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<h1>Chosen Name and Gender Identity Request Form</h1>
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<p>SUNY Brockport allows students to request that their first name be changed on their Eagle One ID card and in other official university systems (Banner and Blackboard) when their legal name does not accurately reflect their identity.</p>
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<h3 tabindex="-1">What is the purpose of SUNY Brockport’s Chosen Name and Gender Identity Request?</h3>
<p tabindex="-1">SUNY Brockport recognizes that some students wish to use a first name other than a legal or official name of record to identify themselves in day-to-day use. The University acknowledges that the student’s first name can and should be used on the Eagle One ID cards and in other university systems (Banner and Blackboard). This process is limited to first names and not surnames or family names. For non-U.S. citizens, the official name of record is the passport name. Also, it is hoped that this opportunity will assist students with affirming their self-identification. The University extends this accommodation in order to help foster a more welcoming, supportive and respectful campus climate for all of its students.</p>
<h3 tabindex="-1">Process</h3>
<p tabindex="-1">Students wishing to modify an existing first name, on their Eagle One ID card and other university systems (Banner and Blackboard) must use the online, <a href="https://forms.brockport.edu/view.php?id=6919376" target="_blank" rel="noopener">Chosen Name and Gender Identity Request Form</a>.</p>
<p tabindex="-1">Upon completing the form, a 5-10 minute meeting can be scheduled either with the Chief Diversity Officer, <a tabindex="-1" href="mailto:[email protected]?subject=">[email protected]</a> , or with another preferred campus mentor (e.g. professor, counselor, etc.). The meeting will provide follow-up to the online request and allow students to learn of additional resources and support services available at the institution. For students choosing to schedule a meeting, please contact us at <a href="mailto:[email protected]">[email protected]</a> or (585) 395-2024.</p>
<p tabindex="-1">After confirmation of a valid request, students can go to the Conrad Welcome Center to pick up their new Eagle One ID card free of charge. This accommodation is available due to a partnership between the Office of Equity, Diversity and Inclusion (OEDI), Library Information & Technology Services (LITS), and the Registrar’s Office. The first name change will appear on the front of the Eagle One ID card.</p>
<h3 tabindex="-1">Frequently Asked Questions</h3>
<h4 tabindex="-1">WHERE WILL MY UPDATED Chosen first NAME APPEAR?</h4>
<p tabindex="-1">Your chosen first name will appear on your Eagle One ID Card, Banner and Blackboard. Your legal name will still appear on official transcripts, medical records, paychecks, financial aid documents, and other documents which allow for legal name only.</p>
<h4 tabindex="-1">CAN ANYONE UPDATE MY chosen FIRST NAME?</h4>
<p tabindex="-1">No. Only you as the student can update your preferred first name.</p>
<h4 tabindex="-1">CAN I RESET MY chosen FIRST NAME TO WHATEVER I WANT?</h4>
<p tabindex="-1">Although students are generally free to determine the names they wish to be known by, inappropriate use of the name policy (including but not limited to avoiding a legal obligation or misrepresentation) may be cause for denying the request. In addition, the University reserves the right to remove a chosen first name if it is deemed inappropriate (e.g., is offensive or derogatory), or if used inappropriately.</p>
<h4 tabindex="-1">HOW OFTEN CAN I CHANGE MY chosen FIRST NAME AT THE University?</h4>
<p tabindex="-1">Your chosen first name can be changed no more than once an academic year and twice during your tenure at Brockport. However, only one Eagle One ID card per student will be provided free of charge. If a student requests a second first name change they will have to pay a $25 fee for their new Eagle One ID card.</p>
<h4 tabindex="-1">HOW DO I CORRECT OR CHANGE MY LEGAL/OFFICIAL NAME AT THE University?</h4>
<p tabindex="-1">Students who wish to change their official name of record must submit official documentation (e.g., court order, divorce decree) directly to the Office of the Registrar.</p>
<h3 tabindex="-1">Brockport Diversity Statement</h3>
<p tabindex="-1">SUNY Brockport is committed to creating and maintaining an equitable environment that welcomes, values, respects and supports individuals and communities who affirm human dignity. The University provides opportunities for engagement, learning, growth, and transformation to foster a diverse, equitable, and inclusive institution.</p>
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<p tabindex="-1">In February 2021, SUNY Chancellor Jim Malatras announced SUNY’s 25-point Action Plan to close racial equity gaps, and eliminate cultural and institutional racial discrimination across SUNY campuses. We have taken that plan and mapped it, where applicable, against the efforts SUNY Brockport currently is doing and then included next steps.</p>
<h2 tabindex="-1">A. Close Student Academic Equity Gaps</h2>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">1. Strengthen and Expand Opportunity Programs</button></h4>
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<p><strong>Current Brockport Mapping Against Plan<br /></strong>We have a strong EOP and EOC.</p>
<p> </p>
<p><strong>Next Steps<br /></strong>We will continue to focus on persistence, retention and graduation rates for our EOP students, as per our new Persistence Roadmap. We need to invest in more technology support and training for EOP staff especially post-COVID. In addition, we would like the program to focus more on major and career exploration, transition, and advising so that our good first to second year retention is matched by persistence beyond this point in time. For our REOC, we are focusing on additional Online EOC offerings via SUNY for All.</p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">2. Expand Re-Enroll to Complete Program to Close Persistent Equity Gaps</button></h4>
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<p><strong>Current Brockport Mapping Against Plan<br /></strong>Since 2015, SUNY Brockport’s Completion Program has reached out to students who stepped out prior to graduation and facilitated their return. In five years, 651 students who left without a degree, returned and graduated. In addition, the University generated close to $1.3 million dollars in tuition revenues and nearly $114,000 in back bills. In the spring of 2021, 52 former students are registered and working toward their degree.</p>
<p> </p>
<p>The program’s success is related to the comprehensive approach used to support these returning students. They receive personal assistance in advising, mentoring, and financial aid referrals. In addition, many are able to receive financial support via a unique grant program: “Flying Start, Flying Finish”.</p>
<p> </p>
<p>The Brockport Completion Program pre-dates SUNY’s program. It was funded by a PIF Grant and to date has graduated approximately 30% of the 2,170 SUNY completion students.</p>
<p> </p>
<p>Post grant, we created a permanent position for the Completion Specialist.</p>
<p> </p>
<p><strong>Next Steps<br /></strong>We need to continue to support this endeavor with additional data collection regarding reasons student leave and barriers to their return, as well as initiatives to prevent students walking away, etc.</p>
<p> </p>
<p>The REOC plans to implement a completion program, using Brockport protocols.</p>
<p><strong> </strong></p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">3. Develop a Robust Policy to Expand Higher Education Credit for Life and Work Experience </button></h4>
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<p><strong>Current Brockport Mapping Against Plan<br /></strong>Brockport does not award currently credit for “life experience.” This decision was initially made several years back based on our limited ability to assess these experiences effectively. As a result, student requests are referred to Empire State College which has the resources and expertise to evaluate and determine credit Prior Learning Assessment (PLA). We do offer PLA for credit by exam, including AP and IB. Other exams are given for courses offered in foreign languages, nursing, and public health education. Credit earned in this way is recorded via Degree Works and treated as transfer credit earned from four-year colleges.</p>
<p>Credit is also awarded for military experiences and for non-credit courses in non-collegiate institutions.</p>
<p> </p>
<p><strong>Next Steps<br /></strong>The Deans, the Provost, and Admissions are reviewing our current practice to see if there are opportunities to expand. These include the following actions:</p>
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Developing a more comprehensive web page for current and potential transfer students
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Submitting a Senate proposal to eliminate the 54 credit limit
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Adding the SUNY appeal of transfer credit form to transfer acceptance packages
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Exploring an MOU for portfolio assessment with Empire State College and reviewing financial aid options.
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Developing further portfolio assessment options locally
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Disseminating the information on credit by exam to chairs by the deans in hopes of increasing this option
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Reviewing credit by exam for LOTE with Modern Languages
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</ul>
<p>In addition, we will explore re-imagining Delta College. Delta College students can complete in 99 credits but the program is typically only open to freshmen. One suggestion might be to reframe Delta into a completion program for returning adults.</p>
<p><strong> </strong></p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">4. Expand Successful Programs to Support and Recognize Indigenous Learning Across SUNY System </button></h4>
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<p><strong>Current Brockport Mapping Against Plan<br /></strong>N/A to Brockport, as this is a System-wide undertaking</p>
<p> </p>
<p><strong>Next Steps<br /></strong>SUNY is inventorying existing programs to look to see if they can be taken to scale, including through Prior Learning Assessment (PLA). Exploring options with Modern Languages.</p>
<p><strong> </strong></p>
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<h2>B. Create A More Inclusive Culture at SUNY</h2>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">1. Develop a Model Diversity Training Program for Campuses </button></h4>
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<p><strong>Current Brockport Mapping Against Plan<br /></strong>N/A to Brockport, as this is a System-wide undertaking</p>
<p> </p>
<p><strong>Next Steps<br /></strong>We will ensure that SUNY is aware of the outcomes of our Everfi and BizLibrary trainings.</p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">2. Conduct a SUNY-Wide Biennial Climate Survey</button></h4>
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<p><strong>Current Brockport Mapping Against Plan<br /></strong>N/A to Brockport, as this is a System-wide undertaking</p>
<p> </p>
<p><strong>Next Steps<br /></strong>We are planning to conduct a full Campus Climate Survey during 2021-22, and a committee has been formed to lead this project, conduct the survey, and analyze results, in order to form an action plan.</p>
<p><strong> </strong></p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">3. Review and Enhance SUNY’s Mission to Expressly Support Diversity, Equity and Inclusion </button></h4>
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<p><strong>Current Brockport Mapping Against Plan<br /></strong>N/A to Brockport, as this is a System-wide undertaking</p>
<p> </p>
<p><strong>Next Steps<br /></strong>We have developed definitions for EDI on our campus; SUNY’s definitions, once created, will supersede our campus definitions. The Cabinet proposes adding Inclusion as a fifth value of the University during the review of the next strategic plan.</p>
<p><strong> </strong></p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">4. Expand Programs Dedicated to the Social-Emotional and Academic Development of Students of Color</button></h4>
