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A 11034

Relates to employment of persons and veterans with disabilities by the state

2025 Regular Session Introduced by Chris Burdick

Expands NY state jobs for disabled people and veterans with disabilities by setting noncompetitive caps of up to 5,000 and 2,000 positions, with prioritized referrals for combat-wo

REFERRED TO GOVERNMENTAL EMPLOYEES
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Bill Summary · A 11034

Bill Summary: A.11034 (2025-2026) – New York Civil Service Provisions for Employment of Persons and Veterans with Disabilities by the State

Overview

  • Jurisdiction: New York
  • Bill: A.11034
  • Session: 2025-2026
  • Introduced by: Assembly Member Burdick (co-sponsor: Chris Burdick)
  • Committee: Governmental Employees
  • Purpose: Amend the civil service law to expand and formalize state employment opportunities for two groups: 1) Persons with physical or mental disabilities 2) Veterans with disabilities (including disabled veterans)
  • Effective Date: Immediate upon enactment

Main Purpose and Intent

  • Increase the number of state government positions specifically designated for:
    • People with disabilities (noncompetitive class)
    • Disabled veterans and veterans with disabilities (noncompetitive class)
  • Prioritize eligibility and recruitment for these groups, with added eligibility criteria and certification requirements to ensure candidates can perform the duties satisfactorily.
  • Elevate priority for veterans who are combat-wounded (as indicated by Purple Heart award) in the certification and referral process.

Key Provisions and Changes

1) Employment of Persons with Disabilities

  • Section: Civil Service Law, §55-b(1) (amendment to existing provision)
  • Expanded cap: The commission may determine up to 5,000 positions (previously 1,700) for duties that can be performed by persons with physical or mental disabilities who are otherwise qualified.
  • Classification: These positions are classified in the noncompetitive class.
  • Eligibility and Certification:
    • Positions may be filled full-time or part-time.
    • Appointments restricted to individuals certified by the employee health service of the department as having a physical or mental disability.
  • Cap: Total number of appointments under this provision may not exceed 5,000.

2) Employment of Disabled Veterans and Veterans with Disabilities

  • Section: Civil Service Law, §55-c(1) (amendment to existing provision)
  • Expanded cap: The commission may determine up to 2,000 positions for duties that can be performed by disabled veterans and veterans with disabilities who are otherwise qualified.
  • Classification: These positions are classified in the noncompetitive class.
  • Eligibility and Certification:
    • Open to veterans of the United States armed forces who either:
    • Establish disability status through appropriate documentary evidence (as defined by state law), or
    • Have been certified by the employee health service of the department as disabled but capable of performing the duties.
    • Priority in certification and referral:
    • Preference to veterans who received a wound in combat, evidenced by the Purple Heart award (as documented by DoD), where the wound is the cause or a substantial contributor to the degree of impairment.
  • Cap: Total number of appointments under this provision may not exceed 2,000.

3) General Provisions

  • Both categories (persons with disabilities and disabled veterans/veterans with disabilities) are designated as noncompetitive class positions, meaning they are filled through a process outside the competitive civil service exams, often via certification/referral systems.
  • The act clarifies that appointment limits are caps and may be adjusted by the commission up to the stated maximums.

Who is Affected

  • State agencies and departments that recruit for civil service roles.
  • Prospective employees who are:
    • Individuals with physical or mental disabilities seeking state employment.
    • Veterans with disabilities or disabled veterans seeking state employment.
  • Certification bodies within the state (employee health service) responsible for disability determinations.
  • Veterans and disability communities seeking prioritized placement, especially those with combat-related injuries (Purple Heart recipients).

Procedural and Timeline Aspects

  • Effective Date: Immediate upon enactment (solely upon passage).
  • Implementation depends on the Commission’s ability to determine the new noncompetitive positions up to the specified caps (5,000 for disabilities; 2,000 for veterans with disabilities).
  • Ongoing process governed by existing noncompetitive class rules and the certification/referral framework.

Potential Impacts

  • Expanded workforce diversity and inclusivity within state government.
  • Increased opportunities for qualified individuals with disabilities and veterans to obtain state employment.
  • Clear prioritization for combat-wounded veterans within the eligibility framework.
  • Possible administrative enhancements to certification processes to accommodate higher caps.

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

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