• Telecommuting Program Update

    A broadcast email sent by Human Resources on June 25th stated that the campus would be updated regarding telecommuting before July 10th. This was in anticipation of our “re-opening” plan being approved by SUNY System Administration and this region of the state being allowed to enter Phase 4. We are pleased to announce that the college plan has been approved and the Hudson Valley was cleared to enter Phase 4 this week. In Phase 4 “Colleges, universities, and other higher education institutions can open.”

    Technically this means employees can start to return to campus however, we still want to limit the density on campus. In order to continue decreased campus density, telecommuting will be allowed to continue 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.

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

    The Task Force continues to plan for a return to on-campus operations and student return so over the next few weeks employees may need to report to campus, as needed, to perform certain job functions.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.

    We will continue to plan for the safe return to campus and update the community as the planning progresses.

    Thank you for your continued hard work during these difficult times and your anticipated cooperation in working for a return to work on campus and student arrival for the Fall semester.

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  • New York State Election Law - Time off to Vote

    New York State Election Law




    Time allowed employees to vote on Election Day N.Y. ELECTION LAW SECTION 3-110[1]

    states that:

    • 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

    [1] 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.

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  • The NYS/UUP Joint Labor-Management Committee is pleased to offer FREE online professional development to all UUP-represented employees

    Please click on the following links for information about:

    Online Learning

    Making Time for Learning

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  • 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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  • 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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