NY State Senate Bill 2019-S6086A

Archive: Last Bill Status - In Senate Committee Labor Committee

Introduced
- In Committee Assembly
- In Committee Senate
- On Floor Calendar Assembly
- On Floor Calendar Senate
- Passed Assembly
- Passed Senate
Delivered to Governor
Signed By Governor

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Actions

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	Assembly Actions - Lowercase Senate Actions - UPPERCASE
Jan 08, 2020	referred to labor
Jun 14, 2019	print number 6086a
Jun 14, 2019	amend and recommit to labor
May 16, 2019	referred to labor

Bill Amendments

Original

A (Active)

2019-S6086 - Details

Current Committee:: Senate Labor
Law Section:: Labor Law
Laws Affected:: Add §215-d, Lab L

2019-S6086 - Summary

Relates to discrimination in the use of employment tests and selection procedures; mandates procedures to minimize instances of such discrimination.

2019-S6086 - Sponsor Memo

                                
 
BILL NUMBER: S6086

SPONSOR: RAMOS
 
TITLE OF BILL:  An act to amend the labor law, in relation to discrim-
ination in the use of employment tests and selection procedures

 
PURPOSE:

An act to amend the labor law to ensure that employers that use algor-
ithm-based technologies in hiring and promotion use technologies that
are free from bias and increase diversity.

 
SUMMARY OF PROVISIONS:

Section 1 amends the labor law by adding a new section 215-d.

Subdivision a. Requires that any employer utilizing a test or other
selection procedure for hiring and promotion must select and administer
the test or procedure in a manner that best ensures that discrimination
does not result. Also requires that the employer investigate alternative
tests and procedures and select the option that poses the lowest risk of

discriminatory impact.

Subdivision b. Promotes the development and use of tests and procedures
that increase diversity by providing that tests or procedures that
satisfy the requirements set forth in the subdivision will be deemed not
to discriminate for purposes of state law. To qualify, (i) the test or
procedure must be subjected to an audit prior to implementation that
shows that the test or procedure will not likely create an adverse
impact against a protected class , (ii) the test or procedure must be
subject to an annual examination after implementation, (iii) the annual
examination must demonstrate an increase in hiring or promotion of the
protected class by at least an additional five percent or must demon-
strate that the test or procedure resulted in no adverse impact on the
protected class, and (iv) an employer must cease using any annual exam-
ination that does not meet the stated standards.

Subdivision c. Clarifies that subdivision I) does not impact any defense
an employer may have under current law to claims of discrimination.

Subdivision d. Sets out definitions that govern new section 215-d.

Section 2 sets forth the effective date.

 
JUSTIFICATION:

America's current hiring system is broken and open to discrimination.  A
2017 study published by the National Academy of Sciences found that
hiring discrimination against African-American workers in the U.S. has
not declined in the last quarter century, and has declined only very
slightly for Latino workers. Since 1990, white applicants received, on
average, 36% more callbacks than African-American applicants and 24%
more callbacks than Latino applicants with identical resumes.

New automated tools are being created to help employers improve effi-
ciency in their hiring while reaching a more diverse pool of potential
candidates. These new technologies are both predictive of candidates'
suitability for particular jobs and have the potential to reduce
discrimination in hiring and promotion. For example, data from one
company in this area reported an increase in hiring of 15%-20% more
minorities across different industries and up to 150% more women.

But without appropriate guidelines and auditing requirements, algor-
ithm-based assessments also have the potential to perpetuate or, in some
cases, increase discrimination.

We have an opportunity to help shape the development and implementation
of these new employment technologies to ensure that they improve fair
hiring and promotion practices. The legislation is aimed to do just
that, by requiring employers who use tests and other selection proce-
dures to search for and use the best options available to prevent
discrimination, and by encouraging the development and adoption of tech-
nologies that are shown to be free from bias and to improve diversity.

 
LEGISLATIVE HISTORY:

This is a new bill.

 
FISCAL IMPLICATIONS:

None.

 
EFFECTIVE DATE:
This act shall take 90 days after it becomes law.

