reglab/statecodes huggingface dataset:
2023 New York Laws › LAB - Labor › Article 20 - New York State Labor Relations Act › 715 - Application of Article.

§  715.  Application  of article. The provisions of this article shall
  not apply to: (1) employees of any employer who concedes to  and  agrees
  with  the  board that such employees are subject to and protected by the
  provisions of the national labor relations act or  the  federal  railway
  labor  act;  or  (2) employees of the state or of any political or civil
  subdivision or other agency thereof.
2023 New York Laws › LAB - Labor › Article 20 - New York State Labor Relations Act › 717 - State Mediation Board, State Labor Relations Board, and State Employment Relations Board Abolished.

§  717.  State mediation board, state labor relations board, and state
  employment relations board abolished. The state mediation board  created
  by  chapter  five  hundred  sixty-nine  of  the laws of nineteen hundred
  sixty-eight, the New York state labor relations board created by chapter
  four hundred forty-three of the laws of nineteen  hundred  thirty-seven,
  and  the state employment relations board created by chapter one hundred
  sixty-six  of  the  laws  of  nineteen  hundred  ninety-one  are  hereby
  abolished.  All  the  functions,  powers  and  duties of such boards are
  hereby assigned to and shall hereafter be exercised and performed by and
  through the board. Any controversy, proceeding or other  matter  pending
  before  the New York state board of mediation, the state labor relations
  board or the state employment relations board at the time  this  section
  takes  effect,  may be conducted and completed by the board and for such
  purposes the  board  shall  be  deemed  to  be  a  continuation  of  the
  functions,  powers  and duties of the New York state board of mediation,
  the state labor relations board or the state employment relations board,
  respectively, and not a new entity. Upon the transfer  of  functions  to
  the   board   pursuant   to   this   section,   all  appropriations  and
  reappropriations heretofore or hereafter made to the department of labor
  relating to the state board of mediation or the  state  labor  relations
  board  or  segregated  pursuant  to  law,  to  the  extent  of remaining
  unexpended  or  unencumbered  balances  thereof,  whether  allocated  or
  unallocated  and  whether  obligated  or  unobligated  are  hereby  made
  available for use and expenditure by the board for the same purposes for
  which originally appropriated  or  reappropriated.  Whenever  the  state
  board of mediation or the state labor relations board or the chairman of
  the  state  board  of mediation or of the state labor relations board or
  the state employment relations board is referred to or designated in any
  general, special or local law or in any rule,  regulation,  contract  or
  other  document,  such reference or designation shall be deemed to refer
  to the board and the chairman thereof, respectively.
2023 New York Laws › LAB - Labor › Article 20-A - Labor and Management Improper Practices Act › 720 - Findings and Policy.

§ 720. Findings and policy. The rights of employees to organize and to
  bargain  collectively  through labor organizations of their own choosing
  have been affirmatively protected by the constitution  and  statutes  of
  this  state  and  by  parallel federal laws. Encouraged by these laws, a
  substantial proportion of  the  employees  in  this  state  have  become
  members  of,  and contribute financially to, labor organizations for the
  purpose of bargaining collectively with their employers concerning wages
  and other conditions of employment. To the officers and agents of  their
  labor  organizations, these employees have entrusted their funds and the
  power to act in their behalf in achieving the purposes  of  their  labor
  organizations.
Experience has shown instances where officers and agents of some labor
  organizations have abused their positions of fiduciary responsibility.
Experience  has also shown instances in which some employers, employer
  organizations and labor relations consultants have  participated  in  or
  induced  such  abuses of fiduciary responsibility by officers and agents
  of such labor organizations.
Responsible leaders of the labor movement have recognized  that  union
  officers  and  agents  have a fiduciary duty to serve the members of the
  union honestly and faithfully, and these leaders have  taken  courageous
  action against those who have violated their trust. Experience, however,
  has  shown that labor's efforts to correct abuses from within need to be
  aided and supplemented by legislation.
Such abuses have had a harmful effect on the general  welfare,  health
  and  safety  of  employees  and  the  public.  Accordingly, it is hereby
  declared to be the public policy of the state of New York that  officers
  and  agents  of  a  labor  organization  shall  be  held  to a fiduciary
  obligation in  handling  the  labor  organization's  assets;  that  such
  officers   and  agents  shall  not  acquire  financial  interests  which
  interfere or tend to interfere with the faithful  performance  of  their
  responsibility  to  the  labor  organization; and that such officers and
  agents shall account fully to the members of such labor organization for
  all assets and financial transactions. It is hereby further declared  to
  be  the  public policy of the state of New York that employers, employer
  organizations, labor relations consultants and other persons  shall  not
  participate  in  or  induce  violations  of such fiduciary obligation by
  officers and agents of labor organizations.
2023 New York Laws › LAB - Labor › Article 20-A - Labor and Management Improper Practices Act › 721 - Definitions.

