Source: https://www.greenpolicy360.net/w/Suffolk_County,_NY_Living_Wage
Timestamp: 2018-12-15 05:07:49
Document Index: 341096810

Matched Legal Cases: ['§ 347', '§ 347', '§ 347', '§ 347', '§ 347', '§ 347', '§ 374', '§ 347', '§ 347', '§ 347', '§ 347', '§ 347', '§ 347', '§ 347', '§ 347', '§ 347', '§ 347', '§347', '§ 501', '§ 347', '§ 347']

Suffolk County, NY Living Wage - Green Policy
Status: Adopted on 7/27/01
Source File: http://www.co.suffolk.ny.us/webtemp3.cfm?dept=8&ID=2185
LAWS OF SUFFOLK COUNTY, NEW YORK, v61 Updated 07-01-2003
PART IV REGULATORY LOCAL LAWS (Chapters 201 -- 500)
Chapter 347, LIVING WAGE
§ 347-1. Legislative intent.
A. This Legislature hereby finds and determines that the County of Suffolk provides grants, loans, tax incentives, contracts and other forms of assistance to businesses that result in the creation or maintenance of a wide variety of employment opportunities.
B. This Legislature further finds and determines that Suffolk County has a limited amount of taxpayer resources to expend, which must be spent wisely.
C. This Legislature also finds and determines that, even in the current booming economy, far too many working Suffolk County residents and their families live below or near the poverty line.
D. This Legislature hereby determines that employees of Suffolk County government currently receive a wage and benefit package that meets the living wage requirements contemplated by this chapter.
E. This Legislature finds that the use of taxpayer dollars to promote sustenance and the creation of living wage jobs will increase consumer income, decrease levels of poverty, reinvigorate neighborhood businesses and reduce the need for taxpayer-funded social programs.
F. This Legislature finds that the disclosure provisions contained in Resolution No. 232-2000 for County purchases of textile or apparel goods represents a first step on the road to a County-wide policy of living wages.
G. Therefore, the purpose of this chapter is to ensure that employees of County contractors and subcontractors and beneficiaries of tax, loan, grant and other subsidy assistance provided by the County earn an hourly wage that is sufficient for a family of four to live at or above the federal poverty level.
§ 347-2. Definitions.
This Legislature hereby finds that Local Law 12-2001, "A Local Law to Implement Living Wage Policy for the County of Suffolk," was adopted by the Suffolk County Legislature on July 27, 2001, via veto override.
This Legislature determines that the Executive Living Wage Task Force made four recommendations to modify the law to ensure a smooth implementation of that statute, as set forth in Exhibit A attached hereto and made a part hereof.
Therefore, the purpose of this law is to amend Local Law 12-2001 as to the following items, and to incorporate other suggested technical changes regarding collective bargaining agreements and covered employees.
Exemptions for not-for-profit corporations;
Exemptions for worker classification; and
Bond financing for not-for-profit organizations;
This law shall apply to all actions occurring on or after July 1, 2002. As used in this chapter, the following terms shall have the meanings indicated:
A. Any grant, loan, tax incentive or abatement, bond financing, subsidy, or other form of assistance of more than $50,000 which is realized by or provided to an employer of at least 10 employees by or through the authority or approval of the County of Suffolk, including, but not limited to, industrial development bonds, Community Development Block Grant (CDBG) loans, and Enterprise-Zone-related incentives. For purposes of a not-for-profit organization specifically seeking bond financing within the County of Suffolk, the threshold requirement of $50,000 shall be measured by the amount of the benefit conferred to the applicant resulting in a net loss incurred by the County of Suffolk and without regard to the amount of the bond financing.
B. Any service contract or subcontract let to a contractor with 10 or more employees by the County of Suffolk for the furnishing of services to or for the County of Suffolk (except contracts where services are incidental to the delivery of products, equipment or commodities) which involves an expenditure equal to or greater than $10,000. For the purposes of this definition, the amount of expenditure for more than one contract for the same service within one calendar year shall be aggregated. A contract for the purchase or lease of goods, products, equipment, supplies, or other property is not an "Assistance" for the purposes of this definition.
AWARDING AGENCY -- That subordinate or component entity or person of the County that is responsible for solicitation of proposals or bids and responsible for the administration of service contracts or financial assistance agreements.
