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This legislation would amend New York State's
Labor Law by requiring new studies, policies and
workplace training whether a need exists or not.
Since this bill would affect private sector not-for-profit corporations
who receive at least fifty
percent of their budget through government sources, The Business Council opposes enactment of
Different businesses require different solutions
There is no question that violence follows employees to, and occurs in, the workplace and that
vigilance and teamwork on the part of employers, employees and their collective bargaining
agents is necessary to address this issue. However, imposition of this type of uniform mandate,
without regard for the need, size, location or type of business, is the last step toward a solution,
not the first step. The Business Council would prefer to see efforts toward a cooperative solution
before a mandate such as this is considered.
See if the 2000 model domestic violence policy worked
In November 2000, Governor Pataki announced the development and availability of a Model Domestic Violence Employee Awareness and Assistance Policy for Private Business. This resulted from Chapter 368 of the laws of 1997. This called for an effort to make businesses aware of the availability of this model policy, provide technical support, information and encouragement to businesses, and survey businesses within four years to determine the extent of policy adoption. Since domestic violence is a part of overall violence in the workplace, The Business Council believes activities called for in this existing law should proceed and results evaluated before any new mandated actions are considered.
It diverts scarce resources
A program such as this that requires the vast majority of violence-free workplaces to spend time and funds on unneeded studies, analysis and training, diverts valuable resources from other uses.
Supporters of this legislation have made no attempt to estimate of
the cost of this legislation to
businesses and organizations across New York State.
Let unions and employers collectively bargain
In workplaces where employees are represented by a collective bargaining agent, human resource professionals or business owners can work closely with bargaining agents and employees to evaluate and act upon specific situations that affect their worksite(s). If little or no violence issues
exist, they are able to direct their energies to more mutually beneficial issues.
Goes beyond workplace violence
In addition to the above objections, The Business Council has additional concerns about provisions
in the bill including, when a person may request an inspection by the Commissioner and the authority of the Commissioner to go beyond the initial reason for the inspection. Also, this bill duplicates the provisions of the federal Occupational Safety and Health Act (OSHA), an act which employers are already subject to, in requiring that employers provide a safe workplace.
For these reasons, The Business Council opposes this legislation and
respectfully urges that it not
be reported by the Assembly Labor Committee.