The mission of the Department of Human Resources is to assist the college in reaching its goals by providing quality and timely advice and supportive services to the college’s leaders, faculty, and staff. In addition, the department administers and enforces employment policies, procedures, and employee benefit programs.
The Department of Human Resources is a staff function in support of other campus goals; a service organization dedicated to the worth of campus staff, their growth and development, and providing advice and assistance to campus managers and individual employees based on their individual needs.
For a list of current job vacancies and/or to submit an application for a listed position, please click on the following link:
Questions about union membership:
CSEA employees who have questions about their union membership may call CSEA at the following numbers: 518-257-1000 or 1-800-342-4146
UUP employees may call the following phone number, which has been created and dedicated specifically for membership questions: 518-640-6678
Paid Family Leave (PFL)
Effective January 1, 2019, all UUP and MC-13 and 06 employees are eligible for and required to participate in the new Paid Family Leave benefit through New York State.
Paid Family Leave will provide paid time off so an employee can:
- Bond with a newly born, adopted, or fostered child
- Care for a family member with a serious health condition
- Assist loved ones when a family member is deployed abroad on active military duty
Employee payroll deductions fund the program. For 2019, the contribution is 0.153% of gross biweekly wages, up to and not to exceed an annual maximum employee contribution of $107.97. This deduction will begin no sooner than January 1, 2019.
Pilot Statewide Telecommuting Program
Beginning Tuesday, March 17, all non-essential state employees will work from home under a new Telecommuting Pilot Program designed to help limit the spread of COVID-19. This temporary program was created through agreements with CSEA, PEF and UUP, and also applies to M/C employees. It will remain in effect until May 14, 2020. This does not mean that all non-essential employees will work from home for the entire date range. For a full description of the program, please visit the Human Resources Policies and Procedures website.
Essential employees are defined as those whose job function is essential to the effective operation of their agency or authority. The term also applies to employees who must be physically present to perform their job, and those who are involved in the COVID-19 emergency response.
Non-essential employees are defined as those who do not need to be physically present to perform their jobs. The term also applies to employees who are not required to meet the core function and programs of their agency during this emergency response.
At this time, non-essential employees shall work from home; to the extent they are able. Employees will not be charged their accruals to fulfill this directive. Non-essential employees must call their supervisor no later than one hour prior to their regular start time, so any change in status can be communicated. While they are home, these employees may be assigned work outside of their normal duties.
As the operational needs of the response shifts, specific job functions or work locations may be modified accordingly. The college and authorities may change an employee’s designation from either essential or non-essential at any time and will provide notice if that change is necessary.
Supervisors should notify their employees of their status (essential vs. non-essential) as soon as possible. Academic faculty are considered essential employees to provide continuity of instruction via distance learning.
All telecommuters will be required to submit a work plan and application (which is available on the HR Employment Forms website) with the exception of faculty, to their supervisor that includes hours worked and work completed. If you have already made arrangements to work from home with your supervisor you may assume that your request has been approved but please complete the application so that we have a record. Please complete the application to the best of your ability, not everything on there is applicable to Purchase. Employees must treat a telecommuting day as a regular workday in which the employee must maintain a regular work routine.
Upon receiving a request to work off-site, supervisors have 48 hours to review and make an initial determination on the request.
Supervisors who are reviewing the off-site proposal should inform Human Resources of the decision. Human Resources will provide final approval within 48 hours of receiving the request in their office. Completed applications must be emailed to: Human Resources Telecommute App (HRM.firstname.lastname@example.org).
If the request is disapproved or if an employee wishes to contest mandated telecommuting, they may appeal to the agency head or designee (Kathleen Farrell) in writing within 24 hours of the denial. The appeal shall state the reasons for disagreement with management’s determination and a decision on that appeal shall be provided within seven (7) calendar days. If the appeal is denied, the reasons for the denial must be provided.
Any denials of request for telecommuting are not grievable under any collective bargaining agreements.
Anyone who has questions about the new program or an employee’s ability to work from home should send an email to: Human Resources Telecommute App (HRM.email@example.com).
Please read the policy thoroughly before reaching out and know that responses may be delayed.
Additional information will be provided as needed. Thank you for your patience and cooperation.