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<p><strong>Current Brockport Mapping Against Plan<br /></strong>Brockport’s Black Male Initiative (BMI) is the Talon Academy, implemented in 2020. We have also created the Joey Jackson Intercultural Center.</p>
<p> </p>
<p><strong>Next Steps<br /></strong>Our Persistence Roadmap addresses a sense of belonging on campus and offers KPIs and goals that focus on our under-represented students. The Student in Transition Committee is exploring additional support for Latinx Women.</p>
<p><strong> </strong></p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">5. Expand Clubs and Other Formal Student Organizations for Students of Color </button></h4>
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<p><strong>Current Brockport Mapping Against Plan<br /></strong>Brockport has a wealth of student clubs and organizations specifically for students of color, including African Student Union, Association of Latinx American Students, BSG Cultural Council, Caribbean Student Association, Men of Color, Organization for Students of African Descent (OSAD), Women of Color Empowerment Club, as well as fraternities and sororities.</p>
<p> </p>
<p><strong>Next Steps<br /></strong>Continue to support our student clubs and organizations as important Co-Curricular High Impact Practices (CHiP) on campus.</p>
<p><strong> </strong></p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">6. Create a System-Wide Research Institute on Racial Equity </button></h4>
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<p><strong>Current Brockport Mapping Against Plan<br /></strong>Not applicable to Brockport: This is a System-wide undertaking</p>
<p> </p>
<p><strong>Next Steps<br /></strong>N/A</p>
<p><strong> </strong></p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">7. Create a Permanent Process to Address Diversity, Equity and Inclusion at the Board of Trustees Level</button></h4>
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<p><strong>Current Brockport Mapping Against Plan<br /></strong>N/A to Brockport</p>
<p> </p>
<p><strong>Next Steps<br /></strong>N/A</p>
<p><strong> </strong></p>
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<h2>C. Embed Racial Equity into Curriculum and Toward Racial Equity</h2>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">1. Incorporate Diversity in General Education Requirements</button></h4>
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<p><strong>Current Brockport Mapping Against Plan<br /></strong>This has been the case at Brockport since 1989.</p>
<p> </p>
<p><strong>Next Steps<br /></strong>This has been completed. Any System-wide Diversity code protocols will be implemented.</p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">2. Update Criminal Justice Curriculum</button></h4>
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<p><strong>Current Brockport Mapping Against Plan<br /></strong>Criminal Justice is one of the largest majors at Brockport.</p>
<p> </p>
<p><strong>Next Steps<br /></strong>Any updates to our program would occur through shared governance processes led by College Senate. Community Justice major is being launched this fall as a collaboration between Anthropology and Criminal Justice.</p>
<p><strong> </strong></p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">3. Develop a Process to Share Best Practices or Best in Class in Embedding Racial Equity into Curriculum</button></h4>
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<p><strong>Current Brockport Mapping Against Plan<br /></strong>While this is a system-wide undertaking, Brockport has an opportunity to focus on sharing best practices through local routes, including CELT and OEDI partnerships.</p>
<p> </p>
<p><strong>Next Steps<br /></strong>Intentional development of CELT workshops to address all areas of EDI, including racial equity.</p>
<p><strong> </strong></p>
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<h2>D. Strengthening Institutional Role of CDO on Every Campus</h2>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">1. Conduct a System-wide Audit of the Impact and Effectiveness of the CDO role on every campus</button></h4>
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<p><strong>Current Brockport Mapping Against Plan</strong><br />N/A to Brockport</p>
<p> </p>
<p><strong>Next Steps</strong><br />We will actively participate in any review process.</p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">2. Update Policy that CDOs must be a Direct Report to the President at Every Campus</button></h4>
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<p><strong>Current Brockport Mapping Against Plan</strong><br />This has been the case since 2017 at Brockport.</p>
<p> </p>
<p><strong>Next Steps</strong><br />Maintain status quo</p>
<p><strong> </strong></p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">3. CDOs must have sufficient Resources to Carry Out their Roles and Responsibilities </button></h4>
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<p><strong>Current Brockport Mapping Against Plan</strong><br />Since 2015, at the direction of the president, SUNY Brockport has increased the budget for the OEDI by 174%, not including the PIF grants that were won through a competitive process. We have added full time secretarial support, made a temporary position permanent, and allocated additional Brockport Auxiliary Service Corporation dollars to their budget (this was accomplished a re-allocation process that reduced funds in other divisions). In 2020, along with all other areas of campus with the exception of Academic Affairs, OEDI underwent a Zero Based Budget exercise. This exercise focused on what the core needs are for the office and the institution. Like all offices on campus, OEDI will need to look at budget savings as a result of the current state-wide budget crisis, but we are also looking to see what investments should be made once both the mandated state hiring freeze is lifted, and our university’s budget situation improves.</p>
<p> </p>
<p><strong>Next Steps</strong><br />Continue to look for additional support for the OEDI. Working with new CDO on plans for future expansion of the office, as budgets allows. Work with the new CDO on how best to craft the job description for the current vacancy in the office. Develop plans for Faculty Fellowships to supplement staffing. Increase work-study opportunities in the office.</p>
<p><strong> </strong></p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">4. Any Hiring or Change in Employment Status of a CDO Should be Reported to the System Office of Diversity, Equity and Inclusion</button></h4>
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<p><strong>Current Brockport Mapping Against Plan</strong><br />This has been the case since 2017 at Brockport and the System CDO received a copy of the new CDO’s credentials upon hire.</p>
<p> </p>
<p><strong>Next Steps</strong><br />Maintain status quo</p>
<p><strong> </strong></p>
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</section>
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<h2>E. Increase Diversity of Faculty and Staff at SUNY</h2>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">1. Expand PRODiG Program to Better Serve SUNY’s Community Colleges </button></h4>
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<p><strong>Current Brockport Mapping Against Plan</strong><br />N/A to Brockport</p>
<p> </p>
<p><strong>Next Steps</strong><br />N/A</p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">2. Establish a Black Leadership Academy</button></h4>
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<p><strong>Current Brockport Mapping Against Plan</strong><br />N/A to individual campuses</p>
<p> </p>
<p><strong>Next Steps</strong><br />In the same way that we solicit the names of individuals for the existing Hispanic Leadership Institute (HLI), Cabinet will actively solicit names of individuals interested in attending the Black Leadership Institute (BLI).</p>
<p><strong> </strong></p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">3. Forge Partnerships with the EOCs and UPD to Recruit Police Officers in Communities of Color</button></h4>
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<p><strong>Current Brockport Mapping Against Plan</strong><br />This program will parallel our current program at REOC regarding Civil Service Exam Preparation.</p>
<p> </p>
<p><strong>Next Steps</strong><br />Dr. Mareus to take the lead on developing a new program to support.</p>
<p><strong> </strong></p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">4. Form a Partnership with NYS Department of Civil Service to Remove Barriers to Applicants to Law Enforcement Positions</button></h4>
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<p><strong>Current Brockport Mapping Against Plan</strong><br />N/A to individual campuses</p>
<p> </p>
<p><strong>Next Steps</strong><br />N/A</p>
<p><strong> </strong></p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">5. Create a Public Safety Micro-Credential to Create Combined Education and Workforce Opportunities in Law Enforcement for Students of Color </button></h4>
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<p><strong>Current Brockport Mapping Against Plan</strong><br />This is directed at the Community College sector.</p>
<p> </p>
<p><strong>Next Steps</strong></p>
<p>N/A</p>
<p><strong> </strong></p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">6. Increase Diversity within All Candidate Pools for Non-Faculty Campus Hiring </button></h4>
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<p><strong>Current Brockport Mapping Against Plan</strong><br />SUNY System to create a set of hiring guidelines and priorities which campuses will be directed to follow.</p>
<p> </p>
<p><strong>Next Steps</strong><br />Brockport’s HR team, particularly our Diversity Recruiter, will work closely with SUNY on the education around and implementation of these directives.</p>
<p><strong> </strong></p>
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<h4 class="lw_accordion_block_title"><button aria-expanded="false" type="button">7. Expand Campus Participation in NY Higher Education Recruitment Consortia (HERCs) </button></h4>
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<p><strong>Current Brockport Mapping Against Plan</strong><br />Previously, we took a decision to cancel our subscription due to the fact that we were not seeing clear results.</p>
<p> </p>
<p><strong>Next Steps</strong><br />We reviewed our lapsed membership of HERC and decided to re-enroll based on SUNY’s direction.</p>
<p><strong> </strong></p>
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</section>
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<h1>Mission, Vision & Values</h1>
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<p>SUNY Brockport values the diversity of all of its community, including faculty, staff, students and visitors, and we work hard to ensure that everyone is afforded the opportunity to develop to their full potential.</p>
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<h3>Mission Statement</h3>
<p>The Office of Equity, Diversity and Inclusion promotes the integration of diversity-related instruction and research into ongoing Brockport initiatives to enhance academic excellence. The various areas covered include professional development, recruitment and retention, policy review and procedures, and bias reporting. Additionally, by maintaining engagement through trainings and dialogues it is intended that a culture of inclusive excellence will enrich the entire campus community. In accordance with the SUNY system, the institutional policies and protocols aim to strengthen Brockport’s ability to create a learning environment needed to develop the extraordinary leaders who will succeed in an increasingly culturally diverse and globalized society.</p>
<h3>Vision</h3>
<p>To create a better Brockport where inclusivity is promoted through integration of students, faculty/staff, and the community by means of collaborative events specifically designed to enhance knowledge of topics relevant to eliminating inequity.</p>
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Foster an inclusive learning and welcoming campus environment.
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Treat all people with dignity, open-mindedness, and esteem.
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Have an actively engaged campus community that is aware of and appreciates multiculturalism and the multi-faceted aspects of our identity that each of us brings to the Brockport campus.
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Active engagement of equity, diversity and inclusion.