2019-S6086 - Bill Text download pdf

                            
 
                     S T A T E   O F   N E W   Y O R K
 ________________________________________________________________________
 
                                   6086
 
                        2019-2020 Regular Sessions
 
                             I N  S E N A T E
 
                               May 16, 2019
                                ___________
 
 Introduced  by  Sen.  RAMOS  -- read twice and ordered printed, and when
   printed to be committed to the Committee on Labor
 
 AN ACT to amend the labor law, in relation to discrimination in the  use
   of employment tests and selection procedures
 
   THE  PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND ASSEM-
 BLY, DO ENACT AS FOLLOWS:
 
   Section 1. The labor law is amended by adding a new section  215-d  to
 read as follows:
   §  215-D. EMPLOYMENT TESTS AND SELECTION PROCEDURES. 1. IF AN EMPLOYER
 UTILIZES A TEST OR OTHER SELECTION PROCEDURE FOR PURPOSES OF  HIRING  OR
 PROMOTION,  SUCH EMPLOYER SHALL SELECT AND ADMINISTER SUCH TEST OR OTHER
 SELECTION PROCEDURE IN A MANNER WHICH BEST ENSURES THAT,  WHEN  ADMINIS-
 TERED  TO  APPLICANTS,  SUCH  TEST IS NOT DESIGNED, INTENDED, OR USED TO
 DISCRIMINATE, AND DOES NOT HAVE A DISCRIMINATORY EFFECT, ON THE BASIS OF
 AN APPLICANT'S RACE, ETHNIC GROUP, OR SEX. IN SELECTING OR ADMINISTERING
 SUCH TEST OR SELECTION PROCEDURE, SUCH EMPLOYER SHALL INVESTIGATE ALTER-
 NATIVE TESTS AND SELECTION PROCEDURES AND SHALL SELECT  THE  ALTERNATIVE
 THAT POSES THE LOWEST RISK OF DISCRIMINATORY IMPACT.
   2.  FOR  PURPOSES OF SUBDIVISION ONE OF THIS SECTION AND PARAGRAPH (A)
 OF SUBDIVISION ONE OF SECTION TWO HUNDRED NINETY-SIX  OF  THE  EXECUTIVE
 LAW,  ANY  TEST  OR  OTHER  SELECTION  PROCEDURE USED BY AN EMPLOYER FOR
 PURPOSES OF HIRING OR PROMOTION SHALL BE DEEMED NOT TO  DISCRIMINATE  ON
 THE  BASIS  OF  A FINDING OF ADVERSE IMPACT AGAINST A SPECIFIC PROTECTED
 CLASS IF, FOR SUCH PROTECTED CLASS:
   (A) SUCH TEST OR SELECTION PROCEDURE UTILIZES A PRE-AUDITED ASSESSMENT
 TECHNOLOGY THAT, UPON USE, RESULTED IN AN  INCREASE  IN  THE  HIRING  OR
 PROMOTION OF SUCH PROTECTED CLASS BY FIVE PERCENT OR GREATER AS COMPARED
 TO THE PRE-IMPLEMENTATION WORKFORCE COMPOSITION OF SUCH PROTECTED CLASS;
   (B)  SUCH  EMPLOYER CONDUCTS AN ANNUAL EXAMINATION OF SUCH PRE-AUDITED
 ASSESSMENT TECHNOLOGY TO DETERMINE AND DOCUMENT WHETHER SUCH  TECHNOLOGY
 HAD AN ADVERSE IMPACT ON SUCH PROTECTED CLASS DURING THE AUDITED YEAR;
 
  EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                       [ ] is old law to be omitted.

