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OSHA30Construction Online Training in New York

The official “State Plan” of New York is implemented by the Public Employee Safety and Health (PESH) Bureau under the New York Department of Labor. The Commissioner serves as the director of the New York Department of Labour. New York PESH covers all employees of the state’s local and state governments.

State Plan Standards and Regulations

The New York PESH has generally implemented all OSHA regulations relevant to employment with municipal and state governments. In collaboration with the Hazard Abatement Board, the Commissioner can create alternate or state-initiated standards to safeguard the safety and health of state and local government employees in New York.

PESH’s state-initiated standards include the following:

  • Workplace Violence Prevention – 12 NYCRR Part 800.6
  • Emergency Escape and Self-Rescue Ropes and System Components for Firefighters (in cities below one million residents) – 12 NYCRR Part 800.7
  • Permissible Exposure Limits – 12 NYCRR Part 800.5
  • Right-to-Know – 12 NYCRR Part 820

The recording and reporting of occupational injuries and illnesses are also governed by New York PESH’s rules (12 NYCRR Part 801).

In New York, most construction employers favor OSHA 30 certified staff over untrained labor. It is encouraged for workers who are interested in management or supervisory positions in the construction industry to register for online OSHA 30 training in New York because the course OSHA30Construction includes important safety subjects relevant to job operations.

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Unlock the best site safety procedures and prevention measures through OSHA 30-Hour Construction Training and save yourself and your company from s...
DOL CARD
25 TOPICS
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$189 $150
4.5 (107 Ratings)
Unlock the best site safety procedures and prevention measures through OSHA 30-Hour Construction Training and save yourself and your company from serious OSHA violations.
DOL CARD
25 TOPICS
30 HRS
$189 $150

Investing in an OSHA30Construction training course also has a variety of advantages, including:

  • Preventing OSHA penalties and expensive charges.
  • Reduction of workers’ compensation costs.
  • Enhancing the profitability and productivity of the workplace.

Construction Industry Statistics in New York

In 2020, the estimated economic production of the construction industry was $85 billion, or 7.8% of the overall economic output of New York City.

The construction industry boosted the state’s $1.9 trillion GDP New York by $56.3 billion (3.0%). In 2021, New York had 51,000 construction businesses.

In New York, private nonresidential spending reached $30 billion in 2021. $22 billion was spent on state and municipal governments.

In August 2022, 372,600 people were employed in the construction industry in New York, an increase of 2,000 (0.5%) from August 2021 but 9% less than in February 2020.

According to the August 2022 AGC-Autodesk Workforce Survey, there were open hourly craft positions at 93% of American and 100% of New York businesses.

In 2021, the median salary for three of the top five most prevalent construction occupations in New York exceeded the median for all employees in the state.

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Labor Laws in New York

Fair Employment PracticesAn employer is prohibited from discriminating against employees, applicants, and unpaid interns under the New York State Human Rights Law (NYSHRL), which applies to all businesses. Age, race, creed, color, national origin, gender, sexual orientation, gender identity, and expression are all protected factors, as are military status, predisposing genetic traits, familial status, marital status, and status as a victim of domestic abuse.

The NYSHRL forbids anyone from taking revenge on anyone who has objected to any illegal behaviors or actions.

A certified medicinal marijuana patient is immediately considered to have a handicap for the NYSHRL under New York's Compassionate Care Act (CCA). Accordingly, under the anti-discrimination provisions of the NYSHRL, registered certified patients are shielded from unfavorable employment actions based on their health conditions and subsequent marijuana use.
Pregnancy AccommodationAccording to the NYSHRL, an employer must make reasonable accommodations for pregnancy- or childbirth-related medical issues that restrict the use of a normal bodily function or that can be verified by clinical or laboratory diagnostic methods generally acknowledged in the medical community.
Equal PayThe rate at which an employee without status within the same protected class or classes in the same establishment is paid for equal work on a job requiring equal skill, effort, and responsibility and performed under similar working conditions or substantially similar work when viewed as a composite of skill, effort, and responsibility, is prohibited from being paid by an employer.
Discussion of WagesEmployees are not prohibited by their employer from asking about, discussing, or revealing their own or another employee's pay.
Whistleblower ProtectionsThe New York False Claims Act permits whistleblowers to submit claims on behalf of state and local governments, much like federal legislation does.
Criminal ChecksUnless the criminal offense is directly related to the position in question or the conviction proves that the applicant would pose an "unreasonable risk" to other employees or to the general public if hired, an employer with ten or more employees may not refuse to hire an applicant based on a prior conviction.
Salary History Inquiry RestrictionsThe state of New York restricts salary history inquiries and forbids employers from using a candidate's wage or salary history to decide whether to extend an offer or determine wages or salaries.

