• UUP Salary Equity Study

    During negotiations for the 2016-2022 State/UUP Agreement, the parties agreed to develop guidelines and a methodology for a salary equity study to be conducted at each campus. The purpose of such a study is to identify compression and inversion for UUP-represented employees. Salary inversion may exist when new employees are hired at salaries higher than experienced employees; compression may exist when salaries of experienced employees fail to maintain distance above salaries of new employees.

    A State/SUNY/UUP executive-level committee developed guidelines and a methodology to analyze and identify the extent of salary compression and inversion, and the adopted guidelines and methodology have been utilized at Purchase College.

    The agreement between the State and UUP includes using 0.5% of the DSI to address identified compression and inversion. Campuses had the ability to use the full amount to address compression and inversion. The College President made the decision to use the full amount to address compression. DSI will be paid in the December 21, 2022 paycheck. Those that received DSI were notified by Human Resources. The summary of specific considerations made in the distribution of DSI can be viewed by clicking on the following link: 2022 Compression Report Form.

    If you should have any specific issues or concerns regarding the analysis completed at Purchase College, please contact Human Resources at human.resources@purchase.edu.

    Date Posted: 12/06/2022

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  • NYS & CSEA Partnership - Tuition Benefits Program

    The NYS & CSEA Partnership is pleased to announce the 2024-2025 Tuition Benefits Program for CSEA-represented NYS employees.

    Please click on the following website link to access information about the Tuition Benefits Program 

    For more information, call (800) 253-4332 or email advisors@nyscseapartnership.org.

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  • Telecommuting Program Update

    Telecommuting will be allowed to continue until June 30, 2024, (the end of the current pilot agreement) as deemed appropriate by the supervisor in consultation with the area Vice President. Together they will work to establish a plan to ensure health and safety of employees while meeting the colleges’ and departments work goals and operational needs. Employee concerns can be addressed with the supervisor, sector VP, or Human Resources as appropriate and will be handled on a case-by-case basis.

    If your telecommuting application needs to be amended due to a change in work duties you will need to submit a new one. The application is located on the HR Employment Forms website.

    Anyone seeking a reasonable accommodation which is in compliance with the College’s Reasonable Accommodation Policy must contact the Reasonable Accommodation Officer.

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  • 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.

    Additional information can be found on the New York State Family Paid Leave website and HR/Benefits website.

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