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<h1>Promoting Excellence in Diversity Grant</h1>
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<h3 tabindex="-1">About the PED Grant (Promoting Excellence in Diversity Grant)</h3>
<p tabindex="-1">The Promoting Excellence in Diversity (PED) Grant supports proposals from faculty and staff for scholarly and artistic events that contribute to the University’s mission to promote diversity, equity, inclusion, and educational excellence. The PED Grant promotes intellectual activities that will engage our community in conversations about diversity issues, prepare our campus community for leadership in a diverse world, and increase respect and understanding of differences based on knowledge and shared experiences.</p>
<h3 tabindex="-1">Eligibility</h3>
<p tabindex="-1">The PED grant is open to Brockport faculty and staff. Applicants can apply and receive one grant per academic year.</p>
<h3 tabindex="-1">Deadlines</h3>
<p>The deadlines for 2023‒2024 are as follows:</p>
<ul>
<li>
October 27, 2023 (Spring 2024 events)
</li>
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<h3 tabindex="-1">Awards</h3>
<p tabindex="-1">The maximum award through this program is $1000. Requests for smaller amounts are encouraged.</p>
<h3 tabindex="-1">Apply for the PED Grant</h3>
<p tabindex="-1">The application form for the PED Grant is available through the <a tabindex="-1" href="https://forms.brockport.edu/view.php?id=6571054">Mach Form</a> and requests the following information: applicant information, event description, grant proposal, publicity plan, budget information, speaker information, and affirmation checklist.</p>
<h3 tabindex="-1">Documents Needed to Complete the PED Grant Applications</h3>
<p tabindex="-1">Required documents to apply for PED Grant, the grant proposal, budget information, event abstract, and a support letter from the department chair or supervisor. Before submitting your documents, please review the <a tabindex="-1" href="https://brockportsuny-my.sharepoint.com/:w:/g/personal/mkural_brockport_edu/EdqoHtvgkvJJvvU4eLLS-r8B6ofEvvgJd1Lvb9IE6rAm6w?wdLOR=cAB06D532-E766-9048-B20C-DF25FF02DB0D">PED Grant Selection Rubric</a> and the <a tabindex="-1" href="https://brockportsuny-my.sharepoint.com/:w:/g/personal/mkural_brockport_edu/EShu7QtwGp9NvPkkok_qrXsBrzm4sr4C8YZ4VXu66kf8Ow?e=WLcts7&wdLOR=c561EE84C-6E3A-8442-9818-2A52C95EC406">Sample Budget Template.</a></p>
<p tabindex="-1">All PED Grant proposals must include one or more goals of the <a tabindex="-1" href="/about/diversity/strategic_plan/index.html">SUNY Brockport 2016‒2021 Strategic Plan for Equity, Diversity, and Inclusion.</a></p>
<p tabindex="-1">In addition to submitting the required documents, applicants must list all forms of communication that will be used to promote the event. The list will be shared with the PED Grant Selection Committee members for their review at least four weeks before the event. In the event of changes, applicants should contact the Office of Equity, Diversity, and Inclusion.</p>
<h3 tabindex="-1">Support Letter</h3>
<p tabindex="-1">All PED Grant applications must be supported by the applicant’s department chair or supervisor. The <a tabindex="-1" href="https://forms.brockport.edu/view.php?id=6571054">Mach Form</a> will enable applicants to save their applications and forward a link to the application to their department chair, or supervisor when requesting a support letter. For the application to be considered, the support letter must be submitted by a department chair or supervisor.</p>
<h3 tabindex="-1">Selection Process</h3>
<p tabindex="-1">The members of the PED committee will review the grant proposal, budget, publicity, and all other relevant documents based on the selection rubric. The voting process will be anonymous. You can review the <a tabindex="-1" href="https://brockportsuny-my.sharepoint.com/:w:/g/personal/mkural_brockport_edu/ETYCMn9_1S1BmEqxTfXFObwBctR8dP_rXv7KIG5SMe7tqw?e=xuN6B4&wdLOR=c34F64223-EC52-7E43-999B-68C03EE57903">PED Grant Applicant Review Evaluation.</a></p>
<h3 tabindex="-1">Post Event Survey</h3>
<p tabindex="-1">After the event/activity, the applicant is required to fill out the <a tabindex="-1" href="https://forms.brockport.edu/view.php?id=59">post-event survey.</a></p>
<hr tabindex="-1" />
<p tabindex="-1">If you have any questions or concerns, please contact the Equity, Diversity, and Inclusion, Program Coordinator at <a tabindex="-1" href="mailto:[email protected]">[email protected]</a></p>
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<img width="600" height="340" alt="Student on an exercise bike while another student checks their blood pressure" data-caption="Student on an exercise bike while another student checks their blood pressure" src="/live/image/gid/47/width/600/height/340/crop/1/3674_testing_blood_pressure.rev.1657309795.jpg" title="testing blood pressure" loading="lazy" data-max-w="640" data-max-h="360"/>
</picture>
<br />
<h3>What is FAST?</h3>
The Faculty and Staff Fitness Training Program (FAST) is an opportunity for emeriti, their spouses, faculty and staff, and alumni to personally train with exercise science students taking their practicum. 
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<br />
<h3><a class="go" href="https://forms.brockport.edu/view.php?id=3732793">Join the Program</a></h3>
Sign-up for the program using our online form. Once the sign-up period has ended, you will be contacted about participating in the program. 
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<br />
<h3>Cost Efficient Program</h3>
The cost of the program is 50% off a semester membership at the SERC for faculty and staff. Emeriti can join for free. Spouses or significant others can join for a discounted rate. 
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<h3><a class="go" href="https://forms.brockport.edu/view.php?id=3732793" target="_blank" rel="noopener">Deadline for Signing Up</a></h3>
<p>The deadline for signing up for the Spring semester is January 20 and the deadline for the Fall semester is August 20. Sign up for the program using our online form below.</p>
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<a class="close text-replace" href="#">Close</a>
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<h2>Program Staffing</h2>
<p>FAST is staffed by exercise mentors.</p>
<ul>
<li>
Students currently in the Exercise Science Major taking PEP 455 Practicum for Exercise Programming
</li>
<li>
FAST is a key component of the practicum for the course
</li>
<li>
The primary job of an exercise mentor is to screen, assess, prescribe, and monitor the exercise of the participants in the program
</li>
</ul>
<h2>Signing-Up</h2>
<p>Once the membership sign-up period has ended you will be contacted about participating in the program. Once you have been notified about participating in the program you will have 48 hours to respond and hold your spot in the program for the remainder of the semester.</p>
<p>All interested participants will be entered into a raffle for participation in this program. The number of participants will depend on student enrollment in the practicum course.</p>
<p><a class="go" href="https://forms.brockport.edu/view.php?id=3732793">Sign-Up Form</a></p>
<h2>Cost</h2>
<p>The cost of the program is directly tied to your new semester <a href="/life/campus_recreation/membership/index.html">SERC membership</a>. Faculty/staff who are signing up for the FAST program will receive <strong>50%</strong> off their SERC membership. A SERC member ship is <strong>free</strong> for emeriti. Spouses or significant others can join for a discounted rate. As a participant in the program, you are receiving a discounted membership. Failure to continue in the program at any time will result in reimbursement of the discounted amount.</p>
<h2>Participant Requirements</h2>
<ul>
<li>
Meet with your assigned exercise mentor to Complete a Physical Activity Readiness Questionnaire (PAR-Q+) and Client Information Form to determine participant clearance to exercise and undergo a resting blood pressure and heart rate assessment
<ul>
<li>
Our program follows the American College of Sports Medicine’s Participation Screening Algorithm
</li>
<li>
Due to the risks associated with exercise participation, some participants will require physician’s approval before exercising in our facility
</li>
<li>
We have a form to fax to your physician for approval if necessary or you can take the Physician Clearance Form to your physician
</li>
</ul>
</li>
<li>
Meet with your exercise mentor to discuss health and fitness related goals
</li>
<li>
Complete a minimum of <strong>two</strong> Health Assessments from the following list before the end of the semester:
<ul>
<li>
<strong>Cardiovascular Assessment</strong> — Tailored to your specific needs (treadmill, bicycle, arm ergometer, etc) designed to estimate your cardiovascular fitness
</li>
<li>
<strong>Body Composition Assessment</strong> — (choose one or all assessments) Waist to hip circumference measures, skinfold measures and bioelectrical impedance to assess body size and percent body fat
</li>
<li>
<strong>Muscular Strength and Endurance Assessment</strong> — Estimating your strength by performing a couple different resistance training exercises
</li>
<li>
<strong>Flexibility Screen and Postural Analysis</strong> — Identifies postural deviations and movement limitations that may impact fitness training
</li>
</ul>
</li>
<li>
Complete a minimum of 10 Personal Training sessions with your exercise mentor by end of semester, with 5 of them by mid-semester
</li>
</ul>
<p>Your Exercise Mentor will provide you with all of your results and an explanation of them approximately one week after the assessments have been completed. We can provide copies of your information to your health care providers if you would like. The faculty teaching the practicum course will review all assessment data and exercise prescriptions.</p>
<h2>Time & Location</h2>
<p>FAST takes place in the Special Events Recreation Center (SERC) and operates when the SERC is open. Your exercise mentor will meet you at the front desk before each visit.</p>
<ul>
<li>
Personal training with exercise mentors should take place between the hours of 6 am – 8 pm
</li>
<li>
You may exercise on your own at SERC without a mentor but you must meet the minimum number of training sessions, 10 per semester
</li>
<li>
The program begins on the first Monday of each semester and ends on the last Friday before finals week
</li>
</ul>
<h2>Contact</h2>
<p>Liz Lenz, PhD, is the Director of the FAST program. For any questions related to the program, contact us at <a href="mailto:[email protected]">[email protected]</a></p>
<h2>Sponsors</h2>
<p><a class="go" href="/academics/school_education_health_human/">School of Education, Health and Human Services</a></p>
<p><a class="go" href="/academics/kinesiology/">Department of Kinesiology, Sports Studies, and Physical Education</a></p>
<p><a class="go" href="/academics/kinesiology/exercise_science/">Exercise Science Major</a></p>
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<li> <a href="/about/">About</a></li><li> <a href="/about/strategic-plan/">Building A Better Brockport</a></li><li> <a href="/about/strategic-plan/2022-2027/goal-4/">Goal 4</a></li>
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<h1>Goal 4</h1>
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<p>To be a Great University at which to Work</p>
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<h3 tabindex="-1">A) Create, improve and sustain activities that will positively impact employee recruitment, retention and success.</h3>
<h4 tabindex="-1">WE WILL TRACK PROGRESS INSTITUTIONALLY AGAINST THIS OBJECTIVE THROUGH:</h4>
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Development and implementation of Employee Success Center
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Assessment of HR employment data (e.g., staff & faculty retention and promotion data, stay and exit interview data)
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Assessment of institutional survey results (e.g., COACHE, Campus Climate survey)
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Utilization of internal and external professional development opportunities
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Institutional support for scholarship and assessment of outcomes of such support
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<h3 tabindex="-1">B) Enrich the working environment by enhancing the diversity of our student body and workforce.</h3>
<h4 tabindex="-1">WE WILL TRACK PROGRESS INSTITUTIONALLY AGAINST THIS OBJECTIVE THROUGH:</h4>
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<li tabindex="-1">
Assessment of HR employment data pertaining to faculty/staff diversity (e.g., recruitment and retention, career advancement, growth)
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Implementation and assessment of PRODiG or similar programs designed to diversify and support our workforce
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Assessment of engagement data and annual reports of identity-focused affinity groups
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<h3 tabindex="-1">C) Enhance effective working relationships within our shared governance framework.</h3>
<h4 tabindex="-1">WE WILL TRACK PROGRESS INSTITUTIONALLY AGAINST THIS OBJECTIVE THROUGH:</h4>
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<li tabindex="-1">
Constituting a University-Wide Shared Governance Standing Committee and charging it with assessing shared governance practices
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Maintaining and strengthening communication through regular labor management meetings that provide information sharing and opportunities to address issues of mutual concern.
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<h3 tabindex="-1">D) Foster a sense of belonging, dedication and teamwork among administration, faculty and staff.</h3>
<h4 tabindex="-1">WE WILL TRACK PROGRESS INSTITUTIONALLY AGAINST THIS OBJECTIVE THROUGH:</h4>
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Assessment of leadership training programs and outcomes at all levels.
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Assessment of activities designed to promote community building (e.g., Celebration Committee programs, Recognition Dinner, Employee Picnics and other related events)
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Assessment of cross-divisional collaborations (e.g., College Leadership Summit)
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<h3 tabindex="-1">E) Foster a culture that is inclusive, respectful and kind.</h3>
<h4 tabindex="-1">WE WILL TRACK PROGRESS INSTITUTIONALLY AGAINST THIS OBJECTIVE THROUGH:</h4>
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<li tabindex="-1">
Assessment of responses to institutional surveys (e.g., Campus Climate Survey)
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Assessment of trends from bias reports, HR complaints, and grievances, annually and over time.