§ 721. Definitions. When used in this article, the term:
1.   "Person"   includes   one   or  more  individuals,  partnerships,
  associations, or corporations, whether acting for  themselves  or  in  a
  representative capacity.
2.  "Labor  organization"  means  any  organization  of any kind which
  exists for the purpose, in whole or in part, of  representing  employees
  employed  within  the  state  of  New  York in dealing with employers or
  employer organizations or with a state government, or any  political  or
  civil   subdivision  or  other  agency  thereof,  concerning  terms  and
  conditions of employment, grievances, labor disputes, or  other  matters
  incidental  to the employment relationship, and shall include the parent
  national or international organization of a local labor organization.
3. "Employer" means any person  conducting  a  business  or  employing
  another  within  the  state  of  New York, but shall not include a state
  government or  any  political  or  civil  subdivision  or  other  agency
  thereof.
4.  "Employer  organization"  means any organization of any kind which
  exists for the purpose, in whole or in part, of  representing  employers
  in  dealing  with  employees or labor organizations concerning terms and
  conditions of employment, grievances, labor disputes, or  other  matters
  incidental  to  the  employment  relationship  at  a  place  of business
  maintained in the state of New York.
5.  "Labor  relations  consultant"   means   any   person   who,   for
  compensation,  advises or represents an employer, employer organization,
  or  labor  organization  concerning   employee   organizing,   concerted
  activities  or collective bargaining activities, but shall not include a
  director,  officer  or  regular  employee  of  such  employer,  employer
  organization  or  labor  organization,  or  an  attorney  engaged in the
  practice of law.
6. "Officer" means  any  person  holding  or  in  fact  performing  or
  authorized  to  perform the functions of an office named or described in
  the  constitution,  charter,  articles  of  incorporation,  articles  of
  association or by-laws of a labor organization or employer organization.
7.  "Agent"  means  any  person, other than an attorney engaged in the
  practice of law, who represents or is authorized to  represent  a  labor
  organization  or  employer  organization,  alone  or  with others in its
  dealings with employers,  employees,  members,  employer  organizations,
  labor  organizations,  or  other  persons,  regardless  of  whether  his
  relationship to the labor organization or employer organization is  that
  of an independent contractor or employee.
2023 New York Laws › LAB - Labor › Article 20-A - Labor and Management Improper Practices Act › 722 - Fiduciary Obligations of Officers and Agents.

§  722.  Fiduciary  obligations  of officers and agents. No officer or
  agent of a labor organization shall, directly or indirectly
1. Have or acquire any pecuniary  or  personal  interest  which  would
  conflict with his fiduciary obligation to such organization;
2.  Engage  in  any  business or financial transaction which conflicts
  with his fiduciary obligation; or
3. Act in any way which  subordinates  the  interests  of  such  labor
  organization to his own pecuniary or personal interests.
2023 New York Laws › LAB - Labor › Article 20-A - Labor and Management Improper Practices Act › 724 - Obligation of Employers and Others.

§  724.  Obligation  of  employers  and  others. No employer, employer
  organization, labor relations consultant or other person shall knowingly
  participate in or induce any conduct or act which violates  any  of  the
  obligations  of any officer or agent of a labor organization provided in
  section seven hundred twenty-three.
2023 New York Laws › LAB - Labor › Article 20-A - Labor and Management Improper Practices Act › 725 - Enforcement of Fiduciary Obligations.

§  725.  Enforcement  of fiduciary obligations. 1. Where an officer or
  agent of a labor organization has violated or is violating  any  of  his
  obligations  provided  in  sections  seven  hundred twenty-two and seven
  hundred  twenty-three,  such   labor   organization   and   the   parent
  organization  of  such  labor  organization shall each have the right to
  bring an action or proceeding in any court of competent jurisdiction for
  legal or equitable relief to redress such violation of  obligation.  Any
  member  of  such  labor  organization shall have the right to bring such
  action or proceeding if (a) after request by any member that such action
  or proceeding be brought, such organization shall fail to do so, or  (b)
  such  request  would  be  futile, or (c) such organization has failed to
  prosecute diligently any such action or proceeding which it has brought.
2. If any such action or proceeding is determined  in  favor  of  such
  organization  or  any  such  member, the court may award, in addition to
  other  costs  authorized  by  law,  reasonable   attorneys'   fees   and
  disbursements  out of any moneys awarded or funds or assets recovered in
  such action or proceeding.
3. Any employer, employer organization, labor relations consultant, or
  other person who knowingly participated in or induced any conduct or act
  which violates any of the obligations of an officer or agent of a  labor
  organization  provided  in  sections  seven hundred twenty-two and seven
  hundred twenty-three, shall be  subject  to  the  same  liabilities  and
  judicial remedies as such officer or agent, including but not limited to
  joint  and  several  liability with such officer or agent for any losses
  suffered by the labor organization, or any member thereof, as  a  result
  of  any such violation of obligation, and joint and several liability to
  pay over to such labor organization or such member any gains or  profits
  made as a result of such knowing participation or inducement.
4.  Each  wilful  and  knowing  violation  of any of the provisions of
  sections seven hundred twenty-three or seven hundred twenty-four of this
  article shall constitute a misdemeanor, punishable by  imprisonment  for
  not  more  than  one  year,  or  by a fine of not more than one thousand
  dollars, or by both.
2023 New York Laws › LAB - Labor › Article 20-A - Labor and Management Improper Practices Act › 726 - Financial Reporting.