A. Any person or entity that is a recipient of assistance, as defined in this chapter; and
B. Any tenant or leaseholder of a beneficiary that employs at least 10 persons and occupies property or uses equipment or property that is improved or developed as a result of assistance; and
C. Any contractor or subcontractor of a beneficiary that employs at least 10 persons in producing or providing goods or services to a beneficiary that are used by that beneficiary in the project or matter for which the beneficiary has received assistance.
COUNTY -- The County of Suffolk, any agency, office, position, administration, department, division, bureau, board, commission, corporation, public authority, or unit of government the expenses of which are paid in whole or in part by the County, or over which majority control is exercised by officers of the County or of a County-affiliated agency or their appointees.
COVERED EMPLOYER -- A beneficiary of, or an applicant for, Assistance that has not been granted an exemption from this chapter.
COVERED EMPLOYEE -- A person employed on either a full-time, part-time, or temporary basis, by a covered employer, to perform work on or for the project or matter for which the beneficiary has received assistance; provided, however, that persons who are employed in construction work covered pursuant to federal, state, or local prevailing wage laws shall be exempt from this chapter.
LIVING WAGE -- Shall have the meaning stated in § 347-3 of this chapter.
PERSON -- One or more of the following or their agents, employees, representatives, and legal representatives: individuals, corporations, partnerships, joint ventures, associations, labor organizations, educational institutions, mutual companies, joint-stock companies, trusts, unincorporated organizations, trustees, trustees in bankruptcy, receivers, fiduciaries, and all other entities recognized at law by this County.
SEASONAL EMPLOYEE -- An employee hired temporarily for a period not to exceed 90 consecutive days at any given time within a six-month period.
§ 347-3. Living wage and other benefits.
A. Applicability. Covered employers shall pay no less than a living wage to their covered employees who actually perform work or render services on or for a project, matter, contract, or subcontract for which the beneficiary has received assistance, provided that in the case of employees performing nonconstruction work that is covered by state or local prevailing wage laws, covered employers shall pay the greater of a living wage or said prevailing wage for nonconstruction work.
B. Amount of wage. The living wage shall be calculated on an hourly basis and shall be no less than $9 per hour worked with health benefits, as described in this chapter, or otherwise $10.25 per hour. The living wage shall be adjusted upwardly only, if applicable, each year no later than April 1 in proportion to the increase, if any, immediately preceding December 31 over the year earlier level of the area Consumer Price Index as published by the U. S. Department of Commerce, Bureau of Economic Analysis, applied to the living wage. The covered employer shall provide written notification of the rate adjustments to each of its covered employees and to its subcontractors and/or tenants, who shall provide written notices to each of their employees, if any, and make the necessary payroll adjustments by July 1.
C. Health benefits. Health benefits required by this chapter shall consist of the payment of at least $1.25 per hour towards the provision of health-care benefits for employees and their dependents. Proof of the provision of such benefits must be submitted to the agency not later than 30 days after execution of the contract to qualify for the wage rate in § 347-3 for employees with health benefits. Any employee-elected/needed benefit (health care and non-health care options) shall be considered as an eligible item for the purpose of calculating the $1.25 per hour benefit mandated if offered through a cafeteria-like plan, as long as the benefit is not mandated by state or federal law. [Amended 12-18-2002 by L.L. No. 2-2003]
This Legislature hereby finds and determines that Local Law 12-2001, "A Local Law to Permanently Establish Living Wage Policy for the County of Suffolk," adopted by the County Legislature on July 27, 2001, via an override of the County Executive’s veto, will require an additional eight-month transition period based on a request from the Child Care Council.
This Legislature also finds that the day care industry needs an extension of time to comply with the Living Wage Law because several for-profit agencies are not in compliance with the law and may reduce the number of day care slots available in the short run.
This Legislature further finds and determines that some of the not-for-profit agencies are planning on requesting County funds to meet their costs and ultimately fill the void in such slots, if any, that may materialize.
This Legislature determines that the County contracts with these agencies expire on December 31, 2002.
This Legislature further finds that in order to allow sufficient time for the not-for-profits to get to the County funds processed and to develop enough slots to cover the ones the County may lose and to provide for a smooth transition for children in day care so that they can be moved at the start of the new school year, the Child Care Council has requested an extension until September 1, 2003.