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Development and assessment of new initiatives, programs and trainings specifically designed to support workplace inclusivity, respect and kindness (e.g., divisional plans, engagement data)
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<p>The ESC is dedicated to <em>Building a Better Brockport</em> by supporting and promoting people, diversity, inclusion, and engagement. The Employee Success Center (ESC) is chartered to improve all elements of the employee life cycle and improve employee success and retention, provide professional development and guidance, and formalize the onboarding, mentoring and succession planning processes.</p>
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<h1>Charge to the Committee</h1>
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<h2>Charge to the Employee Success Center Planning Committee</h2>
<p>The Employee Success Center Planning Committee (ESC) was established on April 11, 2022, to guide the development of an Employee Success Center on campus, for the purpose of providing programs to support the needs of SUNY Brockport employees throughout the Employee Engagement (EE) Life Cycle (recruitment to retirement). The ESC will contribute to our goal, To be a Great Place at Which to Work, as well as Building a Better Brockport, by supporting and promoting people, diversity, inclusion, and employee engagement.</p>
<h3>The Committee will focus on:</h3>
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Critical Needs of EE Life Cycle: Attraction, Recruitment, Onboarding, Professional / Career Skills Development, Employment Data Reports, Supervisor/Manager Checklist, Best Practices, Leadership Development, Retention, Retirement Planning, and Succession Planning
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Gap Analysis of Critical Needs programs not currently in place
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Provide for intentional engagement of Classified employees
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Recognize rationale for lateral moves by employees
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<h1>The Center for Excellence in Learning & Teaching</h1>
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<li> <a href="/support/human-resources/">Human Resources</a></li><li> <a href="/support/human-resources/directory/">Faculty & Staff</a></li>
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<h1>Nicholas Leone</h1>
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<h3>Nicholas Leone</h3>
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<dt>
Recruitment and Retention Coordinator
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(585) 395-5425<br/>
<a id="email_address" href="mailto:[email protected]">[email protected]</a><br/>
Office: Allen Admin 426<br/>
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<h1>Marc Gummerson</h1>
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Office Assistant 2
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(585) 395-2126<br/>
<a id="email_address" href="mailto:[email protected]">[email protected]</a><br/>
Office: Allen Admin 425<br/>
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<h1>Christiana Ortiz</h1>
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<h3>Christiana Ortiz</h3>
<p>
(She/Her/Hers)
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<dt>
Aao/diversity Recruitment + Retention Specialist
</dt>
<dd>
(585) 395-5039<br/>
<a id="email_address" href="mailto:[email protected]">[email protected]</a><br/>
Office: Allen Admin 407<br/>
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<h3>Tammy Gouger</h3>
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(She/Her/Hers)
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Assistant VP (Human Resources), Committee Member (President’s Council on Diversity & Inclusion)
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(585) 395-2442<br/>
<a id="email_address" href="mailto:[email protected]">[email protected]</a><br/>
Office: Allen Admin 408<br/>
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<h1>Sue Clase</h1>
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Employee Relations Specialist
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(585) 395-5103<br/>
<a id="email_address" href="mailto:[email protected]">[email protected]</a><br/>
Office: Allen Admin 406<br/>
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<li> <a href="/support/human-resources/">Human Resources</a></li><li> <a href="/support/human-resources/directory/">Faculty & Staff</a></li>
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<h1>Michelle Demonte</h1>
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<h3>Michelle Demonte</h3>
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<dt>
Benefits and Payroll Manager
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<dd>
(585) 395-5136<br/>
<a id="email_address" href="mailto:[email protected]">[email protected]</a><br/>
Office: Allen Admin 421<br/>
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<h1>Tina Bieber</h1>
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Administrative Assistant 2
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(585) 395-5845<br/>
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Office: Allen Admin 405<br/>
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<li> <a href="/support/human-resources/">Human Resources</a></li><li> <a href="/support/human-resources/directory/">Faculty & Staff</a></li>
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<h1>Becky Gagne</h1>
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<h3>Becky Gagne</h3>
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Associate Director of Human Resources
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(585) 395-2283<br/>
<a id="email_address" href="mailto:[email protected]">[email protected]</a><br/>
Office: Allen Admin 409<br/>
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<h1>Deborah Looney</h1>
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Payroll Examiner 1
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(585) 395-2744<br/>
<a id="email_address" href="mailto:[email protected]">[email protected]</a><br/>
Office: Allen Admin 425<br/>
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<li> <a href="/support/human-resources/">Human Resources</a></li><li> <a href="/support/human-resources/directory/">Faculty & Staff</a></li>
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<h1>Kallee Quill</h1>
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<h3>Kallee Quill</h3>
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Recruitment and Retention Specialist
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(585) 395-5938<br/>
<a id="email_address" href="mailto:[email protected]">[email protected]</a><br/>
Office: Allen Admin 423<br/>
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<h1>Denine Carr</h1>
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(She/Her/Hers)
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Title IX Coordinator
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(585) 395-5066<br/>
<a id="email_address" href="mailto:[email protected]">[email protected]</a><br/>
Office: Allen Admin 620<br/>
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<h1>Serena Starr</h1>
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<h3>Serena Starr</h3>
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Associate Director
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(585) 395-2126<br/>
<a id="email_address" href="mailto:[email protected]">[email protected]</a><br/>
Office: Allen Admin 422<br/>
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<h1>Holly Cunningham</h1>
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Office Assistant 3 (Human Resources)
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(585) 395-2561<br/>
<a id="email_address" href="mailto:[email protected]">[email protected]</a><br/>
Office: Allen Admin 418<br/>
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<h1>Karen Simpson</h1>
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<h3>Karen Simpson</h3>
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Payroll Examiner 1
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(585) 395-2593<br/>
<a id="email_address" href="mailto:[email protected]">[email protected]</a><br/>
Office: Allen Admin 425<br/>
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<h1>Sonya Flynn</h1>
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(585) 395-2438<br/>
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Office: Allen Admin 419<br/>
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<li> <a href="/support/human-resources/">Human Resources</a></li><li> <a href="/support/human-resources/directory/">Faculty & Staff</a></li>
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<h1>Kristin Hartway</h1>
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<h3>Kristin Hartway</h3>
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Assistant Director of Recruitment and Retention
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(585) 395-5115<br/>
<a id="email_address" href="mailto:[email protected]">[email protected]</a><br/>
Office: Allen Admin 424<br/>
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<h1>Alyse Wenzel</h1>
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Compensation and Hris Analyst
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(585) 395-2109<br/>
<a id="email_address" href="mailto:[email protected]">[email protected]</a><br/>
Office: Allen Admin 420<br/>
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<h1>Voting</h1>
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<h3><a class="go" href="https://voterlookup.elections.ny.gov/">Voter Registration Status</a></h3>
<p>Make sure to check your voter registration status well before election day to ensure that you are eligible to vote.</p>
<a class="close text-replace" href="/life/community/voting.html#">Close</a>
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<h3><a class="go" href="https://signup.com/client/invitation2/secure/166982693377242057/false#/invitation">Get Help Accessing Your Ballot</a></h3>
<hr />
<p> </p>
<p class="intro">Student Union Leadership & Activities (SULA) provides students, faculty, and staff with resources for Voter Registration, Voter Education, and Voter Mobilization.</p>
<h3><a class="go" href="/life/community/democratic_engagement_action_plan.html">SUNY Brockport Democratic Engagement Action Plan 2022-2023</a></h3>
<p> </p>
<h3>Important Dates for the Fall Election Season</h3>
<h4>DEADLINE TO REGISTER</h4>
<ul>
<li>
All Voter Registration forms must be postmarked by <strong>October 14, 2022</strong>
</li>
<li>
All Absentee Ballot Applications must be received by <strong>October 24, 2022</strong>
</li>
<li>
All Absentee Ballots must be postmarked by <strong>November 8, 2022</strong>
</li>
<li>
Election Day: <strong>November 8, 2022</strong>
</li>
</ul>
<h3>Voter Registration Materials</h3>
<ol>
<li>
Make sure that you are/are not eligible to vote by checking your voter registration status online.<br /><a class="go" href="https://voterlookup.elections.ny.gov/" target="_blank" rel="noopener">Check your status</a>
</li>
<li>
If you are not eligible to vote, you need to print and fill out a <a href="https://www.elections.ny.gov/votingregister.html">Voter Registration Form</a>.
<ul>
<li>
If you do not have access to a printer, stop by the Community Development Office at the Seymour Union room 203 and pick one up.
</li>
</ul>
</li>
<li>
Bring the completed the form(s) to the Community Development Office in the Seymour College Union, room 203 and we will mail them to the appropriate Board of Election for you!
</li>
</ol>
<p><a class="download" href="https://www.elections.ny.gov/NYSBOE/download/voting/voteregform-eng-fillable.pdf" target="_blank" rel="noopener">English Voter Registration Form (pdf)</a><br /><a class="download" href="https://www.elections.ny.gov/NYSBOE/download/voting/voteregform-span-fillable.pdf" target="_blank" rel="noopener">Spanish Voter Registration Form (pdf)</a></p>
<h4>NYS ABSENTEE BALLOT</h4>
<ol>
<li>
Ensure that you are register to vote. If you are not eligible, follow the steps above to ensure that you are eligible to vote.<br /><a class="go" href="https://voterlookup.elections.ny.gov/" target="_blank" rel="noopener">Check your status</a>
</li>
<li>
Complete the <a href="https://www.elections.ny.gov/NYSBOE/download/voting/AbsenteeBallot-English.pdf">NYS Absentee Ballot form (pdf)</a>.
</li>
<li>
Bring the completed the form(s) to the Community Development Office in the Seymour College Union, room 203 and we will mail them to the appropriate Board of Election for you!