§  726.  Financial reporting. 1. Every labor organization and employer
  organization shall make available to each of its members a copy  of  its
  annual  financial  report,  or  such  portions thereof as the industrial
  commissioner shall find relevant and appropriate, in such manner as  the
  industrial   commissioner   shall  prescribe.  The  president  or  chief
  executive officer and the treasurer or chief financial  officer  of  the
  organization personally shall be responsible for the preparation of such
  report,  and both shall verify such report. The officers responsible for
  the preparation of reports shall be responsible for providing copies  of
  reports under this section.
2023 New York Laws › LAB - Labor › Article 20-A - Labor and Management Improper Practices Act › 727 - Accounting Requirements.

§  727. Accounting requirements. 1. Every labor organization, employer
  organization, employer and labor  relations  consultant  shall  maintain
  detailed  and  accurate  books and records of account in conformity with
  generally  accepted  accounting  principles  and  in   accordance   with
  standards  prescribed by the industrial commissioner; provided, however,
  that the standards prescribed may vary according to the size and type of
  the organization. All books and records of account  shall  be  preserved
  for  a  period  of five years.  The persons required to prepare  reports
  under section  seven  hundred  twenty-six  of  this  article,  shall  be
  responsible for the maintenance and preservation of books and records of
  account required by this section.
2.  The  industrial  commissioner,  when  he  has  reasonable cause to
  believe that the required accounting standards have not been  maintained
  or  that  the  books and records do not accurately reflect the financial
  condition and  financial  transactions  of  the  labor  organization  or
  employer  organization,  may  examine  the  books  and  records  of  the
  organization, subpoena witnesses and  documents,  and  make  such  other
  investigation  as  is  necessary  to  enable  him to determine the facts
  relative thereto.
The industrial commissioner, when he has reasonable cause  to  believe
  that  the  books and records and the annual financial report required by
  section seven hundred twenty-six do not accurately reflect  the  matters
  required  to  be  maintained  or  reported  by  the  labor organization,
  employer organization,  employer  or  labor  relations  consultant,  may
  examine  the  books  and  records  of  such labor organization, employer
  organization, employer or labor relations consultant, subpoena witnesses
  and documents, and make such other  investigation  as  is  necessary  to
  enable him to determine the facts relative thereto.
2023 New York Laws › LAB - Labor › Article 20-A - Labor and Management Improper Practices Act › 728 - Enforcement of Financial Reporting and Accounting Duties.

§  728.  Enforcement of financial reporting and accounting duties.  1.
  Any officer, agent, or employee of any labor  organization  or  employer
  organization, or any employer or labor relations consultant who wilfully
  fails  or refuses to comply with any provision of sections seven hundred
  twenty-six or seven hundred twenty-seven of this article shall be guilty
  of a misdemeanor, punishable by imprisonment for not more than one year,
  or by a fine of not more than one thousand dollars, or by both.
2. Any officer, agent, or employee of a labor organization or employer
  organization,  or  any  employer  or  labor  relations  consultant   who
  knowingly  causes  any  person  to  fail  or  refuse  to comply with any
  provision  of  sections  seven  hundred  twenty-six  or  seven   hundred
  twenty-seven   of  this  article  shall  be  guilty  of  a  misdemeanor,
  punishable by imprisonment for not more than one year, or by a  fine  of
  not more than one thousand dollars, or by both.
3.  Any  prosecution  brought  under  subdivisions one and two of this
  section shall, in the case  of  a  labor  organization  or  an  employer
  organization,  be  conducted in the county where such organization has a
  place of business and, in the case of an  employer  or  labor  relations
  consultant,  in  the  county where such person resides or has a place of
  business; provided, however, that if such organization does not  have  a
  place  of  business  within  the  state  of  New York or such person has
  neither a  residence  nor  place  of  business  within  the  state,  the
  prosecution shall be conducted in the county of Albany.
4.  If  any  officer,  agent,  or  employee of a labor organization or
  employer organization, or any employer  or  labor  relations  consultant
  fails  or refuses to comply with any provision of sections seven hundred
  twenty-six or seven hundred twenty-seven of this article, or causes  any
  person  to  fail  or  refuse  to  comply  with  the  provisions of these
  sections, the industrial  commissioner  may  issue  an  order  directing
  compliance.  If  the  order  is  not complied with within ten days after
  issuance, there may be instituted in the name of the people of the state
  a proceeding to compel compliance with these sections.
2023 New York Laws › LAB - Labor › Article 20-A - Labor and Management Improper Practices Act › 728-A - Limitation of Prosecutions Under This Article.