Therefore, the purpose of this law is to grant a temporary eight-month exemption to child-care agencies; provide upfront financing for child-care providers to meet increased payroll expenses; and clarify applicability of cafeteria plans to $1.25 health benefit component of the law.
D. Certification of employers paying less than living wage barred. Prior to entering into any agreement with the County of Suffolk for any form of assistance, a covered employer must certify for the County Department of Labor that it will pay each of its covered employees no less than the living wage. A copy of this certification must be made available to the public, upon request, by the beneficiary and by the County Clerk.
E. No reduction in collective bargaining wage rates. Nothing in this chapter shall be construed to require or authorize any beneficiary to reduce wages established by a collective bargaining agreement or required under any prevailing wage law. Nothing in this chapter, however, shall be construed to increase or affect the wages, paid time-off entitlement, or benefits established in a collective bargaining agreement with regard to those employees of a beneficiary or covered employer during any period of time that an employee is not actually performing applicable work as defined in § 347-3A of this chapter.
F. Cuts in nonwage benefits prohibited. No beneficiary shall fund wage increases required by this chapter, or otherwise respond to the provisions of this chapter, by reducing the health, insurance, pension, vacation, or other nonwage benefits of any of its employees.
G. Living wage reporting. The county department of human resources and civil service shall report to the legislature within 60 days after enactment as to which full-time county positions pay less than the living wage standard. The County of Suffolk shall then use this information to comply with the standards of this chapter.
Payroll recordkeeping and reporting. Each covered employee shall maintain payrolls for all covered employees and basic records relating thereto and shall preserve them for a period of three years. The records shall contain: the number of hours worked each day, the gross wages, deduction made, actual wages paid, a record of fringe benefit payments, and any other data as may be required by the County Department of Labor from time to time on a New York State Department of Labor Bureau of Public Works Form PW12, as modified by the County Department of Labor to conform to the requirements of this chapter. Upon request by the County Department of Labor, a covered employer shall produce for inspection and copying its payroll records for any or all of its covered employees for the prior three-year period. Covered employers shall maintain a listing of the name, date of hire, occupation classification, rate of pay, and benefits paid for each of its nonexempt covered employees.
Notice of application for assistance. Any and all contracts or agreements to provide assistance shall be void, and no assistance may be awarded, unless, at least 21 days before Assistance is awarded or an agreement to provide Assistance is signed, the applicant for Assistance files with the office of the County Clerk a publicly available application for assistance which shall include the following:
(a) The name, address, and phone number of both the prospective beneficiary and, if different, the specific project for which the assistance is sought;
(b) The amount and origin of assistance sought (e.g. state or County assistance program or contracting department);
(c) A brief description of the project or service for which the Assistance is sought;
(d) A statement of projected employment needs, by job classification, under the prospective assistance, including calculation of estimated net increase or decrease in jobs as a result of assistance;
(e) A statement of the projected wage levels of all covered employees in each of the years for which Assistance is sought; and
(f) A written commitment to pay all covered employees a living wage, as defined by this chapter.
3. County assistance reports. Each awarding agency shall file a County Assistance Report with the County Department of Labor. The report shall include, for each Assistance package or contract approved, by or through the authority or administration of the County Department of Labor, during the preceding year:
(a) The name of the awarding agency, the name of the specific program under which the assistance was awarded, and the origin of funds for assistance;
(b) A calculation of the total cost to the County of assistance provided to each beneficiary, including both face-value of Assistance, as well as revenue not collected by the County as a result of the Assistance;
(c) A description of the purpose or project for which the assistance is awarded;
(d) An accounting of the total number of jobs created per each project for which Assistance was given; and
(e) An accounting of the average wage paid on all jobs created by assistance granted by the awarding agency during the quarter.
H. Compensated days off. Employers shall provide at least 12 days off per year for sick leave, vacation, or personal necessity at the employee’s request. Employees shall accrue one compensated day off per month of full-time employment. Part-time employees shall accrue compensated days off in increments proportional to that accrued by full-time employees. The employees shall be eligible to use accrued days off after the first six months of employment or consistent with company policy, whichever is sooner. Paid holidays, consistent with established employer policy, may be counted toward provision of the required 12 compensated days off.