</li>
</ol>
<p><a class="download" href="https://www.elections.ny.gov/NYSBOE/download/voting/AbsenteeBallot-English.pdf">English NYS Absentee Ballot Form (pdf)</a><br /><a class="download" href="https://www.elections.ny.gov/NYSBOE/download/voting/AbsenteeBallot-Spanish.pdf">Spanish NYS Absentee Ballot Form (pdf)</a></p>
<hr />
<h3>We are here to help you register and cast your ballot! But first things first…</h3>
<h4>IS YOUR HOMETOWN INSIDE OR OUTSIDE OF MONROE COUNTY?</h4>
<p><a class="tiny button" href="/life/community/voting.html#Inside%20Monroe%20County">Inside Monroe County</a> <a class="tiny button" href="/life/community/voting.html#Outside%20Monroe%20County">Outside Monroe County</a></p>
<h3><a id="Inside Monroe County"></a> So, your hometown is inside Monroe County. There are some important things to consider…</h3>
<h4>DO YOU HAVE A WAY TO GET BACK TO YOUR HOMETOWN FOR ELECTIONS?</h4>
<p><a class="tiny button" href="/life/community/voting.html#Inside%20Yes">Yes</a><a class="tiny button" href="/life/community/voting.html#Inside%20No">No</a></p>
<h3><a id="Inside Yes"></a> That’s great that you have a way to get to your hometown. You have two options of where you want to be registered…</h3>
<h4>WHICH CANDIDATES AND POSITIONS ARE YOU MOST INTERESTED IN VOTING FOR?</h4>
<p><a class="tiny button" href="/life/community/voting.html#Inside%20home">Candidates and positions in my hometown</a> <a class="tiny button" href="/life/community/voting.html#Inside%20Brockport">Candidates and positions in Brockport</a></p>
<p>As a college student, you have the right to pick your address for voter registrations — using either your home address or your school address. There are things to consider with each option, and only you can decide which is the best way to go!</p>
<h3><a id="Inside No"></a> Unfortunately, you are not able to request an absentee ballot because you will be within the county on Election Day. It is recommended that you register to vote using your Brockport address if you think you won’t be able to make it to the polls on Election Day.</h3>
<p><a class="tiny button" href="/life/community/voting.html#Inside%20Brockport">That’s okay with me</a> <a class="tiny button" href="/life/community/voting.html#Inside%20home">That’s unfortunate - I will take my chances and try to find a ride</a></p>
<h3><a id="Inside Brockport"></a> Register with Brockport Address</h3>
<p>This is a great option if you do not have a way to get home and are not partial to being able to vote for candidates in your hometown.</p>
<p>To do this, simply complete your Voter Registration Form in the Community Development Office – College Union 203 or at a Brock the Vote event.</p>
<p>When completing the form, use your school address (including building and room #) for the “Address Where You Live” (block 8).</p>
<p>On Election Day, your polling location will be within walking distance so you can feel free to head to the polls at any time!</p>
<p> </p>
<h3><a id="Inside home"></a> Register with Home Address</h3>
<p>This is a great option if you prefer to cast your vote for candidates in your hometown.</p>
<p>To do this, simply complete your Voter Registration Form in the Community Development Office – College Union 203 or at a Brock the Vote event.</p>
<p>When completing the forms, use your home address for the “Address Where You Live” (block 8). Then put your school address for the “Address Where You Receive Mail” (block 9).</p>
<p>On Election Day, make sure you find time to make it out to your polling location!</p>
<hr />
<h3><a id="Outside Monroe County"></a> So, your hometown is outside of Monroe County. You now have a choice to make…</h3>
<h4>WHICH IS MORE IMPORTANT TO YOU?</h4>
<p><a class="tiny button" href="/life/community/voting.html#outside%20how">HOW I vote (in person or by mail)</a> <a class="tiny button" href="/life/community/voting.html#outside%20who">WHO I can vote for (local candidates at home or Brockport)</a></p>
<p>As a college student, you have the right to pick your address for voter registrations — using either your home address or your school address. There are things to consider with each option, and only you can decide which is the best way to go!</p>
<h3><a id="outside how"></a> If you feel HOW you vote is most important…</h3>
<h4>WHICH VOTING METHOD DO YOU PREFER?</h4>
<p><a class="tiny button" href="/life/community/voting.html#Outside%20Brockport">In Person</a> <a class="tiny button" href="/life/community/voting.html#Outside%20Home">By Mail</a></p>
<h3><a id="outside who"></a> If you feel WHO you vote for is most important…</h3>
<h4>WHICH POSITIONS AND CANDIDATES WOULD YOU RATHER HAVE A SAY IN?</h4>
<p><a class="tiny button" href="/life/community/voting.html#Outside%20Home">Candidates and positions in my hometown</a> <a class="tiny button" href="/life/community/voting.html#Outside%20Brockport">Candidates and positions in Brockport</a></p>
<h3><a id="Outside Brockport"></a> Register with Brockport Address</h3>
<p>This is a great option if you prefer to cast your vote in person and are not partial to being able to vote for candidates in your hometown.</p>
<p>To do this, simply complete your Voter Registration Form in the Community Development Office – College Union 203 or at a Brock the Vote event.</p>
<p>When completing the form, use your school address (including building and room #) for the “Address Where You Live” (block 8).</p>
<p>On Election Day, your polling location will be within walking distance so you can feel free to head to the polls at any time!</p>
<p> </p>
<h3><a id="Outside Home"></a> Register with Home Address</h3>
<p>This is a great option if you prefer to cast your vote for candidates in your hometown.</p>
<p>To do this, simply complete your Voter Registration Form AND Absentee Ballot Application in the Community Development Office – College Union 203 or at a Brock the Vote event.</p>
<p>When completing the forms, use your home address for the “Address Where You Live” (block 8 and 5). Then put your school address for the Mailing Address (blocks 9 and 7). Make sure to mark the “mail ballot to me option in block 7 of the Absentee Ballot Application</p>
<p>Once you receive your Ballot, make sure to mail it in right away!</p>
<hr />
<h3>Contact Your Board of Election</h3>
<h4>MONROE COUNTY BOARD OF ELECTIONS</h4>
<p>106 and 108 County Office Building<br />39 W. Main St.<br />Rochester, NY 14614<br /><strong>Phone</strong>: (585) 753-1550<br /><strong>Fax</strong>: (585) 753-1511<br /><strong>Email</strong>: <a href="mailto:[email protected]">[email protected]</a></p>
<h4>GENESEE COUNTY BOARD OF ELECTIONS</h4>
<p>County Building 1<br />15 Main St.<br />Batavia, NY 14020<br /><strong>Phone</strong>: (585) 815-7804<br /><strong>Email</strong>: <a href="mailto:[email protected]">[email protected]</a></p>
<h4>ORLEANS COUNTY ELECTIONS OFFICE</h4>
<p>County Office Building<br />14016 State Route 31<br />Albion, NY 14411<br /><strong>Phone</strong>: (585) 589-3274<br /><strong>Email</strong>: <a href="mailto:[email protected]">[email protected]</a></p>
<h3>Need more voting assistance?</h3>
<p>Visit Community Development in Seymour College Union 203, <a href="mailto:[email protected]?subject=Help%20with%20Voter%20Registration">email us</a>, or check out any of these websites:</p>
<ul>
<li>
<a title="New York State Board of Elections Website" href="http://www.elections.ny.gov/VotingRegister.html">New York State Board of Elections</a>
</li>
<li>
<a href="http://www.canivote.org/">Check Voter Registration</a>
</li>
</ul>
</div>
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Community Ambassadors
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Community Ambassadors (CAs) play an essential role in the success of the Office of Community Development. More than just student employees, they are relied upon to further our mission of preparing students to be civic-minded leaders who possess the knowledge, skills, and values to engage fully in their communities.
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<li>Encourage their peers to participate in community service, democratic engagement, and the Leadership Development Program
</li>
<li>Present information about our events and initiatives to a variety of audiences in many different settings, including classroom presentations, tabling, and open houses
</li>
<li>Assist with large-scale campus initiatives including Saturday of Service, campus move-in, Brock the Vote Campaign, Annual Student Leadership Conference, Trash to Treasure, and many others
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<li>Partner with another CA to plan and implement two Democratic Engagement Tables each semester, during which they educate peers about community issues and empower them to take action
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<li>Strong interest in making an impact in the community through service, leadership, and democratic action
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<li>Ability to effectively communicate with many different audiences
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<li>Leadership potential and a desire to learn and grow
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<li>Availability to work 8 to 10 hours per week, with occasional night and weekend duties
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<li>Willingness to complete a variety of tasks related to the mission of the office, including:
<ul>
<li>Assisting students with all aspects of the voting process
</li>
<li>Teaching students how to find community service and register hours
</li>
<li>Encouraging students to sign up for the Leadership Development Program
</li>
<li>Frequent postings on the Community Development social media
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<li>Participation in the Leadership Development Program during the time of employment
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<li>Attendance at staff training during the week before each semester (fall and spring)
</li>
<li>Attendance at monthly staff meetings, the first Friday of every month from 3:30–5 pm
</li>
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<h3>
Application Process
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<ul>
<li>The deadline to <a href="https://forms.brockport.edu/view.php?id=2226568" target="_blank" rel="noopener">submit an application</a> (including up-to-date résumé) is Friday, Feb. 14.
<ul>
<li>Provide the contact information of one person who can serve as a reference. Make sure they know we will be emailing them.
</li>
</ul>
</li>
<li>Group Interview Process: Friday, March 6, 3:30–5 pm in the Seymour College Union (all applicants)
</li>
<li>Individual Interviews (select your time after you submit your application): Feb. 24 - March 6
</li>
<li>Notification of Hiring: Friday, March 13
</li>
<li>First New Staff Meeting (required): Saturday, April 11, 9 am – noon
</li>
</ul>
<p>
<a class="go" href="https://forms.brockport.edu/view.php?id=2226568">Community Ambassador Application</a>
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<h1>Deliberative Dialogues</h1>
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<a href="/about/brockport_downtown/">Brockport Downtown</a> is an extension of SUNY Brockport’s main campus, conveniently located in the heart of downtown Rochester, New York. Graduate programs located at Brockport Downtown include: <a href="/academics/counselor_education/">Counselor Education</a>, <a href="/academics/educational_administration/">Educational Administration</a>, <a href="/academics/educational_administration/graduate/higher_education_administration.html">Higher Education Administration</a>, <a href="/academics/public_administration/">Public Administration</a>, and <a href="/academics/social_work/graduate/masters.html">Social Work</a>.
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<h2>What is a Deliberative Dialogue?</h2>
<p>Deliberative Dialogues are a specific discussion and deliberation format based around Issue Guides developed by the National Issues Forums Institute (NIFI). Deliberation, in contrast to debates, serve communities better by building connections and sharing personal experiences around wickedly complex problems. From the NIFI site on <a href="https://www.nifi.org/en/deliberation" target="_blank" rel="noopener">Deliberative Dialogues</a>:</p>
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<p>“It’s not about reaching agreement or seeing eye-to-eye. It’s about looking at the costs and consequences of possible solutions to daunting problems, and finding out what we, as a people, will or will not accept as a solution.”</p>
<p>- National Issues Forum, “What is Deliberation?”</p>
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<h2>Deliberative Dialogues at Brockport</h2>
<p>Each Deliberative Dialogue includes time to decide on ground rules as a group, share our personal stake in the issues at hand, deliberate as a group on three separate approaches to addressing the problem raised, and reflect on new perspectives learned during the deliberations.</p>
<p>See our semester schedule below for more information on how to participate in Deliberative Dialogues or even become a facilitator. More than 40 faculty, staff, and students have become trained facilitators, with at least one training session offered each semester. Additionally, each month, we host a Deliberative Dialogue on a different topic.</p>
<h3>Online Deliberative Dialogue Facilitator Training with National Issues Forum</h3>
<h4>FEBRUARY 17, 2022 FROM 2PM - 3:30PM</h4>
<p>Looking to develop your skills at facilitating difficult conversations? This training will provide the resources necessary to navigate controversial topics among people with differing opinions. Individuals who attend this training will become certified Deliberative Dialogue Facilitators through SUNY Brockport. Missed the training? Watch the recording from the training using the link below.</p>
<p><a class="go" href="https://vimeo.com/683778652?embedded=true&source=vimeo_logo&owner=47723836" target="_blank" rel="noopener">Deliberative Dialogue Facilitator Training Recording</a></p>
<p>Reach out to Shane Walters at <a href="mailto:[email protected]?subject=">[email protected]</a> with your interest to finish certification</p>
<h2>Deliberative Dialogues on campus</h2>
<h3>Mental Illness in America: How do we address a growing problem?</h3>
<h4>THURSDAY MARCH 10, 2022 5PM - 6:15PM, UNION 119</h4>
<p> </p>
<h3>Free Speech and the Inclusive Campus: How do we foster the campus community we want?</h3>
<h4>TUESDAY APRIL 5, 2022 6PM - 7:30PM, UNION 119</h4>
<p><a class="go" href="https://forms.brockport.edu/view.php?id=6293545" target="_blank" rel="noopener">Register in advance to preview the issue guide</a></p>
<p> </p>
<h3>Climate Choices: How should we meet the challenges of a warming planet?</h3>
<h4>WEDNESDAY APRIL 20, 2022 6PM - 7:30PM, UNION 220</h4>
<p><a class="go" href="https://forms.brockport.edu/view.php?id=6311533" target="_blank" rel="noopener">Register in advance to preview the issue guide.</a></p>
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<h1>Overtime Policy</h1>
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<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
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<h2>Policy Statement</h2>
<p>
The subject of overtime compensation is covered by Federal Fair Labor Standards Act (FLSA) as well as in collective bargaining agreements. The FLSA deals with issues of minimum wage and overtime for hours worked in excess of 40 per week. The University can be held liable by the Department of Labor if we are not adhering to the provisions of the FLSA in compensating employees for any hours worked over 40 hours per work week.