§  728-a. Limitation of prosecutions under this article. A prosecution
  for a misdemeanor consisting of a violation of any provision of  article
  twenty-A  of  the labor law must be commenced within two years after the
  facts constituting the crime have been or, in the exercise of reasonable
  diligence, should have been discovered by the industrial commissioner or
  by an officer or employee in the department of labor  charged  with  the
  responsibility  of  investigating  matters  reported  or  required to be
  reported to the industrial commissioner pursuant to such article.
2023 New York Laws › LAB - Labor › Article 20-A - Labor and Management Improper Practices Act › 729 - Rules and Regulations; Extensions of Time.

§  729.  Rules  and regulations; extensions of time. 1. The industrial
  commissioner may, from time  to  time,  promulgate,  amend  and  rescind
  appropriate  rules  and  regulations  designed  to carry out the express
  provisions and purposes of this article.
2023 New York Laws › LAB - Labor › Article 20-A - Labor and Management Improper Practices Act › 731 - Construction and Saving Clause.

§  731.  Construction  and saving clause. 1. Nothing contained in this
  article shall be construed to relieve any labor  organization,  employer
  organization, or any of its officers, agents, employees, representatives
  or   members,  or  any  employer  or  labor  relations  consultant  from
  compliance with any  other  provision  of  this  chapter  or  any  other
  applicable law of this state.
2.  Nothing  contained in this article shall be construed to limit the
  responsibilities  or  duties  of  any  officer  or  agent  of  a   labor
  organization or employer organization under the common law or any law of
  this  state, and nothing contained in this article shall be construed to
  take away or limit any right or remedy  to  which  members  of  a  labor
  organization  or employer organization are entitled under the common law
  or any law of this state.
3. Nothing contained in this article shall be construed  to  limit  or
  otherwise  affect  the  right of any person under any statute or rule of
  law to organize or join labor organizations, to bargain collectively, to
  picket, strike, or engage in other concerted activities for the  purpose
  of  collective  bargaining  or  other  mutual aid and protection, or the
  right of any labor organization under any statute  or  rule  of  law  to
  carry  on  such activities, nor to enlarge or otherwise affect the power
  of courts to issue injunctions under section eight hundred seven of this
  chapter.
2023 New York Laws › LAB - Labor › Article 20-A - Labor and Management Improper Practices Act › 732 - Separability.

§  732.  Separability.  If  any  provision  of  this  article  or  the
  application of such provision to any person  or  circumstance  shall  be
  held  invalid, the remainder of this article and the application of such
  provision to persons or circumstances other than those to  which  it  is
  held invalid shall not be affected thereby.
2023 New York Laws › LAB - Labor › Article 20-B - Psychological Stress Evaluators and Employment › 733 - Definitions.

§ 733. Definitions. As used in this article:
1.  "Employer"  means any individual, person, corporation, department,
board,  bureau,  agency,  commission,  division,  office,   council   or
committee  of  the  state government, public benefit corporation, public
authority or political subdivision  of  the  state,  or  other  business
entity,  which  employs or seeks to employ an individual or individuals.
All provisions of this article pertaining to employers  shall  apply  in
equal force and effect to their agents and representatives.
2. "Employee" means an individual employed by an employer.
3.  "Prospective employee" means an individual seeking or being sought
for employment with an employer.
4. "Psychological stress evaluator" means  any  mechanical  device  or
instrument   which  purports  to  determine  the  truth  or  falsity  of
statements made by an employee or prospective employee on the  basis  of
vocal fluctuations or vocal stress.
5. "Psychological stress evaluator examination" means:
(a)  the  questioning  or  interviewing  of an employee or prospective
employee for the purpose of subjecting the statements of  such  employee
or prospective employee to analysis by a psychological stress evaluator;
(b)  the  recording  of  statements made by an employee or prospective
employee for the purpose of subjecting such statements to analysis by  a
psychological stress evaluator; or
(c)  analyzing, with a psychological stress evaluator, statements made
by an employee or prospective employee for the  purpose  of  determining
the truth or falsity of such statements.
2023 New York Laws › LAB - Labor › Article 20-B - Psychological Stress Evaluators and Employment › 734 - Practitioner Limitations.

§  734.  Practitioner  limitations.  1.  It  shall be unlawful for any
  individual to knowingly administer or participate in the  administration
  of  a  psychological  stress  evaluator  examination  of  an employee or
  prospective employee as defined in section seven hundred thirty-three of
  this chapter.
2. Any individual violating any of  the  provisions  of  this  section
  shall  be  guilty of a class B misdemeanor upon the first conviction and
  upon  any  subsequent  convictions  shall  be  guilty  of  a   class   A
  misdemeanor.
2023 New York Laws › LAB - Labor › Article 20-B - Psychological Stress Evaluators and Employment › 735 - Employer Limitations.