                                                            LBD11804-01-9

 S. 6086                             2
 
   (C) SUCH ANNUAL EXAMINATION DEMONSTRATES THAT SUCH PRE-AUDITED ASSESS-
 MENT TECHNOLOGY:
   (I)  RESULTED  IN  AN  INCREASE  IN  THE  HIRING  OR PROMOTION OF SUCH
 PROTECTED CLASS BY FIVE PERCENT OR GREATER DURING THE EXAMINED  YEAR  AS
 COMPARED   TO  THE  PRE-IMPLEMENTATION  WORKFORCE  COMPOSITION  OF  SUCH
 PROTECTED CLASS; OR
   (II) RESULTED IN NO ADVERSE IMPACT ON SUCH PROTECTED CLASS; AND
   (D) SUCH EMPLOYER CEASES  TO  USE  ANY  VERSION  OF  SUCH  PRE-AUDITED
 ASSESSMENT  TECHNOLOGY  THAT DOES NOT MEET THE REQUIREMENTS OF PARAGRAPH
 (C) OF THIS SUBDIVISION.
   3. SUBDIVISION TWO OF THIS SECTION SHALL NOT IMPACT ANY OTHER  DEFENSE
 AN  EMPLOYER  MAY  HAVE TO CLAIMS OF EMPLOYMENT DISCRIMINATION UNDER ANY
 OTHER PROVISION OF LAW.
   4. FOR PURPOSES OF THIS SECTION:
   (A) "PRE-AUDITED ASSESSMENT TECHNOLOGY" SHALL MEAN  A  TEST  OR  OTHER
 SELECTION  PROCEDURE  USED  BY  AN  EMPLOYER  FOR  PURPOSES OF HIRING OR
 PROMOTION THAT:
   (I) PRIOR TO USE BY SUCH EMPLOYER, WAS THE SUBJECT OF  VALIDITY  STUDY
 CONDUCTED BY SUCH EMPLOYER THAT CONFORMS TO THE REQUIREMENTS FOR VALIDI-
 TY STUDIES SET FORTH IN 29 CFR 1607.5; AND
   (II)  PRIOR TO USE BY SUCH EMPLOYER, WAS EXAMINED, AND DEMONSTRATED NO
 PROBABILITY FOR ADVERSE IMPACT BASED ON RACE, COLOR, NATIONAL ORIGIN, OR
 SEX.
   (B) AN "ADVERSE IMPACT" SHALL EXIST WHERE THE SELECTION RATE  FOR  ANY
 RACE, COLOR, NATIONAL ORIGIN, OR SEX CONSTITUTING TWO PERCENT OR MORE OF
 THE  TOTAL  APPLICANT POPULATION IS LESS THAN EIGHTY PERCENT OF THE RATE
 FOR THE GROUP WITH THE HIGHEST SELECTION RATE.
   (C) "PRE-IMPLEMENTATION WORKFORCE COMPOSITION" SHALL  MEAN  THE  DEMO-
 GRAPHIC  COMPOSITION OF A PROTECTED CLASS AS A PERCENTAGE OF THE EMPLOY-
 ER'S OVERALL WORKFORCE THAT EXISTED IMMEDIATELY PRIOR TO  IMPLEMENTATION
 OF A PRE-AUDITED ASSESSMENT TECHNOLOGY.
   (D)  "PROTECTED  CLASS" SHALL MEAN ANY CLASS OF PERSONS BASED ON RACE,
 ETHNIC GROUP, OR SEX.
   (E) "APPLICANT" SHALL MEAN ANY INDIVIDUAL AS  TO  WHOM  THE  FOLLOWING
 FOUR CRITERIA ARE SATISFIED:
   (I) SUCH INDIVIDUAL SUBMITS AN EXPRESSION OF INTEREST IN EMPLOYMENT OR
 PROMOTION;
   (II)  THE  EMPLOYER  CONSIDERS  SUCH  INDIVIDUAL  FOR EMPLOYMENT IN OR
 PROMOTION TO A PARTICULAR POSITION;
   (III) SUCH INDIVIDUAL'S EXPRESSION OF  INTEREST  INDICATES  THAT  SUCH
 INDIVIDUAL POSSESSES THE BASIC QUALIFICATIONS FOR SUCH POSITION; AND
   (IV)  SUCH  INDIVIDUAL  AT NO POINT IN THE SELECTION PROCESS, PRIOR TO
 RECEIVING AN OFFER OR PROMOTION, REMOVES HIMSELF OR HERSELF FROM FURTHER
 CONSIDERATION OR OTHERWISE INDICATES THAT HE OR SHE IS NO LONGER  INTER-
 ESTED IN SUCH POSITION.
   §  2.  This  act shall take effect on the thirtieth day after it shall
 have become a law.

2019-S6086A (ACTIVE) - Details

Current Committee:: Senate Labor
Law Section:: Labor Law
Laws Affected:: Add §215-d, Lab L

2019-S6086A (ACTIVE) - Summary

Relates to discrimination in the use of employment tests and selection procedures; mandates procedures to minimize instances of such discrimination.

2019-S6086A (ACTIVE) - Sponsor Memo

                                
 
BILL NUMBER: S6086A

SPONSOR: RAMOS
 
TITLE OF BILL:

An act to amend the labor law, in relation to discrimination in the use
of employment tests and selection procedures

 
PURPOSE:

An act to amend the labor law to ensure that employers that use algor-
ithm-based technologies in hiring and promotion use technologies that
are free from bias and increase diversity.