</p>
<p>
Classified employees who work more than 40 hours per week must be compensated at time and one half. Those Classified employees who work 37.5 hours per week earn compensatory time at straight time for overtime worked between 37.5 and 40 hours and paid time and one half for weekly hours worked in excess of 40.
</p>
<p>
According to the FLSA, employers are required to pay overtime for hours worked over 40 in any given week if the supervisor knew or should have known the employee was performing his/her duties.
</p>
<p>
Therefore, any time a Classified Employee works through their lunch or works before or after regular hours, these hours must be documented on the time sheet and factored into the total hours worked for the day/week. Classified staff should not be “volunteering” their time to complete tasks, duties and responsibilities before or after their standard work hours.
</p>
<p>
Disciplinary action may be taken if individuals violate this policy.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<p>
Classified employees must work their assigned work schedule and may not deviate from that schedule without prior supervisor’s approval. Employees may not work hours beyond their work schedule without a supervisor’s explicit permission.
</p>
<p>
All employees who work 6 or more hours per day must have a minimum of a 30 minute meal break. Employees may not work through or skip their meal break to shorten the work day or receive additional compensation.
</p>
<p>
Classified employees must submit a biweekly timesheet. The employee and supervisor must sign the timesheet indicating that the hours reported are correct.
</p>
<h2>Links to Related Procedures and Information</h2>
<h3>
References
</h3>
<p>
Classified Handbook
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this policy.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>E-Mail and Network Policy - Staff Use</h1>
</div>
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</div>
<div class="row space-above more">
<div id='grid_layout_container'>
<article>
<div class='space-below'>
<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Computing and Technology</li> <li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
SUNY Brockport provides staff with access to the Internet for the benefit of the University. Every employee has a responsibility to use the Internet in a productive and responsible manner. 
</p>
<p>
All equipment and systems are owned by the state of New York and access to information systems is a privilege – not a right. Violations of this policy can result in the termination of this privilege and/or disciplinary measures, up to and including termination of employment.
</p>
<p>
Personal use of computers and the Internet is not prohibited. Employees should accept personal responsibility for appropriate use of the Internet, appropriate conduct on the systems, and for reporting any misuse of the network.
</p>
<h2>Purpose/Scope</h2>
<p>
The purpose of this policy is to ensure that e-mail systems used by employees of the agency support agency business functions to their fullest capacity. This policy advises staff and management of their responsibilities and provides guidance in managing information communicated by e-mail.
</p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<h3>
Use of E-mail
</h3>
<p>
E-mail services, like other means of communication, are to be used to support agency business. Even though there is no apparent need at this time to prohibit personal Internet and e-mail use, the University expects that since employees accessing the Internet and e-mail are representing the University, communications should be primarily work-related. Employees are responsible for ensuring that the Internet is used in an effective, ethical and lawful manner and in support of the University mission. Staff will not use e-mail for illegal, disruptive, unethical or unprofessional activities, or for personal gain, or for any purpose that would jeopardize the legitimate interests of the State. Harassment of any kind is prohibited.
</p>
<h3>
Management and Retention of E-mail Communications
</h3>
<p>
Since e-mail is a communications system, messages should not be retained for extended periods of time. Users should remove all e-mail communications in a timely fashion. If a user needs to retain information in an e-mail message for an extended period, he or she should transfer it from the e-mail system to an appropriate electronic or other filing system.
</p>
<h3>
Unacceptable Use of the Internet
</h3>
<p>
The Internet should not be used for personal gain, personal business or profit-making activities or advancement of individual views. Use of the Internet must not disrupt University operations, the University network or the network of other users. It must not interfere with employees’ productivity. Employees must be aware that some Internet information will not be of educational value and may even be defamatory, inaccurate, obscene, pornographic, profane, sexually oriented, racially offensive or illegal.
</p>
<p>
The University does not condone the use of such materials in its work and educational settings. The risk from employees inappropriately accessing these materials, however, is outweighed by other types of positive information and learning opportunities and, therefore, the University expects users of its systems to focus on the appropriate use of the systems.
</p>
<h3>
Privacy and Access
</h3>
<p>
E-mail messages are <strong>not</strong> personal and private. Managers and technical staff may access an employee’s e-mail:
</p>
<ul>
<li>for a legitimate business purpose (e.g., the need to access information when an employee is absent for an extended period of time);
</li>
<li>to diagnose and resolve technical problems involving system hardware, software, or communications; and/or
</li>
<li>to investigate possible misuse of e-mail when a reasonable suspicion of abuse exists or in conjunction with an approved investigation.
</li>
</ul>
<p>
A staff member is prohibited from accessing another user’s e-mail without his or her permission.
</p>
<p>
E-mail messages sent or received in conjunction with agency business may:
</p>
<ul>
<li>be releasable to the public under the Freedom of Information Law;
</li>
<li>require special measures to comply with the Personal Privacy Protection Law.
</li>
</ul>
<p>
All e-mail messages including personal communications may be subject to discovery proceedings in legal actions.
</p>
<h3>
Security
</h3>
<p>
E-mail security is a joint responsibility of agency technical staff and e-mail users. Users must take all reasonable precautions, including safeguarding and changing passwords, to prevent the use of the account by unauthorized individuals.
</p>
<h3>
All e-mail users should:
</h3>
<ul>
<li>Be courteous and follow accepted standards of etiquette.
</li>
<li>Protect others’ privacy and confidentiality.
</li>
<li>Consider organizational access before sending, filing, or destroying e-mail messages.
</li>
<li>Protect their passwords.
</li>
<li>Remove personal messages, transient records, and reference copies in a timely manner.
</li>
<li>Comply with agency and unit policies, procedures, and standards.
</li>
<li>Use caution when downloading software from the Internet to prevent viruses.
</li>
</ul>
<h3>
Procedure
</h3>
<p>
Violations of any guidelines listed above may result in disciplinary action up to and including termination. If necessary the University will advise appropriate officials of any illegal violations. Failure to observe copyright or license agreements may result in disciplinary action.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
<em>There are no links for this policy at this time.</em>
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
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<h1>Extra Service Policy</h1>
</div>
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<article>
<div class='space-below'>
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<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td>2002-12-1</td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
No employee may engage in other employment which interferes with the performance of the employee’s professional obligation to SUNY. No full-time employee of the State University may assume another full-time position or obligation either within or without the University while under obligation and receiving compensation from the University.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p>
This policy applies to professional and faculty employees.
</p>
<h2>Definitions</h2>
<p>
<strong>Extra Service</strong> is defined as work performed by State employees for a State payroll agency, or the SUNY Research Foundation, other than the one to which the employee is regularly assigned, or special assignments performed at their own campus that are substantially different from or in addition to their regularly assigned duties and responsibilities when the extra service work, in combination with the employee’s regular assignment and any other dual appointment or extra service assignments, will exceed full-time service (1.00 FTE).
</p>
<p>
<strong>Dual Employment</strong> refers to the appointment of someone to a State payroll that is already being paid on one or more other State payrolls (concurrent appointment in HRMS) when the combined employment on all State payrolls does not exceed one hundred percent (1.00 FTE) of full-time.
</p>
<p>
These assignments may involve, but are not limited to, teaching, research, and public service. It must be clearly demonstrated that any extra service exceeds that which is normally performed under the regular obligation and is performed outside of normal working hours. 
</p>
<h2>Policy Procedures</h2>
<h3>
Part-Time Employees
</h3>
<p>
For employees whose primary appointments are part-time, they may be paid “concurrent”, not extra service, if the work is for another state payroll agency and the combination does not exceed(1.00 FTE) full-time (dual employment). If the work is for their primary payroll agency, they may have their part-time payroll percent and salary increased to compensate them or be paid via extra service.
</p>
<h3>
Compensation
</h3>
<p>
Compensation for extra service is not to exceed an amount equal to 20 percent of base annual salary in any academic or calendar year. For example, a professional staff member earning a salary of $45,000 may not be paid more than $9,000 for extra service during the course of his or her annual professional obligation. Employees with academic year obligations may earn an amount equal to no more than 10% during each semester of obligation. After the appropriate approval(s) has/have been obtained, payment for extra service will be made periodically as the work is completed based upon the submission of extra service vouchers.
</p>
<h3>
Approval
</h3>
<p>
All required extra service and dual employment forms should be completed and authorized with appropriate signatures prior to effecting the appointments of these individuals. See Extra Service Approval Procedures for further information and form requirements found at: /support/human_resources/docs/esapproval.pdf
</p>
<h3>
Faculty and Staff
</h3>
<p>
Advance approval of the individual’s immediate supervisor, dean/director/unit head, and appropriate vice president/provost are required for assignments performed here at SUNY Brockport. Generally, UP-8 forms require the approval of the President (chief administrative officer). Dual Employment forms require the head of the department or agency where regularly employed.
</p>
<p>
Extra service/dual employment assignments of SUNY Brockport employees requiring the forms UP-8 or Dual Employment – forms are signed by the campus President’s designee.
</p>
<h3>
Management/Confidential
</h3>
<p>
Extra service for M/C employees requires approval of the Chancellor or his designee in addition to the advance approval of the President (chief administrative officer).