I. No covered employer shall adjust the number of hours of work per day, per week, or per month required for a covered employee, who receives a salary instead of an hourly wage, for the purpose of evading or undermining, by punitive measure, the requirements of Subsection B or C of this section. In order to avoid being deemed an evasion or punitive measure under this chapter, any adjustment in the number of hours of work of a salaried covered employee must be by negotiated employment agreement or by a business-wide change in hours of the covered employees by the covered employer, implemented in the ordinary course of business, and shall be accompanied by a corresponding adjustment in the covered employee’s salary and/or benefits to ensure compliance with Subsection B or C of this Section based on the new hourly work requirements.
§ 374-4. Recordkeeping.
A. The County Department of Labor shall promulgate rules and regulations necessary and appropriate for the implementation of this chapter.
B. The County Department of Labor shall submit annual reports to the County Legislature which shall include the following information at minimum:
A listing and the status of all RFP’s and RFQ’s, service contracts and lease agreements executed and financial assistance awarded, to which this chapter applies including the term, dollar amount, and the service performed or assistance provided.
C. The County Department of Labor shall review the records of any covered employer at least once every three years to verify compliance with the provisions of this chapter.
§ 347-5. Noncompliance review and appeal.
A. Covered employers who fail to submit documents, declaration or information required to demonstrate compliance with this chapter shall be deemed nonresponsive and subject to disqualification and other sanctions set forth herein.
B. The County Department of Labor shall develop an administrative procedure and appeal process for determining compliance with this chapter, subject to the following conditions:
Appeals shall be filed with the County Department of Labor within seven calendar days after the date of the notice of the County’s written determination of noncompliance and reasons therefor, or written determination of the applicability of this chapter.
The County Department of Labor shall maintain records pertaining to all complaints, hearings, determinations and findings, waivers requested and granted, and shall submit a regular report on compliance with this chapter no less than annually to the County Legislature. Special reports and recommendations on significant issues of interest to the Legislature shall be submitted as deemed appropriate by the County Department of Labor or as directed or requested by the Suffolk County Legislature.
C. Living wage Advisory Committee.
A living wage Advisory Committee (Committee) is hereby created to review the effectiveness of this chapter at creating and retaining living wage jobs in Suffolk County.
The Committee shall be comprised of seven members as follows
(a) Two members of the Suffolk County Legislature, one to be appointed by the majority leader, and one to be appointed by the minority leader of the County Legislature.
(b) Two labor union members to be selected by labor union affiliates of the Long Island Federation of Labor, AFL-CIO
(c) Three members to be appointed by the County Executive, including two representatives of covered employers, and one member from the community at large.
(d) Members of this Committee shall serve a three-year term.
(e) The Committee shall meet at least once a year and in special session as required. All meetings of the Committee shall be open to the public and shall allow for public testimony on the uses of County assistance generally, and on specific instances of assistance or proposed assistance as received or sought by individual enterprises.
§ 347-6. RFP, contract and financial assistance agreement language.
All RFP’s, County contracts and financial assistance agreements subject to this chapter shall contain the following two paragraphs or substantially equivalent language:
A. "This contract is subject to the living wage Law of the County of Suffolk. The law requires that, unless specific exemptions apply, or a waiver is granted, all employers (as defined) under service contracts and recipients of County financial assistance, (as defined) shall provide payment of a minimum wage to employees (as defined) of $9 per hour with health benefits of at least $1.25 per hour or otherwise $10.25 per hour. Such rate shall be adjusted annually pursuant to the terms of the Suffolk County living wage Law, of the County of Suffolk."
B. "Under the provisions of the living wage Law, the County shall have the authority, under appropriate circumstances, to terminate this contract and to seek other remedies as set forth therein, for violations of this chapter."
§ 347-7. Obligations of covered employers.
A. All covered employers subject to the provisions of this chapter shall submit a completed sworn (under penalty of perjury) "Certification of Compliance Subject to Audit" form, signed by an authorized representative, as part of an executed contract with the County of Suffolk. The completed declaration of compliance form shall be made a part of any executed contract or project agreement and shall be made available to the public upon request.
