Update Applicable to: | Effective date |
All covered employers in New York State | January 1, 2025 |
What happened?
On June 7, 2024, New York’s legislature (Senate and Assembly) Passed the Warehouse Worker Injury Reduction Program (S5081 / A8907), which has not yet been delivered to the Governor for signature.
What are the details?
The Warehouse Worker Injury Reduction Program (S5081 / A8907) compels employers to devise a strategy to detect and lessen the incidence of musculoskeletal or ergonomic injuries. This strategy is especially targeted at workers engaged in manual material handling tasks. The program, which includes yearly safety assessments, is a pivotal move towards improving safety in warehouse work environments by reducing potential hazards.
Key Bites for Employers
- Key Definitions
- Coverage
- Requirements:
Business Considerations
- Employers should have their worksites evaluated by professionals to identify and address hazards.
- Employers should prepare to comply with the soon-to-be law since it is expected to be signed.
Source References
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's New York PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.