New York A 1199: Requires members of the state, county, city, village and town police, sheriff's departments, fire departments and emergency medical service providers to be trained in the administration of opioid antagonists

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A01199 Summary:

BILL NOA01199 

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SAME ASNo Same As

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SPONSORSimon

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COSPNSRColton, Seawright, Rozic

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MLTSPNSR

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Add §45, Lab L; amd §296, add §96-b, Exec L

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Relates to establishing sexual harassment prevention training protocols within the private sector including a model management policy and training program and how to properly disseminate information to employers and employees.

Go to top A01199 Actions:

BILL NOA01199 

&nbsp

01/09/2025referred to labor

01/07/2026referred to labor

Go to topA01199 Committee&nbspVotes:

Go to topA01199 Floor&nbspVotes:

There are no Assembly votes for this bill in this legislative session.

Go to topA01199 Text:

 STATE OF NEW YORK
 ________________________________________________________________________

 1199

 2025-2026 Regular Sessions

 IN ASSEMBLY

 January 9, 2025
 ___________

 Introduced by M. of A. SIMON, COLTON, SEAWRIGHT, ROZIC -- read once and
 referred to the Committee on Labor

 AN ACT to amend the labor law and the executive law, in relation to
 establishing sexual harassment prevention protocols within the private
 sector

 The People of the State of New York, represented in Senate and Assem-
 bly, do enact as follows:

 1 Section 1. The labor law is amended by adding a new section 45 to
 2 read as follows:
 3 § 45. Prevention of sexual harassment. 1. The department shall produce
 4 a strong model management policy statement defining and prohibiting
 5 sexual harassment in the workplace. Such model policy shall include
 6 recommendations on how employers may provide information and remedies to
 7 employees, including but not limited to a statement informing employees
 8 of their rights of redress, and the availability of complaint resolution
 9 channels and assistance with incidents of sexual harassment. Such model
 10 policy statement shall clearly state that sexual harassment is consid-
 11 ered a form of employee misconduct and that sanctions will be enforced
 12 against individuals engaging in sexual harassment and against superviso-
 13 ry and managerial personnel who knowingly allow such behavior to contin-
 14 ue.
 15 2. The department shall produce a model training program to prevent
 16 sexual harassment in the workplace.
 17 (a) Such model training program shall include information concerning
 18 the federal and state statutory provisions concerning sexual harassment
 19 and remedies available to victims of sexual harassment.
 20 (b) Such department shall also include information in such model
 21 program specifically addressing conduct by supervisors as both partic-
 22 ipants in a general training program and in a supervisor-specific
 23 program to prevent sexual harassment in the workplace.

 EXPLANATION--Matter in italics (underscored) is new; matter in brackets
 [ ] is old law to be omitted.
 LBD00498-01-5

 A. 1199 2

 1 3. The department may consult with the division of human rights in the
 2 production of information set forth under this section.
 3 4. The commissioner shall promulgate regulations allowing for distrib-
 4 ution of the availability of the information set forth in this section
 5 to employers and the public.
 6 § 2. Section 296 of the executive law is amended by adding two new
 7 subdivisions 1-b and 23 to read as follows:
 8 1-b. It shall be an unlawful discriminatory practice for an employer
 9 to:
 10 (a) engage in unwelcome sexual advances towards, make requests for
 11 sexual favors from, or engage in other verbal or physical conduct of a
 12 sexual or sex-based nature with an employee when: (i) submission to such
 13 conduct is made either explicitly or implicitly a term or condition of
 14 an individual's employment; (ii) submission to or rejection of such
 15 conduct by an individual is used as the basis for employment decisions
 16 affecting such individual; or (iii) such conduct has the purpose or
 17 effect of interfering with an individual's work performance by creating
 18 an intimidating, hostile, or offensive working environment.
 19 (b) For the purposes of this subdivision, "employer" shall include any
 20 individual who may hire, transfer, suspend, lay off, recall, promote,
 21 discharge, assign, reward, or discipline other employees, or has respon-
 22 sibility to direct them or effectively recommend such action