Committee on Civil Service and Labor

This bill would, beginning on its effective date of April 1, 2027, prohibit home care employers, including CDPAP consumers, from assigning a home care employee a shift that is longer than 12 hours, consecutive 12-hour shifts, or shifts totaling more than 12 hours in any 24-hour period. Until October 1, 2027, employees would be permitted to provide written notice to opt-in to shifts in excess of the 12-hour shift limits. The bill would also prohibit home care employers from assigning shifts totaling more than 56 hours per week to a home care employee, unless the employee provides written notice to opt-in to be assigned more than 56 hours per week. This bill would also require the Department of Consumer and Worker Protection (DCWP) to conduct investigations of complaints of violations of this law. Penalties for violations would be $2,500 for employers who are a home care services agency, and $500 for employers who are CDPAP consumers, except that employers who are CDPAP consumers would not receive a monetary fine for a first violation. The bill would also require that employers provide home care employees with a notice of their rights and would task DCWP with conducting a study and issue a report of the home care industry, to be completed and posted no later than April 1, 2028. The prohibition on assigning shifts in excess of 12 hours would not apply to shifts assigned to unionized home care employees covered by a collective bargaining agreement (CBA) that was in place as of February 18, 2026. The prohibition on assigning such shifts to such employees would only begin to apply on the date of termination of the CBA, or, if the existing CBA is replaced or renewed by December 31, 2027, the prohibition would begin to apply on the termination date of such renewed/replaced CBA.

This bill would update the Earned Safe and Sick Time Law by adding personal time. Employers with five or more employees or employers of one or more domestic worker would be required to provide all employees with personal time for absences from work for any reason. Like paid safe/sick time, employers would provide employees with one hour of personal time for every 30 hours worked by an employee, with a maximum of 80 hours of personal time in any calendar year.

This bill would maintain the health insurance coverage of eligible retired employees of the city of New York and their dependents by prohibiting the City from increasing the total costs for healthcare above the rate paid by each retiree as of December 31, 2021, or by decreasing the level of coverage that was provided to each such retiree as of December 31, 2021.

This bill would impose minimum standards for the processing of claims for certain benefits offered to municipal employees of New York City, and require the establishment of an online portal through which municipal employees could submit and track their benefits claims, receive information about benefits, and communicate with benefits administrators. This bill would require the New York City Office of Labor Relations (OLR) to submit an annual report on employees’ utilization of such portal and basic data on claims processing by administrators. This bill would also require OLR to create a City Benefits Help Center, which would be responsible for offering information and guidance to employees about the availability and structure of benefits. Finally, this bill would require OLR to design and administer a one-time survey for municipal employees to provide feedback on the substance and administration of benefits.

This bill would amend the Pay Equity Law by requiring the Department of Citywide Administrative Services to collect and provide additional employment data to the Council, through the Office of Data Analytics, for the purpose of identifying the spatial distribution of labor and city spending on the municipal workforce.

Employee use of work-related communications during non-work hours has become very common. This local law would require every City agency to generate a policy regarding the usage of City-owned mobile phones, City electronic mail and other forms of communication when employees are not at work. Such policies would then be submitted to the Mayor.

This bill would designate probation officers and supervising probation officers employed by the Department of Probation as “uniformed officers” for the purposes of collective bargaining.

This proposed legislation would require the Department of Citywide Administrative Services (DCAS) to produce and distribute to city employees a pamphlet outlining the benefits of union membership and explain changes and provide clarity to city agencies and employees about the recent Supreme Court decision Janus v. AFSCME Council 31. This Court decision held that no public sector employee, having refused membership in a trade union, may be compelled to pay union dues to said union.