Payroll Highlights


 

UUP Contract Settlement- What's Coming

  • 2014 Chancellor’s Power of SUNY Performance Incentive Payment $250 added to basic annual salary, prorated for part time employees in addition to 2% Across the Board increase
  • $500 Service Award for Full-Time employees added to basic annual salary meeting one of these eligibility requirements:
    • Granted Continuing or Permanent Appointment
    • Completed seven (7) years of full time consecutive service in one of the titles listed
      • Lecturer
      • Article XI, Appendix B or C titles
  • $500 Service Award for Part-Time employees completed eight(8) consecutive years of service, lump sum not added to base

Longevity Payments- CLASSIFIED STAFF

To be eligible for longevity payments you must meet the following criteria

  • Has five (5) or more years or ten (10) or more years of continuous service* at a base annual salary equal to or greater than the Job Rate for the employee’s grade; and
  • Did not receive an “Unsatisfactory” evaluation on their last rating date. 

Longevity payments are made in two different increments the 5 yr pay is $1250 the 10 yr pay is $2500.  These payments are made in separate checks April and October each year.  Once you receive a longevity payment you will continue to do so each year until such time as the contract changes. 

 

cHANGES TO OVERTIME cALCULATION

Information for CSEA Employees and Supervisors of CSEA Employees

The new CSEA contract (Article 13) has changed the way overtime is calculated for CSEA employees. Sick leave that is not pre-approved (scheduled in advance) will no longer be included in hours worked when determining overtime eligibility.

Artice 13 of the CSEA contract changes the way overtime is calculated. Employees who use unscheduled sick time (calls in sick or leaves work due to illness after reporting to work) will no longer have sick time used in calculating overtime eligibility.

If an employee requests sick leave in advance and the supervisor approve the request, sick time will be included in the calculation of overtime.

This change only applies if overtime is voluntary (employee has the ability to decline overtime). If an individual is mandated to work the overtime, this new provision does not apply.