• Memorandum of Understanding (SUNY/UUP) - Possible Adjustment to Tenure Clock Timelines

    Please click here to view the complete Memorandum of Understanding.

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  • 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.telecommute.app@purchase.edu).

    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.telecommute.app@purchase.edu).

    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.

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  • Delay in payment of the April 2020 General Salary Increases (GSIs) for Negotiating Units CSEA & NYSCOPBA.

    The Office of the State Comptroller (OSC) has been directed by the Division of the Budget to delay payment of the April 2020 General Salary Increases (GSIs) for Negotiating Units CSEA & NYSCOPBA.

    The Division of the Budget has verified to OSC (Office of State Controller) that the 2% GSIs should not be included in employee payments to be made on April 29, 2020, but that all other salary adjustments owed, including Performance Advance, will be processed. The GSI payments will be deferred for 90 days and then assessed for issuance by the Division of the Budget.

    Members of CSEA and NYSCOPBA have been notified by their respective union.

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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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  • Agreement regarding extension of use of Personal Leave (PL) accruals

    To: CSEA members

    From: Human Resources

    Date: April 6, 2020

    Subject: Agreement regarding extension of use of Personal Leave (PL) accruals

    The Governor’s Office of Employee Relations has reached an agreement with all unions, including CSEA, that for those employees who earn personnel leave to temporarily suspend the forfeiture of personal leave accruals as follows:

    Employees engaged in the response efforts or who are unable to utilize “Personal Leave” (PL) due to ongoing response efforts who would otherwise forfeit unused PL on their anniversary date shall be allowed to carry such unused PL forward. This shall only apply to unused PL that was or would have been forfeited by bargaining unit members between the dates of3/9/20 to 5/31/20. (For example, a bargaining unit member has an anniversary date of 3/24/20, they still have one (1) remaining day of PL as 3/23/20 and due to the response effort is unable to use the PL day. In this case, on 3/24/20 this member would be allowed to have six (6) PL days. Five (5) new PL days in addition to the one (1) carried forward). All personal leave standing to the employee’s credit on their anniversary date fallingbetween 3/9/20 and 5/31/20 (in this example 3/24/20) would expire on the day before their following anniversary date, if unused.

    For questions, please contact Time and Attendance at (914) 251-6057.

    ________________________________________________________________________

    Asunto: Acuerdo relativo a la prórroga de los días personales

    La Oficina de Relaciones con los Empleados del Gobernador ha llegado a un acuerdo con todos los sindicatos, incluida la CSEA, de que para aquellos empleados que ganan permiso de personal suspendan temporalmente el decomiso de las confiscaciones de licencia personal de la siguiente manera:

    Los empleados que participen en los esfuerzos de respuesta o que no puedan utilizar los Días Personales debido a los esfuerzos de respuesta continuos que de otro modo perderían los Dias Personales no utilizada en su fecha de aniversario podrán llevar adelante dichos Días Personales no utilizados. Esto solo se aplicará a los Días Personales no utilizados que hayan sido o hubieran sido perdidos por los miembros de la unidad de negociación entre las fechas del 3/9/20 al 5/31/20. (Por ejemplo, un miembro de la unidad de negociación tiene una fecha de aniversario de 3/24/20, todavía tiene un (1) día personal restante como 3/23/20 y debido al esfuerzo de respuesta no puede utilizar el Día Personal. En este caso, el 3/24/20 a este miembro se le permitiría tener seis (6) Días Personales. Cinco (5) nuevos Días Personales además de el (1).

    Para preguntas, comuníquese con Tiempo y Asistencia al (914) 251-6057.

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