 
SUMMARY OF PROVISIONS:

Section 1 amends the labor law by adding a new section 215-d.

Subdivision a. Requires that any employer utilizing a test or other
selection procedure for hiring and promotion must select and administer
the test or procedure in a manner that best ensures that discrimination

does not result. Also requires that the employer investigate alternative
tests and procedures and select the option that poses the lowest risk of
discriminatory impact.

Subdivision b. Promotes the development and use of tests and procedures
that increase diversity by providing that tests or procedures that
satisfy the requirements set forth in the subdivision will be deemed not
to discriminate for purposes of state law. To qualify, (i) the test or
procedure must be subjected to an audit prior to implementation that
shows that the test or procedure will not likely create an adverse
impact against a protected class, (ii) the test or procedure must be
subject to an annual examination after implementation, (iii) the annual
examination must demonstrate an increase in hiring or promotion of the
protected class by at least an additional five percent or must demon-
strate that the test or procedure resulted in no adverse impact on the
protected class, and (iv) an employer must cease using any annual exam-
ination that does not meet the stated standards.

Subdivision c. Clarifies that subdivision I) does not impact any defense
an employer may have under current law to claims of discrimination.

Subdivision d. Sets out definitions that govern new section 215-d.

Section 2 sets forth the effective date.

 
JUSTIFICATION:

America's current hiring system is broken and open to discrimination.  A
2017 study published by the National Academy of Sciences found that
hiring discrimination against African-American workers in the U.S.  has
not declined in the last quarter century, and has declined only very
slightly for Latino workers. Since 1990, white applicants received, on
average, 36% more callbacks than African-American applicants and 24%
more callbacks than Latino applicants with identical resumes.

New automated tools are being created to help employers improve effi-
ciency in their hiring while reaching a more diverse pool of potential
candidates. These new technologies are both predictive of candidates'
suitability for particular jobs and have the potential to reduce
discrimination in hiring and promotion. For example, data from one
company in this area reported an increase in hiring of 15%-20% more
minorities across different industries and up to 150% more women.

But without appropriate guidelines and auditing requirements, algor-
ithm-based assessments also have the potential to perpetuate or, in some
cases, increase discrimination.

We have an opportunity to help shape the development and implementation
of these new employment technologies to ensure that they improve fair
hiring and promotion practices. The legislation is aimed to do just
that, by requiring employers who use tests and other selection proce-
dures to search for and use the best options available to prevent
discrimination, and by encouraging the development and adoption of tech-
nologies that are shown to be free from bias and to improve diversity.

 
LEGISLATIVE HISTORY:

This is a new bill.

 
FISCAL IMPLICATIONS:

None.

 
EFFECTIVE DATE:
This act shall take 90 days after it becomes law.

2019-S6086A (ACTIVE) - Bill Text download pdf

                            
 
                     S T A T E   O F   N E W   Y O R K
 ________________________________________________________________________
 
                                  6086--A
 
                        2019-2020 Regular Sessions
 
                             I N  S E N A T E
 
                               May 16, 2019
                                ___________
 
 Introduced  by  Sen.  RAMOS  -- read twice and ordered printed, and when
   printed to be  committed  to  the  Committee  on  Labor  --  committee
   discharged, bill amended, ordered reprinted as amended and recommitted
   to said committee
 
 AN  ACT to amend the labor law, in relation to discrimination in the use
   of employment tests and selection procedures

   THE PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND  ASSEM-
 BLY, DO ENACT AS FOLLOWS:
 
