New YorkA 115342025-2026 Regular SessionHouseWALLET

Provides for compensation and other terms and conditions of employment of certain state officers and employees; appropriation

Sponsored By: Stacey Pheffer Amato (Democratic)

Became Law

WAYS AND MEANSRULES

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Bill Overview

Analyzed Economic Effects

12 provisions identified: 11 benefits, 1 costs, 0 mixed.

Five-year raises and new pay steps

Covered state workers get raises each year: 4.5% in 2026, 4.0% in 2027, 3.5% in 2028, and 3.0% in 2029 and 2030. New salary schedules take effect March 26, 2026 (administrative) and April 2, 2026 (institutional). If your pay exactly matches a hiring step or job rate on that date, you move to the new matching rate instead of a percentage raise. If hiring rates later go up, agencies and unions can set raises for current workers in those jobs. Unfilled covered positions also get the scheduled increases when filled, and the Budget Director can adjust pay for non‑graded annual workers to match graded increases.

Money set aside to fund raises

The law sets aside $215.1 million and $112 million to fund pay and related costs for April 1, 2026 to March 31, 2027. It also lists smaller line‑item amounts, such as funds for employee benefits and uniform allowances. No money can be spent until the Budget Director issues a certificate of approval. The funds cover obligations through March 31, 2027.

Contract college pay plans and paybacks

From April 1, 2026 to March 31, 2031, Cornell and Alfred contract colleges can raise base pay for nonprofessional service staff under trustee‑approved plans, within set caps. They may replace pay schedules and give extra pay for meritorious service if funds are available. They can use an approved process to repay previously withheld salary instead of a lump sum. Employees hired on or after September 1, 1992 may not be subject to that old withholding rule.

Hazard, winter, and duty lump sums

Starting April 1, 2027, eligible full‑time OMH, OPWDD, OCFS, and DOCCS staff get $300 a year for facility hazardous duty, prorated if less than full time. From April 1, 2026 to March 30, 2031, contracts can grant yearly lump sums for assignment‑to‑duty and for long‑term seasonal staff; these count only toward final average salary for retirement. DOT operational workers can be paid for winter shifts and call‑outs where their contract requires it. These payments are on top of base salary.

Pre‑shift briefing pay continues

Full‑time DMNA workers get $60 extra every two weeks for pre‑shift briefings. Full‑time OCFS institutional workers who assemble for briefings get the larger of $4.80 or one‑quarter of their overtime hourly rate each time. These payments are on top of base salary and apply only where the union contract provides them.

Limits and delays on some raises

Pay changes do not start until the Director of Employee Relations certifies that ratified labor deals are in effect. The Budget Director, and sometimes the Employee Relations Director, can withhold some or all of a raise. The Budget Director can lower the posted salary for any vacant job. Hourly, per diem, part‑time, and seasonal workers get prorated increases, and some extra payments usually do not apply unless allowed. People paid on a fee schedule do not get these raises.

Annuity plan won’t reduce raises

If you are in the special annuity program under Education Law article 8‑C, your salary adjustments are based on your full salary. The law blocks any cut to your pay adjustment because you participate in that annuity program.

Extra pay for night and sleepovers

If your tour has 4 or more hours between 6 p.m. and 6 a.m., you get inconvenience pay based on a $400 yearly rate, converted to a daily amount. A union deal or the Budget Director can raise that rate up to $825 a year. Seasonal and excluded workers get prorated amounts. OPWDD staff who must sleep over keep getting inconvenience pay under their contract and a prior grievance ruling.

Hudson Valley location pay protected

Represented Hudson Valley Developmental Disabilities Services Office workers who already get location pay keep it under the same terms and rates. If you are reassigned within the Hudson Valley office due to reduction or redeployment, you can keep the payment. Your rate cannot be higher than what you are getting now.

Payback for duty‑related property damage

If an incarcerated person, patient, or client damages your personal property on duty after March 31, 2026 and before April 1, 2031, you can get up to $300. If your union contract allows, the cap is up to $600. Claims need department head approval, required certifications, and cannot duplicate other recoveries.

State help for dependent care

If your union contract provides it and you are enrolled in the state dependent care deduction program, the state pays the agreed amount into your dependent care account. Payments come from this law’s funds. These contributions are not part of base pay and do not count for overtime or retirement.

Union status, committee, and grievance funds

Unions keep unchallenged status until seven months before a contract ends. Contracts longer than three years count as three years, except statewide deals starting in 2026 can run up to four years. The statewide labor‑management committee continues from April 2, 2026 to April 1, 2031. The state can use funds in this act to pay grievance and arbitration settlements and awards as contracts allow.

Sponsors & Cosponsors

Sponsor

Stacey Pheffer Amato
Democratic • House

Cosponsors

There are no cosponsors for this bill.

Roll Call Votes

All Roll Calls

Yes: 59 • No: 1

House vote • 6/4/2026

FLOOR Vote