§  735.  Employer  limitations.  1.  No  employer  or  his agent shall
  require,  request,  suggest  or  knowingly  permit   any   employee   or
  prospective  employee  of  such  employer  to  submit to a psychological
  stress evaluator examination and no employer shall administer or utilize
  the results of such test within or without the state of New York for any
  reason whatsoever.
2. A violation of any of the provisions of this  section  shall  be  a
  class  B  misdemeanor  upon the first conviction and upon any subsequent
  conviction a class A misdemeanor.
2023 New York Laws › LAB - Labor › Article 20-B - Psychological Stress Evaluators and Employment › 736 - Employee Rights in Related Proceedings.

§  736.  Employee  rights in related proceedings. No employee shall be
  discharged, disciplined or  discriminated  against  in  any  manner  for
  filing  a  complaint or testifying in any proceeding or action involving
  violations of the provisions of this article. Any employee discriminated
  against in  violation  of  the  provisions  of  this  section  shall  be
  compensated  by  his employer for double the amount of any loss of wages
  and benefits arising out of such discrimination and shall be restored to
  his previous position of employment.
2023 New York Laws › LAB - Labor › Article 20-B - Psychological Stress Evaluators and Employment › 737 - Supplemental Provisions.

§  737.  Supplemental  provisions.  No  individual shall administer or
  participate in the administration of a  psychological  stress  evaluator
  examination  within  the  state  to  any  individual  seeking employment
  outside the  state  of  New  York  or  for  the  purpose  of  continuing
  employment  outside the state of New York.  Any individual violating the
  provisions of this section shall be guilty of a class B misdemeanor upon
  first conviction and upon any subsequent convictions shall be guilty  of
  a class A misdemeanor.
2023 New York Laws › LAB - Labor › Article 21 - New York Call Center Jobs Act › 770 - Definitions.

§ 770. Definitions. As used in this article:
1.  The term "call center" means a facility or other operation whereby
employees receive phone calls or other electronic communication for  the
purpose of providing customer assistance.
2.  (a) The term "call center employer" means any business entity that
employs fifty or more employees, excluding part-time employees; or fifty
or more employees that in the aggregate work at  least  fifteen  hundred
hours  per week, excluding overtime hours, for the purpose of staffing a
call center.
(b) The term "part-time employee" means an employee  who  is  employed
for  an  average  of  fewer  than  twenty hours per week or who has been
employed for fewer than six of the twelve months preceding the  date  on
which notice is required under this article.
(c)  The  term  "tax  credit"  means  any of the following tax credits
allowed under the tax law: recovery tax credit, tax-free New  York  area
tax  elimination credit, minimum wage reimbursement credit, empire state
jobs retention program  credit,  economic  transformation  and  facility
redevelopment   program  tax  credit,  excelsior  jobs  program  credit,
employee  training  incentive   program   tax   credit,   empire   state
apprenticeship program tax credit, and employment incentive tax credit.
2023 New York Laws › LAB - Labor › Article 21 - New York Call Center Jobs Act › 771 - List of Relocated Call Centers.

§ 771. List  of relocated call centers. 1. A call center employer that
  intends to relocate a call center or more than thirty percent of a  call
  center's  employees  measured  as  the  employment level of the previous
  calendar month compared to the average employment  level  at  such  site
  over  the  previous  twelve  months,  from  New  York state to a foreign
  country shall notify the commissioner at least ninety days  before  such
  relocation.
2.  A  call  center  employer  that  violates  subdivision one of this
  section shall be subject to a civil penalty not to exceed  ten  thousand
  dollars for each day of such violation, except that the commissioner may
  reduce such amount for just cause shown.
3.  The  commissioner  shall compile an annual list of all call center
  employers that relocate pursuant to subdivision one of this section, and
  such list shall be made available to the public  and  shall  prominently
  display a link to the list on the department's website. The commissioner
  shall  provide  a  copy of such list to the commissioner of taxation and
  finance.
2023 New York Laws › LAB - Labor › Article 21 - New York Call Center Jobs Act › 772 - Grants, Guaranteed Loans and Tax Benefits.

§ 772. Grants,  guaranteed  loans  and  tax  benefits.  1.  Except  as
provided in subdivision four of this  section  and  notwithstanding  any
other  provision of law, a call center employer that appears on the list
described in section seven hundred seventy-one of this article shall  be
ineligible  to  enter  into any agreements for any state grants or state
guaranteed loans for a period of five years from the date such  list  is
published.
2.  Except  as  provided  in  subdivision  four  of  this  section and
notwithstanding any other provision of law, a call center employer  that
appears  on  the  list described in section seven hundred seventy-one of
this article shall remit the unamortized value of  any  state  grant  or
state  guaranteed  loans  it has previously received for the call center
appearing on the list, if the agreement for such grants  and  loans  was
entered  into  after the effective date of this article. Nothing in this
subdivision shall be deemed to prevent the  call  center  employer  from
receiving  any  grant to provide training or other employment assistance
to individuals who are selected as being in particular need of  training
or  other employment assistance due to the transfer or relocation of the
call center employer's facility or operating units.
3. Except  as  provided  in  subdivision  four  of  this  section  and
notwithstanding  any other provision of law, a call center employer that
appears on the list described in section seven  hundred  seventy-one  of
this   article  shall  not  be  allowed  any  tax  credit  described  in
subdivision (c) of section seven hundred seventy of this article for the
five  taxable  years,  excluding  short   taxable   years,   immediately
succeeding  the  taxable  year in which the call center first appears on
such list, if the agreement for such tax credit was entered  into  after
the effective date of this article.
4.  The  commissioner,  in  consultation  with  the appropriate agency
providing a loan, grant or tax credit may waive the requirement provided
under subdivision one, two or three of this section if the  call  center
employer demonstrates that such requirement would:
(a) threaten state or national security;
(b) result in substantial actual or potential job loss in the state of
New York; or
(c) harm the environment.
If  the  commissioner waives such requirement, such commissioner shall
promptly notify the commissioner of taxation and finance of such waiver.
2023 New York Laws › LAB - Labor › Article 21 - New York Call Center Jobs Act › 773 - Procurement Contracts.