   Section  1.  The labor law is amended by adding a new section 215-d to
 read as follows:
   § 215-D. EMPLOYMENT TESTS AND SELECTION PROCEDURES. 1. IF AN  EMPLOYER
 UTILIZES  A  TEST OR OTHER SELECTION PROCEDURE FOR PURPOSES OF HIRING OR
 PROMOTION, SUCH EMPLOYER SHALL SELECT AND ADMINISTER SUCH TEST OR  OTHER
 SELECTION  PROCEDURE  IN A MANNER WHICH BEST ENSURES THAT, WHEN ADMINIS-
 TERED TO APPLICANTS, SUCH TEST IS NOT DESIGNED,  INTENDED,  OR  USED  TO
 DISCRIMINATE, AND DOES NOT HAVE A DISCRIMINATORY EFFECT, ON THE BASIS OF
 AN APPLICANT'S RACE, ETHNIC GROUP, OR SEX. IN SELECTING OR ADMINISTERING
 SUCH TEST OR SELECTION PROCEDURE, SUCH EMPLOYER SHALL INVESTIGATE ALTER-
 NATIVE  TESTS  AND SELECTION PROCEDURES AND SHALL SELECT THE ALTERNATIVE
 THAT POSES THE LOWEST RISK OF DISCRIMINATORY IMPACT.
   2. FOR PURPOSES OF SUBDIVISION ONE OF THIS SECTION AND  PARAGRAPH  (A)
 OF  SUBDIVISION  ONE  OF SECTION TWO HUNDRED NINETY-SIX OF THE EXECUTIVE
 LAW, ANY TEST OR OTHER SELECTION  PROCEDURE  USED  BY  AN  EMPLOYER  FOR
 PURPOSES  OF  HIRING OR PROMOTION SHALL BE DEEMED NOT TO DISCRIMINATE ON
 THE BASIS OF A FINDING OF ADVERSE IMPACT AGAINST  A  SPECIFIC  PROTECTED
 CLASS IF, FOR SUCH PROTECTED CLASS:
   (A) SUCH TEST OR SELECTION PROCEDURE UTILIZES A PRE-AUDITED ASSESSMENT
 TECHNOLOGY  THAT,  UPON  USE,  RESULTED  IN AN INCREASE IN THE HIRING OR
 PROMOTION OF SUCH PROTECTED CLASS BY FIVE PERCENT OR GREATER AS COMPARED
 TO THE PRE-IMPLEMENTATION WORKFORCE COMPOSITION OF SUCH PROTECTED CLASS;
 
  EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                       [ ] is old law to be omitted.
                                                            LBD11804-02-9

