NYS & CSEA Partnership -2022-2023 Tuition Benefits Program
The NYS & CSEA Partnership is pleased to announce the 2022-2023 Tuition Benefits Program for CSEA-represented NYS employees.
Some of the program highlights include:
- Eligible CSEA-represented NYS employees may apply for two tuition vouchers or tuition reimbursements. Applications must be received by March 31, 2023.
- Any course taken must be in session during the time frame of April 1, 2022, and March 31, 2023.
- Applications will be accepted by mail (NYS & CSEA Partnership for Education and Training, Corporate Plaza East - Suite 502, 240 Washington Avenue Extension, Albany, NY 12203), by fax at (518) 486-1989, or by email to email@example.com.
- Educational Advisement Services are available to members by calling (800) 253-4332 (Press Option 1) or emailing firstname.lastname@example.org.
A copy of the NYS & CSEA Partnership 2022-2023 Tuition Benefits Program catalog and application can be viewed and downloaded by clicking on the following NYS & CSEA Partnership Website links: Tuition Benefits Program Catalog and Tuition Benefits Program Application Form.
For more information, call (800) 253-4332 or email email@example.com.Keep reading announcement»
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 22, 2021, 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: 2021 Compression Report Form.
If you should have any specific issues or concerns regarding the analysis completed at Purchase College, please contact Human Resources at firstname.lastname@example.org.
Date Posted: 12/15/2021Keep reading announcement»
New York State Election Law - Time off to Vote
New York State Election Law
ATTENTION ALL EMPLOYEES
- If you do not have four (4) consecutive hours to vote, either from the opening of the Polls to the beginning of your working shift, or between the end of your working shift and the closing of the polls, you may take off up to two (2) hours, without loss of pay, to allow you time to vote if you are a registered voter.
- You may take time off at the beginning or end of your working shift, as your employer may designate, unless otherwise mutually agreed.
- You must notify your employer not less than two (2) days, but not more than ten (10) days, before the day of election that you will take time off to vote.
Revised 4.14.2020 by NYS Legislation
*Employers: Not less than ten (10) working days before any Election Day, every employer shall post conspicuously in the place of work where it can be seen as employees come or go to their place of work, a notice setting forth the provisions of this law. Such notice shall be kept posted until the close of the polls on Election Day.
Ley Electoral del Estado de Nueva York
ATENCIÓN A TODOS LOS EMPLEADOS
El tiempo permitido a los empleados para votar el día de las elecciones de N.Y. LEY ELECTORAL SECCIÓN 3-110* establece que:
- Si no tiene cuatro (4) horas consecutivas para votar, ya sea desde la apertura de las Urnas hasta el inicio de su turno de trabajo, o entre el final de su turno de trabajo y el cierre de las urnas, puede despegar hasta dos (2) horas, sin pérdida de salario, para darle tiempo a votar si es un votante registrado.
- Puede tomarse un tiempo libre al comienzo o al final de su turno de trabajo, según lo designe su empleador, a menos que se acuerde lo contrario.
- Debe notificar a su empleador no menos de dos (2) días, pero no más de diez (10) días, antes del día de la elección que se tomará un tiempo libre para votar.
Revisado el 4.14.2020 por NYS Legislation
*Empleadores: No menos de diez (10) días hábiles antes de cualquier día de elecciones, cada empleador deberá publicar visiblemente en el lugar de trabajo donde se pueda ver que los empleados van o vienen a su lugar de trabajo, un aviso que establece las disposiciones de esta ley. Dicha notificación se mantendrá publicada hasta el cierre de las urnas el día de las elecciones.Keep reading announcement»
Telecommuting Program Update
Telecommuting will be allowed to continue until December 31, 2022, (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.
Anyone seeking a reasonable accommodation which is in compliance with the College’s Reasonable Accommodation Policy must contact the Reasonable Accommodation Officer.Keep reading announcement»
Non-chargeable time-off to receive COVID-19 Vaccine
On March 12, 2021 Governor Andrew M. Cuomo signed legislation (S.2588-A/A.3354-B) granting public and private employees’ time off to receive the COVID-19 vaccination. Under this new law, employees will be granted up to four (4) hours of excused leave per injection that will not be charged against any other leave the employee has earned or accrued. This legislation was effective immediately. This legislation is not retroactive and does not apply to vaccination appointments prior to March 12th.
Once your appointment is scheduled, please request the time-off in accordance with normal departmental procedures.
If you need a letter to verify your employment at the college, you can contact Deborah Bradshaw, Sr. Personnel Associate, in Human Resources after you have scheduled an appointment. Deborah can be reached via email at email@example.com
A COVID Vaccination Leave Form is available on our website for you to take to your appointment. Return the completed form to Susan Ciliberti in the Department of Human Resources. If you have attended an appointment during your scheduled workday since Friday March 12, please contact Susan Ciliberti about what other documentation you can provide as proof of your appointment.
The SUNY Time and Attendance System has been updated to allow for a COVID Vaccine drop down option in the option in the non-chargeable category. The system will allow for two (2) non-chargeable times of up to four (4) hours each.
CSEA employees who complete a paper Time and Attendance record should place a checkmark in the “LW FP” column and then write “COVID Vaccination” in the “Remarks” box
If you have any questions, please contact Susan Ciliberti, Time and Attendance Coordinator, via email at firstname.lastname@example.org.Keep reading announcement»
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.Keep reading announcement»