§ 773. Procurement  contracts. The head of each state agency shall use
  reasonable  best  efforts  to  ensure  that  all  state-business-related
  contracts  for  call  center  and  customer service work be performed by
  state contractors or other agents or subcontractors entirely within  the
  state  of  New  York.  Presence  on  the list described in section seven
  hundred seventy-one of this  article  shall  be  considered  a  negative
  indication  of  ability  to  maintain  jobs  in the state as part of any
  vendor responsibility analysis.
2023 New York Laws › LAB - Labor › Article 21 - New York Call Center Jobs Act › 774 - State Benefits for Workers.

§  774. State benefits for workers. No provision of this article shall
  be construed to permit withholding or denial of payments,  compensation,
  or  benefits  under  any  other  state law, including but not limited to
  state  unemployment  compensation,   disability   payments   or   worker
  retraining  or  readjustment  funds,  to workers employed by call center
  employers that relocate to a foreign country.
2023 New York Laws › LAB - Labor › Article 21 - New York Call Center Jobs Act › 775 - No Private Right of Action.

§  775.  No private right of action. Nothing set forth in this article
  shall be construed as creating, establishing, or authorizing  a  private
  cause  of  action  by an aggrieved person against a call center employer
  who has violated, or is alleged to have violated, any provision of  this
  article.
2023 New York Laws › LAB - Labor › Article 21-A - Warehouse Worker Protection Act › 781 - Quotas.

§  781.  Quotas.  Each  employer  shall provide to each employee, upon
  hire, or within thirty days of the effective date  of  this  article,  a
  written  description  of  each  quota  to which the employee is subject,
  including the quantified number of tasks to be performed or materials to
  be produced  or  handled,  within  the  defined  time  period,  and  any
  potential  adverse  employment  action that could result from failure to
  meet the quota. Each time the quota  changes  thereafter,  the  employer
  shall  provide an updated written description of each quota to which the
  employee is subject within two business days of such quota change.  Each
  time an employer takes an adverse employment action against an employee,
  the  employer  shall provide that employee with the applicable quota for
  the employee. The employer must provide the written description  of  any
  quota pursuant to this section in English and in the language identified
  by each employee as the primary language of such employee.
2023 New York Laws › LAB - Labor › Article 21-A - Warehouse Worker Protection Act › 782 - Protection From Quotas.

§  782.  Protection  from quotas. An employee shall not be required to
  meet a quota that prevents compliance with meal or rest periods  or  use
  of  bathroom  facilities,  including  reasonable travel time to and from
  bathroom facilities. An  employer  shall  not  take  adverse  employment
  action  against  an  employee  for failure to meet a quota that does not
  allow a worker to comply with meal and rest periods or  for  failure  to
  meet  a  quota  that  has not been disclosed to the employee pursuant to
  section seven hundred eighty-one of this article.
2023 New York Laws › LAB - Labor › Article 21-A - Warehouse Worker Protection Act › 785 - Right to Request.

§  785.  Right  to  request.  1.  A  current employee has the right to
  request a written description of each quota to  which  the  employee  is
  subject.  If  a  current or former employee believes that they have been
  disciplined as the result of failing to meet a quota, or that meeting  a
  quota  caused a violation of their right to a meal or rest period or use
  of bathroom facilities, including reasonable travel  time  to  and  from
  bathroom  facilities,  they  have the right to request, and the employer
  shall provide, a written description of each quota to which the employee
  is subject, a copy of the most recent ninety days of the employee's  own
  personal  work  speed  data, and a copy of the aggregate work speed data
  for similar employees at  the  same  establishment  for  the  same  time
  period.
2.  Such  requested records pursuant to this section shall be provided
  at no cost to the current or  former  employee.  A  former  employee  is
  limited to one request pursuant to this section.
3. An employer that receives a written or oral request for information
  pursuant  to  this  section  shall  comply  with  the request as soon as
  practicable, but no later than fourteen calendar days from the  date  of
  the request.
4.  Nothing in this section shall require an employer to use quotas as
  defined in this article or monitor work speed  data.  An  employer  that
  does not monitor this data has no obligation to provide it.
5.  The employer must provide the requested written description of any
  quota and personal work speed data pursuant to this section  in  English
  and  in the language identified by each employee as the primary language
  of such employee.
2023 New York Laws › LAB - Labor › Article 21-A - Warehouse Worker Protection Act › 786 - Unlawful Retaliation.