 S. 6086--A                          2
 
   (B) SUCH EMPLOYER CONDUCTS AN ANNUAL EXAMINATION OF  SUCH  PRE-AUDITED
 ASSESSMENT  TECHNOLOGY TO DETERMINE AND DOCUMENT WHETHER SUCH TECHNOLOGY
 HAD AN ADVERSE IMPACT ON SUCH PROTECTED CLASS DURING THE AUDITED YEAR;
   (C) SUCH ANNUAL EXAMINATION DEMONSTRATES THAT SUCH PRE-AUDITED ASSESS-
 MENT TECHNOLOGY:
   (I)  RESULTED  IN  AN  INCREASE  IN  THE  HIRING  OR PROMOTION OF SUCH
 PROTECTED CLASS BY FIVE PERCENT OR GREATER DURING THE EXAMINED  YEAR  AS
 COMPARED   TO  THE  PRE-IMPLEMENTATION  WORKFORCE  COMPOSITION  OF  SUCH
 PROTECTED CLASS; OR
   (II) RESULTED IN NO ADVERSE IMPACT ON SUCH PROTECTED CLASS; AND
   (D) SUCH EMPLOYER CEASES  TO  USE  ANY  VERSION  OF  SUCH  PRE-AUDITED
 ASSESSMENT  TECHNOLOGY  THAT DOES NOT MEET THE REQUIREMENTS OF PARAGRAPH
 (C) OF THIS SUBDIVISION.
   3. SUBDIVISION TWO OF THIS SECTION SHALL NOT IMPACT ANY OTHER  DEFENSE
 AN  EMPLOYER  MAY  HAVE TO CLAIMS OF EMPLOYMENT DISCRIMINATION UNDER ANY
 OTHER PROVISION OF LAW.
   4. FOR PURPOSES OF THIS SECTION:
   (A) "PRE-AUDITED ASSESSMENT TECHNOLOGY" SHALL MEAN  A  TEST  OR  OTHER
 SELECTION  PROCEDURE  USED  BY  AN  EMPLOYER  FOR  PURPOSES OF HIRING OR
 PROMOTION THAT:
   (I) PRIOR TO USE BY SUCH EMPLOYER, WAS THE SUBJECT OF  VALIDITY  STUDY
 CONDUCTED BY SUCH EMPLOYER THAT CONFORMS TO THE REQUIREMENTS FOR VALIDI-
 TY STUDIES SET FORTH IN 29 CFR 1607.5; AND
   (II)  PRIOR TO USE BY SUCH EMPLOYER, WAS EXAMINED, AND DEMONSTRATED NO
 PROBABILITY FOR ADVERSE IMPACT BASED ON RACE, COLOR, NATIONAL ORIGIN, OR
 SEX.
   (B) AN "ADVERSE IMPACT" SHALL EXIST WHERE THE SELECTION RATE  FOR  ANY
 RACE, COLOR, NATIONAL ORIGIN, OR SEX CONSTITUTING TWO PERCENT OR MORE OF
 THE  TOTAL  APPLICANT POPULATION IS LESS THAN EIGHTY PERCENT OF THE RATE
 FOR THE GROUP WITH THE HIGHEST SELECTION RATE AND WHERE  THE  DIFFERENCE
 BETWEEN THOSE RATES IS STATISTICALLY SIGNIFICANT.
   (C)  "PRE-IMPLEMENTATION  WORKFORCE  COMPOSITION" SHALL MEAN THE DEMO-
 GRAPHIC COMPOSITION OF A PROTECTED CLASS AS A PERCENTAGE OF THE  EMPLOY-
 ER'S  OVERALL WORKFORCE THAT EXISTED IMMEDIATELY PRIOR TO IMPLEMENTATION
 OF A PRE-AUDITED ASSESSMENT TECHNOLOGY.
   (D) "PROTECTED CLASS" SHALL MEAN ANY CLASS OF PERSONS BASED  ON  RACE,
 ETHNIC GROUP, OR SEX.
   (E)  "APPLICANT"  SHALL  MEAN  ANY INDIVIDUAL AS TO WHOM THE FOLLOWING
 FOUR CRITERIA ARE SATISFIED:
   (I) SUCH INDIVIDUAL SUBMITS AN EXPRESSION OF INTEREST IN EMPLOYMENT OR
 PROMOTION;
   (II) THE EMPLOYER CONSIDERS  SUCH  INDIVIDUAL  FOR  EMPLOYMENT  IN  OR
 PROMOTION TO A PARTICULAR POSITION;
   (III)  SUCH  INDIVIDUAL'S  EXPRESSION  OF INTEREST INDICATES THAT SUCH
 INDIVIDUAL POSSESSES THE BASIC QUALIFICATIONS FOR SUCH POSITION; AND
   (IV) SUCH INDIVIDUAL AT NO POINT IN THE SELECTION  PROCESS,  PRIOR  TO
 RECEIVING AN OFFER OR PROMOTION, REMOVES HIMSELF OR HERSELF FROM FURTHER
 CONSIDERATION  OR OTHERWISE INDICATES THAT HE OR SHE IS NO LONGER INTER-
 ESTED IN SUCH POSITION.
   (F) THE TERM "EMPLOYER" SHALL NOT INCLUDE (I) ANY EMPLOYER WITH  FEWER
 THAN  ONE  HUNDRED PERSONS IN HIS OR HER EMPLOY OR (II) THE STATE OF NEW
 YORK, MUNICIPAL CORPORATIONS, OR OTHER GOVERNMENTAL ENTITIES.
   § 2. This act shall take effect on the thirtieth day  after  it  shall
 have become a law.

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Senate Bill S6086A

Sponsored By

Archive: Last Bill Status - In Senate Committee Labor Committee

Bill Amendments

2019-S6086 - Details

2019-S6086 - Summary

2019-S6086 - Sponsor Memo

2019-S6086 - Bill Text download pdf

2019-S6086A (ACTIVE) - Details

2019-S6086A (ACTIVE) - Summary

2019-S6086A (ACTIVE) - Sponsor Memo

2019-S6086A (ACTIVE) - Bill Text download pdf

Comments

Senate Bill S6086A

Share this bill

Sponsored By

Jessica Ramos

Archive: Last Bill Status - In Senate Committee Labor Committee

Bill Amendments

2019-S6086 - Details

2019-S6086 - Summary

2019-S6086 - Sponsor Memo

2019-S6086 - Bill Text download pdf

2019-S6086A (ACTIVE) - Details

2019-S6086A (ACTIVE) - Summary

2019-S6086A (ACTIVE) - Sponsor Memo

2019-S6086A (ACTIVE) - Bill Text download pdf

Comments