Legislation

Advocacy is critical to supporting and advancing SHRM’s programs and visibility.
- SHRM Advocacy Team.

After much debate, the Legislature adopted a new minimum wage for New York State that includes different scheduled increases for different parts of the state. Click Here To View Schedule
 
Paid Family Leave Proposed Regulations

The NYS Workers Compensation Board and the NYS Department of Financial Services released proposed rules regarding the the New York’s Paid Family Leave law. As you know, this law is scheduled to take effect January 1, 2018. The law applies to employers of one or more employee.  In 2018, employees will receive up to 50 percent of their average weekly wage (up to 50 percent of the statewide average weekly wage) for up to 8 weeks. When PFL is fully implemented in 2021 employees will receive 67% of their average weekly wage and will provide up to 12 weeks of paid leave for an employee to care for a family member with a serious health condition, the birth or adoption of a child, or for a qualified military exigency. You can read the full regulation at: http://www.wcb.ny.gov/PFL/pfl-regs.jsp

For coverage beginning Jan. 1, 2018, the contribution amount is 0.126 percent of an employee’s weekly wage or the NYSAWW ($1,305.92 for 2016), whichever is less. Employers may (but are not required to) start payroll deductions from employees on July 1, 2017.

The DOL revised regulations state that employees who regularly work 20 hours will become eligible on the 26th consecutive work week. Employees who work less than 20 hours per week may become eligible on the 175th day of employment.

 We are awaiting final regulations!

New York City Predictive Scheduling Laws

Bans “on-call” for retail employees

This bill will ban the practice of “on-call scheduling” for retail employees. On-call scheduling is when an employer requires an employee to be available to work, to contact the employer or to wait to be contacted by the employer, to determine whether the employee must report to work. This bill will prohibit retail employers from cancelling, changing or adding work shifts within 72 hours of the start of the shift (except in limited cases). The bill also requires a retail employer to: post the schedule for the retail employees’ schedule 72 hours before the beginning of the scheduled hours of work.

NYC Prohibition on salary inquires

This bill would prohibit employers from inquiring about a prospective employee’s salary history during all stages of the employment process. In the event that an employer is already aware of a prospective employee’s salary history, this bill would prohibit reliance on that information in the determination of salary. When employers rely on salary histories to determine compensation, they perpetuate the gender wage gap. Adopting measures like this bill can reduce the likelihood that women will be prejudiced by prior salary levels and help break the cycle of gender pay inequity.

 

 Making hours available prior to hiring new staff

This bill would require fast food employers with available hours to offer shifts to existing employees before hiring new employees. This bill is intended to provide part-time fast food workers with a path toward additional hours and full-time employment, should they want it. Employers would only be required to offer hours to current employees up until the point at which the employer would be required to pay overtime, or until all current employees have rejected available hours, whichever comes first. Only after the employer had exhausted options to provide shifts to current workers would the fast food employers be free to hire additional part-time workers.

 

 

2017 SOCIAL SECURITY CHANGES 

https://www.ssa.gov/news/press/factsheets/colafacts2017.pdf

  

401 (K) deferral Elections in 2017

              Deferral limits for 401(k) plans 

 

  • $18,000  
  • $6,000 Catch Up Contributions
  • Catch-up contributions for those age 50 and over

 

 

IRS HSA Contribution limits for 2017:

HSA contribution limit(employer + employee)

Self-only: $3,400

Family: $6,750

HSA catch-up contributions(age 55 or older)*

$1,000

HDHP minimum deductibles

Self-only: $1,300

Family: $2,600

HDHP maximum out-of-pocket amounts (deductibles, co-payments and other amounts, but not premiums)

Self-only: $6,550

Family: $13,100

* Catch-up contributions can be made any time during the year in which the HSA participant turns 55.

** Unlike other limits, the HSA catch-up contribution amount is not indexed; any increase would require statutory change.

 

 

 

    Legislative Connections:

    Get to know your representatives so that they may call on you for assistance when an issue or problem regarding the workplace occurs. Let your representative know you can be a resource for them.

    New York State:

    www.ny.gov

    Look Up Your Voter Registration – Find Out Who Your Representative Is!   

    The Legislative box is on the right side…it lists NYS Senate, NYS Assembly –these are your NYS Representatives. It also lists NY State Congressional Delegation, these are your Federal Representatives.  You can click on your Representative’s name to get their contact information. You can also send emails through this site.

    Legislative updates for NYS laws can be found on the NYS Business Council’s website www.bcnys.org under Government Affairs…Government Affairs Albany Update

    Suffolk County:  

    www.co.suffolk.ny.us

    Click on Elected Officials on the left side.  Then look for Legislature….click the Legislature icon…then Offices…Legislator’s Offices. Again it will give you names/pictures and direct links to your Legislators.

    Nassau County:  

    www.nassaucountyny.gov

    Click on Legislature…all are listed as pictures/names/districts…click on your Representative for contact information.

    Please Note: If you call or write a letter/email to an elected official regarding an issue that SHRM supports you can earn .25 credits towards recertification. You need to keep a copy of the letter/email or document your phone conversation (Date/Time/Who).

    For further information contact:

    SHRM-LI Legislative Chair
    Samantha Halfen, PHR, SHRM-CP       
    LegislativeChair@SHRMLI.org