Applicants or present workers may voluntarily—and without being asked—disclose or confirm their past earnings or salaries.
Minimum WageNew York has five Minimum Salary Orders that set salary and hour requirements for workers in various businesses, including hospitality, building services, farm labor, nonprofit organizations, and other industries and occupations. In addition, the cost of maintaining the mandatory uniforms must be covered in addition to the minimum pay.
OvertimeFor each hour an employee works beyond 40 in a given workweek in New York, they must be paid 1.5 times their regular pay rate.
Breastfeeding BreaksFor up to three years following the birth of a child, nursing moms must be given adequate unpaid break time (at least 20 minutes once every three hours) to express breast milk.
Child LaborAccording to child labor laws, numerous dangerous occupations, including handling explosives, maintaining machinery, construction work, and logging, are off-limits to minors under 18. Minors under the age of 16 are subject to further limitations. The same adult employees' meal breaks apply to minors. Minors need an employment certificate to work.
Wage DeductionsAn employer can deduct money from an employee's pay that is expressly mandated by the law, a court, or a government agency or for the employee's benefit and has been approved in writing by the worker.
Wage NoticesThe Wage Theft Prevention Act (WTPA) of New York mandates that an employer give new hires written notice of specific pay-related facts (such as pay rate, pay basis/frequency, and regular payday) no later than ten days from the hire date. The notification shall be given in the employee's first language in addition to English.
Health Care ContinuationIn some situations, group health insurance policies sold to firms with two to 19 employees must continue to offer benefits. New York legislation is generally similar to the federal COBRA (Consolidated Omnibus Budget Reconciliation Act). The requirement that group health insurance provided to companies of any size give continuation coverage for up to 36 months is more lenient under state law than federal law.
Temporary Disability InsuranceThe temporary disability benefits (TDB) statute in New York covers qualifying employees who cannot work due to non-job-related illnesses, injuries, or pregnancy-related disabilities for up to 26 weeks in 52 weeks.
Paid Family LeaveDuring any 52-week calendar period, employees are entitled to 10 weeks of paid family leave (PFL) at a rate of 60% of their average weekly income.
Paid Sick LeaveEmployers who are covered must give qualified workers access to safe and sick time. The size and net income of the employer determine how much leave is offered and whether it is paid or unpaid.
Other Time Off RequirementsA New York employer must adhere to additional leave and time off laws, such as those governing military spouse leave, voting leave, military leave, jury duty leave, crime victim/witness leave, domestic violence leave, bone marrow donor leave, blood donor leave, emergency responder leave, and day of rest requirements, in addition to paid family leave and paid sick leave.
Smoke-Free WorkplaceThe New York State Clean Indoor Air Act forbids smoking in enclosed spaces, including places of employment. Employers must display the necessary signage.
Safe Driving PracticesAll texting while driving is prohibited in New York, as is using any hand-held cell phone.
Final PayThe final pay date for terminated employees shall not be later than the usual payday following the pay period in which the termination took place. The company must mail the final paycheck if the worker demands it.

An employer must adhere to a precise set of probate regulations to correctly transfer wages due to a deceased employee's estate or survivors when the employee dies.

Frequently Asked Questions

Safety supervisor, Safety manager, Site safety and health officer, Forklift operator, Foreman, Electrical technician etc.

There is no stated expiry date by OSHA. However, employees must renew their OSHA cards every five years due to specific changes in occupational standards

Yes, an Online OSHA 30-hour training course is accepted in New York.

The main office is located in Albany with nine district offices located throughout the state.

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Start Your OSHA30Construction Course at Your Own Comfort

Start Your OSHA30Construction Course at Your Own Comfort