B. Covered employers shall require their subcontractors to comply with the provisions of this chapter for as long as the covered employer is in receipt of assistance and shall require tenants/leaseholders to comply with the provisions of this chapter for as long as they use and occupy a premises or lease equipment or property that is in receipt of assistance. Language indicating the subcontractor’s or tenants/leaseholders agreement to comply shall be included in any contract or agreement between a covered employer and their contractors, subcontractors, tenants or leaseholders. A copy of such subcontracts or other such agreements shall be submitted to the County and made available to the public upon request.
C. Covered employers shall give written notification to each current and new covered employee, at time of hire, of his or her rights to receive the benefits under the provisions of this chapter. The notification shall be posted prominently in communal areas at the work site. A copy of said notification shall be forwarded to the County and shall include the following:
Minimum compensation and health benefits. The initial rates of $9 an hour with health benefits, or $10.25 without health benefits, will be adjusted each year no later than April 1 in proportion to the increase at the immediately preceding December 31 over the year-earlier level of the consumer price index, as published by the U.S. Department of Commerce, Bureau of Economic Analysis, applied to $10.25. Proof of the provision of qualified health benefits shall be submitted to the County not later than 30 days after execution of the contract to qualify for the wage rate in § 347-3. Health benefits shall be provided to part-time covered employees as well as full-time covered employees.
Notice that the covered employers are required to file a declaration of compliance form as part of the contract with the County and that the County will make said declarations available for public inspection and copying during its regular business hours.
D. Covered employers shall permit access to work sites and relevant payroll records by authorized County representatives for the purpose of monitoring compliance with this chapter, investigating employee complaints of noncompliance, and evaluating the operation and effects of this chapter, including the production for inspection and copying of its payroll records for any or all of its employees for the term of the contract or for five years, whichever period of compliance is applicable.
E. Covered employers shall inform covered employees making less than $12.00 per hour of their possible right to the federal earned income credit (EIC) under Section 32 of the Internal Revenue Code of 1954, 26 U.S.C. Section 32, and shall make available to employees forms informing them of the EIC and forms required to secure advance EIC payments from the employer. These forms shall be provided to the eligible covered employees in English, Spanish, and other languages spoken by a significant number of the covered employees within 30 days of employment under the terms of this section, and as required by the Internal Revenue Code.
§ 347-8. Retaliation and discrimination barred.
§ 347-9. Monitoring, investigation and compliance.
A. The provisions of this chapter shall augment the County’s normal and customary procedure for administering its contracts. The County shall administer the requirements of this chapter as follows:
The County Department of Labor shall develop rules and regulations necessary and appropriate to review contract documents to insure that relevant language and information are included in County RFP’s, agreements and other pertinent documents.
The County Department of Labor shall develop rules and regulations necessary and appropriate for the monitoring of the operations of the contractors, subcontractors, and financial assistance recipients to insure compliance, including the review, investigation, and resolution of specific concerns or complaints about the employment practices of a Covered Employer relative to this chapter. In such cases, the County shall attempt to resolve the problem within 30 days.
(a) Suspension and/or termination of the contract, subcontract, or financial assistance agreement, for cause;
(b) Payback of any or all of the contract or financial assistance awarded by the County of Suffolk;
(c) Deem the covered employer ineligible for future County contracts and/or financial assistance until all penalties and restitution have been paid in full;
(d) A fine payable to the County of Suffolk in the sum of $500 for each week for each covered employee found not to have been paid in accordance with this chapter;
(e) Wage restitution for each affected covered employee.
B. The Suffolk County Attorney shall promulgate procedures for legal enforcement of the requirements of this chapter.
§ 347-10. Covered employee complaint process.
A. The covered employee shall submit to the County a completed complaint form and copies of all documents supporting the allegation.
B. The County shall notify the Awarding Agency and the Covered Employer of the complaint and seek resolution within five days from receipt of the complaint form. If resolution is not accomplished, the County shall initiate an investigation and seek legal remedies, if appropriate.
C. A covered employee claiming retaliation (such as termination, reduction in wages or benefits, or adverse changes in working conditions) for alleging noncompliance with this chapter may report the alleged retaliation in the same manner as the initial complaint.
§ 347-11. Applicability.