</p>
<h2>Links to Related Procedures and Information</h2>
<h3>
Related Forms
</h3>
<p>
Extra Service Approval Form<br />
UP-8<br />
UP-6<br />
Dual Employment
</p>
<h3>
Reference(s)
</h3>
<p>
December 23, 1986 Memorandum to Presidents, Vol. 86, No. 14 from Joseph C. Burke: Extra Service Policy for Professional Staff and Procedures
</p>
<h2>Contact Information</h2>
<p>
Office of Human Resources: (585) 395-2126
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2007-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2002-12-01
</td>
<td>
Policy Revised
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Indemnification for Legal Liability Policy</h1>
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<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
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<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
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<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
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<td>Unavailable</td>
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<th class='audit_label'>Last Review Date</strong></td>
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<h2>Policy Statement</h2>
<p><em>There is no policy statement provided for this policy at this time</em></p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<h3>
General Indemnification
</h3>
<p>
1. Section 17 (1) of the New York Public Officers Law providing indemnification for certain acts of State officers and employees, including members of the faculty, supervising staffs, and employees of the state-operated campus of SUNY, read as follows:
</p>
<h4>
Section 17 “Indemnification of Officers and Employees of the State”
</h4>
<p>
1. (a) As used in this section, unless the context otherwise requires the term “employee” shall mean any person holding a position by election, appointment, or employment in the service of the State, whether compensated or not compensated or a volunteer expressly authorized to participate in a state-sponsored program, but shall not include an independent contractor. The term “employee” shall include a former employee, his estate or judicially appointed personal representative, and persons who assist the education department or the department of health as consultants or expert witnesses in the investigation or prosecution of alleged professional misconduct pursuant to Title Eight of the Education Law or Title II-A of the Public Health Law.
</p>
<p>
2. Upon delivery, the Attorney General may assume control of the representation of such officer or employee. Such officer or employee shall cooperate fully with the Attorney General’s defense.
</p>
<p>
3. (a) The State shall indemnify and save harmless its employees in the amount of any judgment obtained against such employees in any State or federal court, or in the amount of any settlement of any claim, provided that the act or omission from which such judgment or settlement arose, occurred while the employee was acting within the scope of his public employment or duties; the duty to indemnify and save harmless prescribed by this subdivision shall not arise where the injury or damage resulted from intentional wrongdoing or recklessness on the part of the employee.
</p>
<p>
4. Section 17 extends protection to employees against personal liability if they are sued individually as a result of any action which may arise out of the scope of their employment, except as provided for in 3. (a) above.
</p>
<h3>
Invocation of Protection
</h3>
<p>
To invoke the protection of this statute, the employee must deliver immediately the original or a copy of any summons, complaint, process, notice, demand, or pleading with the request for representation under Section 17 of the Public Officers Law, to the Director of Human Resources. After review, the Director of Human Resources will forward the documents to the Office of the Attorney General. DOCUMENTS MUST BE SENT TO THE ATTORNEY GENERAL WITHIN FIVE DAYS OF RECEIPT OF SERVICE.
</p>
<h3>
Time Limitation
</h3>
<p>
It is imperative that employees immediately deliver any summons, complaints, process, notice, demand, or pleading WITHIN THE FIVE DAY LIMIT.
</p>
<h3>
Notification to University Counsel
</h3>
<p>
The Director of Human Resources, upon receipt of documents, will also send copies to the Office of University Counsel in SUNY Central Administration. In situations where the summons or notice must be answered immediately, Counsel’s Office should be contacted by telephone so that it can deliver the necessary papers to the nearest regional office of the Attorney General.
</p>
<h3>
Constitution of Negligence
</h3>
<p>
The question of what constitutes negligence in cases where students request the use of facilities outside of scheduled class hours has arisen from time to time. Based on information from SUNY University Counsel, the following guidelines have been established:
</p>
<p>
1. Power tools and dangerous chemicals are not to be made available to those who it is known are unskilled in their use without instruction and/or close supervision. Power tools are to be in proper working order and have the requisite guards or safety devices at all times.
</p>
<p>
2. The department should satisfy themselves as to what facilities, equipment, and materials can be considered dangerous or hazardous and be guided accordingly.
</p>
<p>
3. Whether supervisory negligence is involved in any accident will always be determined on the facts of the individual case and the decision will rest upon the degree of care reasonably required under the circumstances. Therefore, close supervision by those skilled in the uses and potentialities of dangerous equipment and materials is the best way to prevent liability.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
<em>There are no links for this procedure at this time.</em>
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
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<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
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<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
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<h1>Phased Retirement Program for Academic Employees Policy</h1>
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<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Academic Affairs</li> <li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Provost’s Office</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>Provost and VP for Academic Affairs</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>2017-04-14</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td>2017-10-31</td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
This policy has been established to provide eligible academic employees the opportunity to phase into retirement gradually.
</p>
<h2>Purpose/Scope</h2>
<p>
The Phased Retirement Program for Academic Employees will provide eligible academic rank and qualified academic rank employees an opportunity for a phased approach to retirement prior to full retirement. This program allows eligible academic employees to move into retirement gradually, through a reduction in workload with a commensurate reduction in pay. It also enables departments to plan for the replacement of long-term academic employees in advance of their actual full retirement.
</p>
<h2>Applicability</h2>
<p>
This policy applies to full-time academic employees who have at least ten years of full-time consecutive experience at Brockport who are age 55 or older at the time they begin program participation.
</p>
<p>
A. Workload and Work Assignment
</p>
<p style="padding-left: 30px;">
Upon request of the academic employee and approval of the provost and vice president for academic affairs, the Phased Retirement Program will normally allow participants to work a 50%<sup>1</sup> schedule. The workload and work assignment will be established in consultation with the department chair and dean and is subject to final approval by the provost and vice president for academic affairs.
</p>
<p style="padding-left: 30px;">
The workload for academic employees will be expressed in terms of teaching load, service, scholarship or other assignments as agreed to by the academic employee, department chair, dean and provost and vice president for academic affairs.
</p>
<p style="padding-left: 30px;">
The Phased Retirement Program will be for one year, but upon approval of the provost and vice president for academic affairs, may be extended for one additional year.
</p>
<p>
B. Appointment Status
</p>
<p style="padding-left: 30px;">
Participants in the program will remain at the academic or qualified academic rank achieved at the time they begin program participation. They will be given a part-time appointment with a 50% obligation for the duration of the Phased Retirement Program for Academic Employees.
</p>
<p>
C. Representation
</p>
<p style="padding-left: 30px;">
Participants in the program will continue to be represented by the UUP and will remain covered by the provisions of the collective bargaining agreement between the UUP and the State of New York for the duration of the Phased Retirement Program.
</p>
<p>
D. Salary and Benefits
</p>
<p style="padding-left: 30px;">
The salary for the Phased Retirement Program is calculated at 50% of the full-time salary of the employee’s position immediately preceding participation in the Phased Retirement Program. Salary will be paid out over a full year in equal bi-weekly payments over 26 pay periods.
</p>
<p style="padding-left: 30px;">
Program participants remain enrolled as active employees in all benefits programs as they were as full-time employees. There will be no change in health, dental, vision coverage or premiums as the result of this program.
</p>
<p style="padding-left: 30px;">
Participants will continue to accrue sick leave per the UUP agreement.
</p>
<p>
<sup>1</sup>If another percentage (less than 50 percent) is exceptionally agreed, then the percentage below will be adjusted accordingly for A,B,D above.
</p>
<h2>Definitions</h2>
<p>
<strong>UUP</strong> - United University Professions - A union for SUNY employees.
</p>
<h2>Policy Procedures</h2>
<p>
A. Academic employees wishing to participate in the Phased Retirement Program must complete an application containing a proposed assignment and work schedule and submit it for approval to their chair. The assignment and work schedule is subject to final approval by the provost and vice president for academic affairs.
</p>
<p>
B. Applications for the program beginning in the fall semester must be submitted by May 15 and applications for the spring semester must be submitted by October 1.
</p>
<p>
C. Applicants will be notified of their acceptance by the provost and vice president for academic affairs and will receive a letter describing the length of the agreement and the duties and responsibilities as outlined in the assignment and work schedule.
</p>
<p>
D. The academic employee must sign the letter of acceptance and return it with an irrevocable letter of resignation for the purpose of retirement with an effective date coinciding with the end of the approved Phased Retirement Program.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
Phased Retirement Program for Academic Employees Application-visit our <a href="/support/human-resources/forms/">Forms</a> page (Benefit/Retirement).
</p>
<h2>Contact Information</h2>
<p>
Provost and Vice President for Academic Affairs<br />
Manager of Benefits and Payroll
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2022-10-31
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2017-10-31
</td>
<td>
Added footnote in Applicability
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
2017-04-14
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Cell Phone Usage / Texting Policy</h1>
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<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Computing and Technology</li> <li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>2010-09-08</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
This document sets forth SUNY Brockport policies about cell phone usage and applies to all University employees. For purposes of this policy, the term “cell phone” is defined as any handheld electronic device with the ability to receive and/or transmit voice, text, or data messages without a cable connection. The University reserves the right to modify or update these policies at any time.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<h3>
Use of Cell Phones or Similar Devices
</h3>
<h4>
General Use at Work
</h4>
<p>
While at work, employees are expected to exercise the same discretion in using personal cell phones as they use with campus phones. Excessive personal calls during the workday, regardless of the phone used, can interfere with employee productivity, safety and be distracting to others. Employees should restrict personal calls during work time, and should use personal cell phones only during scheduled breaks or lunch periods in non-working areas. Other personal calls should be made during non-work time whenever possible, and employees should ensure that their friends and family members are instructed of this policy. The University is not liable for the loss of personal cell phones brought into the workplace.
</p>
<p>
Faculty and staff who must have the use of cell phones at work, should as a general courtesy either set their phones to vibrate to signal in-coming calls or set the ring volume low enough not to be heard beyond their assigned immediate work space when transitioning from one area to another. Please be courteous of others.
</p>
<h4>
Unsafe Work Situations
</h4>
<p>
The University prohibits the use of cell phones that create unsafe work situations (e.g., construction activities, near heavy machinery, etc): Cell phones (whether personal or business-issued) may not be used in these instances.
</p>
<h4>
Use While Driving
</h4>
<p>
New York State law<sup>(i)</sup> includes an absolute ban on the use of cell phones and texting - whether personal or business-issued, while driving. Use of cell phones, without a hands free device, while driving a State owned vehicle is prohibited at all times. Using cell phones for work-related calls behind the wheel increases the risks of distracted driving and accidents, which may result in workers’ comp and other legal liabilities.
</p>
<h3>
Personal Use of University-Owned Cell Phones
</h3>
<p>
The use of a cell phone provided to an employee by The University may not be used for non-official purposes including voice and texting. State telephones may be used for incidental and necessary personal calls that are of limited number and duration and do not conflict with the proper exercise of the duties of the State employee.
</p>
<h3>
Property Control
</h3>
<p>
The cell phone is to be protected by the employee, and returned when his or her employment ends<sup>(ii)</sup>. Employees must report missing or stolen equipment to University Police and complete a crime report. A complete written report must also be made to Property Control Office (395-2546) by the next business day.
</p>
<h3>
Use of Camera Phones
</h3>
<p>
Camera phones can present risks and potentially compromise sensitive information, trade secrets, or the privacy of other employees. Video voyeurism law<sup>(iii)</sup> prohibits the recording or sharing of images without consent, when the recording was made in a location that the person expected would be private (e.g., restrooms, locker rooms, laboratories, etc.).
