WeVote
Log In

Bill

Bill

A 7275

Establishes light duty during pregnancy and parental leave for railroad employees

2025 Regular Session Introduced by Rodneyse Bichotte Hermelyn and 5 co-sponsors

In NY, A7275 requires light-duty for pregnant railroad workers and grants parental leave, protecting health and job security for new parents.

REFERRED TO TRANSPORTATION
0
WeVote Research Nonpartisan
Bill Summary · A 7275

Summary: Assembly Bill A 7275 – Light Duty During Pregnancy and Parental Leave for Railroad Employees

Overview

A 7275 is a New York Assembly bill introduced on March 21, 2025, and currently referred to the Transportation Committee. The bill’s primary aim, as indicated by its title, is to establish light-duty accommodations during pregnancy and to provide parental leave for railroad employees. The bill has several cosponsors and a primary sponsor, with related prior-session bills noted.

  • Primary sponsor: Rodneyse Bichotte Hermelyn
  • Cosponsors: Nikki Lucas, Dana Levenberg, Amanda Septimo, Maritza Davila, Phara Souffrant Forrest
  • Referred to: Transportation (filed/introduced March 21, 2025)
  • Related prior-session bills: A 7571 and A 8995

Purpose and Intent

The bill seeks to protect the health and safety of pregnant railroad workers and new parents by mandating or authorizing light-duty roles during pregnancy and establishing parental leave options. The core objective is to ensure that pregnancy and early parenthood do not jeopardize employment, while maintaining safety and operational considerations in the railroad industry.

Key Provisions (high-level)

  • Light-duty during pregnancy: Establishes a framework for reasonable light-duty assignments for pregnant railroad employees when medically advised or necessary, aiming to minimize health risks without removing workers from employment abruptly.
  • Parental leave: Creates or articulates parental leave provisions for railroad employees, enabling time off related to childbearing, adoption, or the arrival of a child, with terms to be defined in the bill’s text.
  • Protections and implementation: Likely includes protections against discrimination or retaliation for employees who utilize light-duty or parental leave, and may outline employer responsibilities, notice requirements, and compliance mechanisms.
  • Definitions and scope: The bill would define terms such as “light duty,” “pregnancy,” “parental leave,” and “railroad employee” (including who is covered) within its text.
  • Enforcement and penalties: Provisions typically cover enforcement mechanisms and potential penalties for noncompliance, though specific details are not provided in the summary.

Note: The exact language, eligibility criteria, duration, compensation, and enforcement details would be found in the full text of the bill.

Who Would Be Affected

  • Employees of railroad carriers and potentially railroad-related employers in New York State who are pregnant or new parents.
  • Railroad employers and their human resources/management personnel responsible for compliance with labor protections and accommodations.

Timeline and Procedural Status

  • Introduced: March 21, 2025
  • Status: Referred to Transportation (on March 21, 2025; duplicate entry noted in actions)
  • Next steps: Assignment to a Subcommittee, potential hearings, amendments, and floor votes in the Assembly, followed by Senate consideration and potential gubernatorial action.

Related Context

  • Related bills in prior sessions (A 7571, A 8995) may address similar topics, suggesting ongoing interest and potential alignment with prior proposals.

Potential Impact

  • Positive: Improved health and safety outcomes for pregnant workers; support for new parents; potential retention of skilled railroad staff; clearer accommodation standards for employers.
  • Operational considerations: Could require railroad carriers to adjust workflows or schedules to accommodate light-duty assignments; potential cost implications for compliance and administration.
  • Legal/administrative: May create new responsibilities for employers and establish enforcement pathways to safeguard workers’ rights.

For a complete understanding, the bill’s full text would be needed to review definitions, eligibility, duration, funding, and enforcement details.

Compiled from official sources — confirm details with the bill’s official record.

Sign in to ask a question.