPLOYER'S INSURANCE
 CARRIER HAS APPROVED THE EMPLOYEE'S CLAIM FOR DISABILITY OR FAMILY LEAVE
 BENEFITS; (F) FAILING OR REFUSING TO CARRY DISABILITY  OR  FAMILY  LEAVE
 INSURANCE AS REQUIRED BY SECTION TWO HUNDRED ELEVEN OF THIS ARTICLE; (G)
 THREATENING  TERMINATION, DEMOTION, DISCIPLINE, SUSPENSION, OR REDUCTION
 OF HOURS OR WAGES, REPORTING OR  THREATENING  TO  REPORT  AN  EMPLOYEE'S
 SUSPECTED CITIZENSHIP OR IMMIGRATION STATUS OR THE SUSPECTED CITIZENSHIP
 OR  IMMIGRATION  STATUS OF A FAMILY MEMBER OF THE EMPLOYEE TO A FEDERAL,
 STATE, OR LOCAL AGENCY, OR  THREATENING  ANY  OTHER  ACTION  AGAINST  AN
 EMPLOYEE  SEEKING  TO TAKE DISABILITY OR FAMILY LEAVE THAT MIGHT REASON-
 ABLY DETER AN EMPLOYEE FROM EXERCISING A RIGHT PROVIDED UNDER THIS ARTI-
 CLE; OR (H) THREATENING OR TAKING ANY OTHER ACTION  THAT  MAY  HAVE  THE
 EFFECT OF PREVENTING OR DISCOURAGING AN EMPLOYEE FROM EXERCISING A RIGHT
 PROVIDED UNDER THIS ARTICLE.
   3.  Nothing  in  this  section shall be deemed to diminish the rights,
 privileges, or remedies of any employee under any collective  bargaining
 agreement or employment contract.
   §  5.    Section  203-b  of the workers' compensation law, as added by
 section 4 of part SS of chapter 54 of the laws of 2016,  is  amended  to
 read as follows:
   §  203-b.  Reinstatement  following  DISABILITY  OR  family leave. Any
 eligible employee of a covered employer who takes leave, INCLUDING LEAVE
 FOR DISABILITY, under this article shall be  entitled,  on  return  from
 such leave, to be restored by the employer to the position of employment
 held  by  the  employee when the leave commenced, or to be restored to a
 comparable position with comparable employment benefits, pay  and  other
 terms  and conditions of employment. The taking of family leave OR LEAVE
 DUE TO A DISABILITY shall not result in the loss of any employment bene-
 fit accrued prior to the date on which the leave commenced.  Nothing  in
 this  section shall be construed to entitle any restored employee to the
 accrual of any seniority or employment benefits  during  any  period  of
 leave,  or  any  right,  benefit or position to which the employee would
 have been entitled had the employee not taken the leave.
   § 6.  Section 203-c of the workers'  compensation  law,  as  added  by
 section  4  of  part SS of chapter 54 of the laws of 2016, is amended to
 read as follows:
 S. 921--A                           4
 
   § 203-c. Health  insurance  during  DISABILITY  OR  family  leave.  In
 accordance  with  the  Family  and  Medical  Leave  Act  (29  U.S.C.  §§
 2601-2654), during any period of DISABILITY OR family leave the employer
 shall maintain any existing health benefits of the employee in force for
 the duration of such leave as if the employee had continued to work from
 the  date  he or she commenced DISABILITY OR family leave until the date
 he or she returns to employment.
   § 7. 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 S921A

Sponsored By

Archive: Last Bill Status - In Senate Committee Labor Committee

Bill Amendments

co-Sponsors

2023-S921 - Details

2023-S921 - Summary

2023-S921 - Sponsor Memo

2023-S921 - Bill Text download pdf

co-Sponsors

2023-S921A (ACTIVE) - Details

2023-S921A (ACTIVE) - Summary

2023-S921A (ACTIVE) - Sponsor Memo

2023-S921A (ACTIVE) - Bill Text download pdf

Comments

Senate Bill S921A

Share this bill

Sponsored By

Jeremy Cooney

Archive: Last Bill Status - In Senate Committee Labor Committee

Bill Amendments

co-Sponsors

Nathalia Fernandez

Andrew Gounardes

2023-S921 - Details

2023-S921 - Summary

2023-S921 - Sponsor Memo

2023-S921 - Bill Text download pdf

co-Sponsors

Nathalia Fernandez

Andrew Gounardes

Jessica Scarcella-Spanton

Lea Webb

2023-S921A (ACTIVE) - Details

2023-S921A (ACTIVE) - Summary

2023-S921A (ACTIVE) - Sponsor Memo

2023-S921A (ACTIVE) - Bill Text download pdf

Comments