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Sponsors
2 Co-sponsors
History
- Vetoed memo.6724
- Delivered to governor
- Returned to senate
- Passed assembly
- Ordered to third reading cal.479
- Substituted for A7170A
- Referred to governmental employees
- Delivered to assembly
- Passed senateVote 58–3
- Ordered to third reading cal.1002
- Committee discharged and committed to rules
- Reported and committed to finance
Show 6 earlier actions
- Referred to civil service and pensions
- Substituted by A7170A
- Advanced to third reading
- 2nd report cal.
- 1st report cal.445
- Referred to civil service and pensions
Companion bill
The same bill in the other chamber. A bill becomes law when one version passes both houses and the governor signs it, so either number can carry it.
Changes the probationary period for employees of the health and hospital corporation of the city of New York in the title of non-competitive class
Assembly Floor Calendar · Sponsor Peter Abbate
Full text
The text isn't available here yet. Check nysenate.gov.
Sponsor's memo
Title of bill
An act to amend the civil service law, in relation to the duration of probationary periods and disciplinary hearings for certain employees in the non-competitive class
Purpose
This bill would provide a one year probationary period for employees of the New York city Health and Hospitals Corporation (HHC) appointed to a title on the non-competitive class. By doing so, it would afford section seventy-five of the civil service law hearing rights to such an employee
Summary of provisions
Section 1 of the bill would provide a one year probationary period for employees of the New York city Health and Hospitals Corporation appointed to a title on the non-competitive class.
Existing law
Employees of HHC in the non-competitive class are subject to a five year probationary period pursuant to section seventy-five of the civil service law and Rule 5, section 5.2 of the Personnel Rules of the New York City Health and Hospitals Corporation
Legislative history
None.
Statement in support
Employees in the competitive class of civil service have a one year probationary period under State law. That one year duration is the default duration that applies to most public employees. This is for a good, common sense, reason - it should only take one year for a competent manager to determine that an employee performs at a competent level and is deserving of the right to a hearing before being fired. A five-year period such as that now required by HHC management pursuant to leeway granted by current statute and HHC Personnel Rules only serves to unfairly extend by fivefold the power of the manager to fire the employee at the manager's whim or will. This is unfair and unnecessary.
Budget implications
Minimal. There would be hard to predict hearing costs for employees who otherwise could be fired without any due process.
Effective date
The bill is effective immediately.
Summaries, headlines and scores are AI-generated from the official bill text. How we score bills. Source: NYS Open Legislation.