§ 786. Unlawful retaliation. For purposes of this article, there shall
  be  a  rebuttable  presumption of unlawful retaliation if an employer in
  any manner  discriminates,  retaliates,  or  takes  any  adverse  action
  against  any employee within ninety days of the employee doing either of
  the following:
1. Initiating the employee's first request  in  a  calendar  year  for
  information  about  a  quota  or  personal  work  speed data pursuant to
  subdivisions one through three of section seven hundred  eighty-five  of
  this article.
2.  Making  a  complaint  related to a quota alleging any violation of
  sections seven hundred eighty-one to seven hundred eighty-five  of  this
  article,  inclusive, to the commissioner, the department, other local or
  state governmental agency, or the employer.
2023 New York Laws › LAB - Labor › Article 21-A - Warehouse Worker Protection Act › 787 - Enforcement.

§  787.  Enforcement. The commissioner may adopt rules and regulations
  implementing the provisions of this article. The commissioner  shall  be
  authorized to enforce the provisions of this article and to assess civil
  penalties  as  provided  in sections two hundred fifteen and two hundred
  eighteen of this chapter. The  civil  penalties  provided  for  in  this
  section shall be in addition to and may be imposed concurrently with any
  other remedy or penalty provided for in this chapter.
2023 New York Laws › LAB - Labor › Article 21-A - Warehouse Worker Protection Act › 788 - Other Powers.

§  788. Other powers. The attorney general, either upon his or her own
  complaint or the complaint of any person acting for  themselves  or  the
  general  public, has the authority to prosecute actions, either civil or
  criminal, for violations of this article, or to enforce  the  provisions
  thereof   independently   and   without   specific   direction   of  the
  commissioner.
2023 New York Laws › LAB - Labor › Article 22 - Boards of Inquiry in Labor Disputes › 800 - Boards of Inquiry in Labor Disputes.

§ 800. Boards of inquiry in labor disputes. Where any strike, lockout,
  or  other  labor dispute exists or is apprehended, the commissioner, for
  the purpose of inquiring  into  the  causes  and  circumstances  of  the
  dispute  may, if he thinks fit, refer any matters appearing to him to be
  connected with or  relevant  to  the  dispute  to  a  board  of  inquiry
  appointed by him for the purpose of such reference; and the board shall,
  either  in  public  or  in  private, at its discretion, and at any place
  within the state, inquire into the matters referred  to  it  and  report
  thereon  to  the commissioner. Provided, however, that no such reference
  shall be made unless and until there shall  have  been  filed  with  the
  commissioner  a certificate of the state board of mediation stating that
  in its opinion efforts to effect a voluntary settlement of  the  dispute
  have been unsuccessful.
2023 New York Laws › LAB - Labor › Article 22 - Boards of Inquiry in Labor Disputes › 801 - Appointment; Qualification.

§  801.  Appointment;  qualification.    A  board  of  inquiry for the
  purposes of this article shall consist of  a  chairman  and  such  other
  persons  as  the  commissioner  shall  from  time  to  time appoint, The
  chairman and each appointive member of the board shall  be  exempt  from
  civil  service  examination  and the provisions of the civil service law
  and rules.
2023 New York Laws › LAB - Labor › Article 22 - Boards of Inquiry in Labor Disputes › 802 - Rules.

§  802.  Rules.    The  commissioner  may  make  rules  regulating the
  procedure of any board of  inquiry,  including  rules  relating  to  the
  attendance of witnesses, and the production of books, contracts, papers,
  documents  and  other  evidence  which  the  board  may  determine to be
  relevant to the subject matter of the inquiry.
2023 New York Laws › LAB - Labor › Article 22 - Boards of Inquiry in Labor Disputes › 803 - Witnesses; Production of Documents; Subpoenas and Commissions.

§  803. Witnesses; production of documents; subpoenas and commissions.
  A board of inquiry shall have power, if and to such  extent  as  may  be
  authorized  by  rules made under this article, to require any person who
  appears to the board to have any knowledge of the subject matter of  the
  inquiry  to furnish in writing or otherwise such particulars in relation
  thereto as the board may require, to issue subpoenas for and compel  the
  attendance  of witnesses and the production of books, contracts, papers,
  documents and other evidence, and to administer oaths and take testimony
  and take or cause to be taken depositions of witnesses  residing  within
  or  without  this  state.  A subpoena issued under this section shall be
  regulated by the civil practice law and rules. Subpoenas and commissions
  to take testimony shall be issued under the seal of the department.
2023 New York Laws › LAB - Labor › Article 22 - Boards of Inquiry in Labor Disputes › 804 - Reports; Confidential Information.