A. This chapter shall apply to all actions occurring on or after July 1, 2002, and shall apply to:
Financial assistance awarded after the applicability date of this chapter;
A contract amendment consummated after the applicability date of this chapter which itself meets the financial threshold requirement of this chapter; and
Supplemental financial assistance provided for after the applicability date of this chapter which itself meets the requirements of this chapter.
B. This chapter shall not apply to
Employees working in a bona fide executive, administrative or professional capacity.
Employees earning annually at least $16,650 with health benefits, or $18,962.50 if health benefits are not provided; or
§ 347-12. Duration of requirements.
A. Receipts of assistance in an amount greater than $50,000 in any twelve-month period shall require compliance with this chapter for the life of the project and for as long as such assistance is being received by a beneficiary.
B. Assistance in the form of a service contract or subcontract of at least $10,000, as defined in Subsection B of the definition of "assistance" in § 347-2 of this chapter shall require compliance with this chapter for the term of the contract or subcontract.
§347-13. Exemptions.
A. Grounds for granting exemptions
General exemption. Exemptions may be granted by the County Department of Labor where application of this chapter to a particular form of assistance is found by the County to violate specific state or federal statutory, regulatory or constitutional provision or provisions.
Youth employment exemption. An exemption to this chapter may be granted where a beneficiary is an organization that regularly employs individuals under the age of 21 in a summer youth or school-to-work program. The exemption shall only apply to such employees.
Not-for-profit corporations. An exemption to this chapter may be granted for a maximum period of one year after the enactment of this chapter to any not-for-profit organization which is exempt from federal income tax under Section 501(c) of the Internal Revenue Code of 1986 [26 U.S.C. § 501(c)] and which performs services for the County or its departments for the benefit of the people of Suffolk County, provided:
(a) The Chief Executive Officer of such organization provides proof to the County of Suffolk that the highest paid employee of the corporation earns a salary which, when calculated on an hourly basis, is less than six times the lowest wage or salary paid by the corporation; or
(b) An applicant for an exemption demonstrates that the fulfilling of the requirement of this chapter will present a hardship in that the fulfilling of the requirement of this chapter will directly increase the expected total annual budget of the applicant in an amount greater than 10% of the prior year's adopted budget.
(c) An applicant for an exemption pursuant to Subsection A(3) of this section shall submit in writing to the Suffolk County Department of Labor an application for an exemption containing the following information:
[1] The anticipated total annual budget of the applicant should the exemption be granted;
[2] The annual cost of the application of this chapter to the applicant;
[3] The percentage increase of the anticipated total annual budget of the applicant if the application for an exemption is denied; and
[4] The number of employees that would be affected by the application of this chapter to the applicant.
4. Not-for-profit seasonal employees. A not-for-profit corporation that employs seasonal employees may be granted a permanent exemption from this chapter with respect only to those seasonal employees. Proof that employees are seasonal employees as defined in this chapter and therefore eligible for an exemption must be provided to the County before an exemption can be granted.
5. An applicant for exemption for contracts awarded through competitive bidding or a request for proposal process shall request such exemption by completing a "Request for Exemption - Living Wage" form contained in each bid or request for proposal solicitation issued by the County of Suffolk.
(a) Applicants who are requesting an exemption to this section may submit more than one proposal or bid; i.e., one based on an approved exemption and one based on a disapproved exemption.
(b) The application requesting such exemption shall contain the following information:
[4]The number of employees that would be affected by the application of this chapter to the applicant.
B. Contents of exemption requests. All general exemption requests shall include the following:
The specific or official name of the assistance and assistance program, the statutory or regulatory authority for the granting of the assistance, and a copy of that authority;
C. Temporary exemption. This chapter shall not apply to child-care agencies until September 1, 2003.
§ 347-14. Implementing regulations.
§ 347-15. County transitional financial assistance.
Child-care providers shall be eligible for upfront financial assistance from the Suffolk County Living Wage Contingency Fund, or any successor fund thereto, in order to meet increased payroll expenses upon filing a pertinent request with the County Department of Audit and Control in such form as shall be prescribed by said Department of Audit and Control. The County Department of Audit and Control shall require periodic documentation to verify the proper use of these moneys and shall conduct an annual audit until such time as the Contingency Fund, or any successor fund thereto, has been fully exhausted and the County is no longer providing financial assistance to implement this chapter.
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