§  804.  Reports; confidential information.  A board of inquiry shall,
  after investigation, make a final report to the commissioner as  to  the
  matters  referred to it and may make interim reports. Unless the strike,
  lock-out or other industrial dispute is  terminated  or  adjusted  prior
  thereto,  or is re-submitted by all parties to the dispute for voluntary
  settlement to the state board of mediation, any final report of a  board
  of  inquiry  shall  be made public by the commissioner. The commissioner
  may make public any interim report of a board of  inquiry  or  any  part
  thereof,  in  such  manner  as  he deems proper. Provided, however, that
  there shall be excluded from any report or publication authorized by the
  board or the  commissioner,  any  information,  other  than  information
  having  a  direct  bearing  on the dispute, obtained by the board in the
  course of its inquiry as to any labor union  or  as  to  any  individual
  business  (whether  carried on by person, firm or corporation) if at the
  time such information is supplied to the board the person  who  supplies
  it  represents  to the board that it is confidential information and the
  board is satisfied  that  it  is  information  which  is  not  available
  otherwise  than  through  evidence  given  at  the  inquiry, unless with
  respect to such evidence so presented as confidential and  found  to  be
  not  otherwise  available the board procures from the labor union or the
  person, firm or corporation the consent to publication;  nor  shall  any
  individual  member  of the board or any person concerned in the inquiry,
  without such consent, disclose any such information.
2023 New York Laws › LAB - Labor › Article 22 - Boards of Inquiry in Labor Disputes › 805 - Personnel; Compensation.

§ 805. Personnel; compensation.  1. The commissioner by official order
  may assign to the work of the board, or any part thereof, any officer or
  employee  of  the department, who shall perform such services under this
  article as the commissioner may direct. The persons so  appointed  shall
  not  receive  any  additional  compensation  for services performed, but
  shall be allowed their actual and necessary  expenses  incurred  in  the
  performance of their duties under this article.
2.  Each  appointive  member  of  the  board  shall  be entitled to be
  reimbursed for his traveling and other expenses actually and necessarily
  incurred by him in the performances of  his  duties  and,  in  addition,
  shall  receive a compensation to be fixed by the commissioner within the
  amount available by appropriation.
2023 New York Laws › LAB - Labor › Article 22-A - Injunctions in Labor Disputes › 808 - Contempt of Injunction Order to Be Tried by Jury.

§  808.  Contempt  of  injunction  order  to  be  tried  by jury.   1.
Notwithstanding any other provision of law, no person shall be  punished
either  by  fine or imprisonment for any alleged contempt arising out of
any failure or refusal to obey any mandate of the court contained in  or
incidental  to  an  injunction  order  granted by said court in any case
involving or growing out of a labor dispute except after a trial by jury
to which the defendant shall be entitled as a matter of right; provided,
however, that this section shall not apply to any  alleged  contempt  of
such an injunction order committed in the presence of the court.
2. As used in subdivision one of this section:
(a)  A case shall be held to involve or to grow out of a labor dispute
when the case involves persons who are engaged  in  the  same  industry,
trade, craft or occupation; or who are employees of one employer; or who
are  members  of  the same or an affiliated organization of employers or
employees; whether such dispute is between  one  or  more  employers  or
associations  of  employers and one or more employees or associations of
employees; between one or more employers or  associations  of  employers
and  one  or more employers or associations of employers; or between one
or more employees or associations of employees and one or more employees
or associations of employees; or when the case involves any  conflicting
or  competing interests in a "labor dispute" (as hereinafter defined) of
"persons participating or interested" therein (as hereinafter defined);
(b) The term "labor dispute" includes any controversy concerning terms
or  conditions  of  employment,  or  concerning   the   association   or
representation  of persons in negotiating, fixing, maintaining, changing
or seeking to arrange terms or conditions of employment,  or  concerning
employment  relations,  or  any  other  controversy  arising  out of the
respective interests of employer and employee, regardless of whether  or
not the disputants stand in the relation of employer and employee;
(c) A person or association shall be held to be a person participating
or  interested  in a labor dispute if relief is sought against him or it
and if he or it is engaged in the industry, trade, craft, or  occupation
in  which  such  dispute occurs, or is a member, officer or agent of any
association of employers or employees engaged in such  industry,  trade,
craft, or occupation.
2023 New York Laws › LAB - Labor › Article 23 - Apprenticeship Training › 810 - Statement of Public Policy.

§  810.  Statement  of public policy.   Skilled manpower constitutes a
  great  resource  in  this  state.    Apprenticeship  programs,   through
  supervised  training  and  education, develop skilled craftsmen and help
  meet the increasing needs for such workers in the state's  labor  force.
  The   continuing  development  of  skilled  manpower  is  essential  for
  individual self-realization and for an expanding industrial economy.  To
  these ends, it is the declared public policy of the state of New York to
  develop   sound  apprenticeship  training  standards  and  to  encourage
  industry and labor to institute training programs.