</p>
<h3>
Management of Cell Phone Use
</h3>
<p>
It is important that management personally provide a good example of cell phone use, and manages excessive or inappropriate use of such phones by their employees.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
<sup>(i)</sup> <a class="go" href="https://dmv.ny.gov/tickets/cell-phone-use-texting">Use of electronic devices while driving</a>
</p>
<p>
<sup>(ii)</sup> Faculty Staff Handbook, reference 830.02 for Administrative Supplies & Services and Faculty Staff Handbook, reference 830.08 for Reporting Missing or Stolen Equipment
</p>
<p>
<sup>(iii)</sup> <a class="go" href="http://uscode.house.gov/view.xhtml?req=video+voyeurism&f=treesort&fq=true&num=1&hl=true&edition=prelim&granuleId=USC-prelim-title18-section1801">Video Voyeurism Prevention Act of 2004</a>
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
<p>
2015-09-08
</p>
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
2010-09-08
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Excessive Heat Policy</h1>
</div>
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<div class="row space-above more">
<div id='grid_layout_container'>
<article>
<div class='space-below'>
<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td>2022-05-04</td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td>2022-05-04</td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
There are several University administrative buildings or portions of buildings on campus that are not air-conditioned and, occasionally, buildings that are normally air-conditioned may experience system interruptions. During the summer months, there are times when the temperature in these buildings rises to a point where employees find it difficult to work effectively. Options available to employees are provided below in Policy Procedures.
</p>
<h3>
State Policy 
</h3>
<p>
Under state policy, employee absences resulting from severe weather conditions, including “directed absences,” must be charged to appropriate leave credits, even under circumstances requiring the cancellation of classes or the closing of the University. (See the Human Resources web page regarding Severe Weather Conditions).
</p>
<h2>Purpose/Scope</h2>
<p>
This policy applies to all buildings and grounds, whether owned or leased by the University, and are occupied and utilized by faculty and staff.
</p>
<h2>Applicability</h2>
<p class="">
All faculty and staff are expected to comply with this policy. Department heads are charged with enforcement of this policy.
</p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<h3>
Options available to employees
</h3>
<p>
Comfort levels related to the temperature in an office setting are often times a very subjective thing. Several options are available to employees and their supervisors who make the determination that occupying an office in excessive heat is detrimental to an employee’s health or is just not conducive to effectively performing administrative tasks.
</p>
<p>
All options below require supervisor approval:
</p>
<ul>
<li>Use of sick leave — In such cases where the employee believes that excessive heat is exacerbating a medical condition, that employee may use accrued sick leave to cover their absence. Medical documentation may be required, per the union contract.
</li>
<li>Alternative worksite on campus — Employees should work with their supervisor to find a temporary worksite on campus that will accommodate the employee’s needs.
</li>
<li>Alternative worksite off-site — With supervisor approval, an off-site worksite may be established in the case where the employee may effectively work at that site, i.e., has access to appropriate computer and other files and is not responsible for direct customer service.
</li>
<li>Adjusted work schedules — With supervisor approval, employees may start earlier in the day and leave earlier in the day if responsibilities can be met and office service levels are maintained.
</li>
<li>Use of other accrued leave — In cases where employees find the level of heat in offices to be beyond an acceptable level of comfort, the employee may use vacation or other accrued leave, except for sick leave, to cover their absences.
</li>
</ul>
<h2>Links to Related Procedures and Information</h2>
<p>
<em>There are no links for this policy at this time.</em>
</p>
<h2>Contact Information</h2>
<p>
Office of Human Resources (585) 395-2126
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2027-05-04
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2022-05-04
</td>
<td>
Minor edits to Policy Statement and Procedures, added Contact Information
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2018-05-03
</td>
<td>
Edited Policy Statement, added Purpose and Applicability
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p>
This policy was approved by <strong>President’s Cabinet</strong> on <strong>2022-05-04</strong>
</p>
</article>
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<h1>Pre-Employment Background Investigations Policy</h1>
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<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources </td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td>2012-11-05</td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
SUNY Brockport is committed to maintaining a safe environment for its faculty, staff, students, volunteers and the general public that use our facilities. Therefore, in order to ensure the hiring of employees of the highest integrity and to maintain a safe campus community, SUNY Brockport will conduct pre-employment background investigations on all individuals for whom employment is to be offered. This will include all new full-time and part-time state employees, volunteers, Graduate/Teaching Assistants, temporary employees, transfers from other New York State agencies and any individual who is considered for rehire after a consecutive three- year break in service.
</p>
<p>
Pre-Employment Background Investigations will be conducted on candidates after a verbal, contingent offer of employment has been made, prior to the extension of a written offer of employment. Written offers of employment will be made based in whole or in part on the positive outcome of the pre-employment background investigation considering the factors as described in the policy. No external employment candidate may commence employment for the University until the appropriate screenings have been completed, except under special circumstances and with the prior approval of the Director of Human Resources.
</p>
<p>
Candidates will be asked to sign an authorization form (either on paper or electronic) allowing SUNY Brockport to conduct a pre-employment background investigation. Failure of an applicant to sign the authorization form will disqualify the applicant from further consideration. In addition, all applicants will be required to complete an employment application.
</p>
<p>
Inconsistency, omission, or falsification of information provided by the candidate versus that obtained by the pre-employment background investigation may disqualify the applicant from further consideration.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<p>
1. The Office of Human Resources will have the responsibility for ensuring all applicants are aware of the University’s policy for pre-employment background investigations. This will be communicated via the online employment system, Human Resources website, and employment advertisements. Position advertisement (postings) will contain notification to applicants that, prior to hiring, the final candidate must successfully pass a pre-employment background investigation.
</p>
<p>
2. The Office of Human Resources is responsible for ensuring pre-employment background investigations are completed within the guidelines of this policy and federal and state regulations. The pre employment background investigation may include but is not limited to: identification and educational credential(s) confirmation, criminal records check, sexual offender registry status, driving records, and employment background.
</p>
<p>
3. Applicants invited for an on-site interview will be asked by the hiring manager if they have a valid email address. If the applicant responds affirmatively, the hiring manager will provide the applicant with a copy of the Applicant Letter. In this circumstance, the finalist will receive an email inviting them to complete the online authorization form and will be provided with appropriate copies of the aforementioned documents electronically.
</p>
<p>
If the applicant responds negatively, the hiring manager will ask the applicant to sign an authorization form, separate from the employment application, allowing SUNY Brockport to conduct a pre-employment background investigation, and they will be given a copy of the Fair Credit Reporting Act Summary of Rights (FCRA) and a copy of Article 23-A of the New York Correction Law. Human Resources will send these forms to the hiring manager or search committee chair with the approved list of interviewees.
</p>
<p>
The hiring manager should ensure that each finalist receives the appropriate documents, and as needed, completes and signs the authorization form. Due to confidentiality, the completed authorization forms should be sealed in an envelope by the candidate and hand delivered or mailed to the Office of Human Resources.
</p>
<p>
4. Prior to making appointments of new adjuncts, temporary employees, GA/TA’s and volunteers, the department chair or hiring manager should ask the applicant if they have a valid email address.
</p>
<p>
If the applicant responds affirmatively, the hiring manager will provide the applicant with a copy of the Applicant Letter (insert link). In this circumstance, the applicant will receive an email inviting them to complete the online authorization form and will be provided with appropriate copies of the aforementioned documents electronically.
</p>
<p>
If the applicant responds negatively, the hiring manager will ask the applicant to sign an authorization form, separate from the employment application, allowing SUNY Brockport to conduct a pre-employment background investigation, and they will be given a copy of the Fair Credit Reporting Act Summary of Rights (FCRA) and a copy of Article 23-A of the New York Correction Law. Human Resources will send these forms to the hiring manager.
</p>
<p>
The hiring manager should ensure that each applicant receives the appropriate documents, and as needed, completes and signs the authorization form. Due to confidentiality, the completed authorization forms should be sealed in an envelope by the candidate and hand delivered or mailed to the Office of Human Resources. Applicants will also be required to complete an employment application.
</p>
<p>
5. Pre-employment Background Investigations will be conducted on candidates after a verbal, contingent offer of employment has been made, prior to the extension of a written offer of employment. Written offers of employment will be made based in whole or in part on the positive outcome of the pre-employment background investigation considering the factors as described in the policy. No external employment candidate may commence employment for the University until the appropriate screenings have been completed, except under special circumstances and with the prior approval of the Director of Human Resources.
</p>
<p>
6. Applicants will be formally notified in writing (or email) that SUNY Brockport has received information from the pre-employment background investigation which may contain disqualifying information (Pre-Adverse Action Letter). The applicant will be presented with the information obtained in the pre-employment background check pursuant to the Fair Credit Reporting Act and will be provided copy of the Fair Credit Reporting Act Summary of Rights (FCRA). The applicant will also be provided an opportunity to respond to the information contained in the report as provided by the Fair Credit Reporting Act.
</p>
<p>
7. The Office of Human Resources will be responsible for determining the nexus between any criminal conviction, or other negative aspect of the pre-employment background investigation, and the job duties to be performed and other safety factors as indicated in the policy. In consultation with senior leadership, a decision will be made if the candidate needs to be disqualified based in whole or in part on the results of the information contained in the pre-employment background investigation.
</p>
<p>
8. After approximately five (5) business days, barring the receipt of any new information that changes or clarifies the pre-employment background investigation and eliminates any discrepancies, SUNY Brockport will send the applicant a second letter rejecting the applicant’s candidacy based on in whole or in part, the disqualifying information generated bythe pre-employment background investigation. (Adverse Action Letter)
</p>
<p>
9. The University will be responsible for paying fees associated with pre-employment background investigations.
</p>
<p>
10. All information received in the pre-employment background investigation process will remain confidential. Only those who have a legitimate business related reason will have access to review the information.
</p>
<h2>Links to Related Procedures and Information</h2>
<h3>
Related Forms
</h3>
<p>
Pre-Employment Background Investigations Authorization Form<br />
Correction Law Article 23A<br />
Summary of Rights Under the FCRA
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2017-11-05
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
2012-11-05
</td>
<td>
Policy Adopted
</td>
</tr>
<tr>
<td>
Draft Review Date
</td>
<td>
Unavailable
</td>
<td>
Draft Policy under 30-day Campus Review
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Honorarium Reporting Policy</h1>
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<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
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<td>Office of Human Resources</td>
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<td>VP for Administration and Finance</td>
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<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
Honoraria, as defined in the Ethics Commission’s regulations, includes any payment, fee or other compensation given to a covered individual for services that are not related to the individual’s official State duties, when that compensation is made as a gratuity or an award of honor. Examples include compensation for delivering a speech, writing an article or attending a meeting. Honoraria also may include payments for lodging and for transportation. The complete regulation is contained in 19 NYCRR Part 930.
</p>
<p>
Honoraria do not include:
</p>
<ul>
<li>Payments that are provided by a non-governmental source for activities which are not related to the activities of a covered individual nor do they include travel payments or tickets from relatives;
</li>
<li>Salary, wages, royalties or fees earned from outside employment;
</li>
<li>Payments, fees or travel payments by a certified or recognized employee organization.
</li>
</ul>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<h3>
Seeking Approval for Honoraria
</h3>
<p>
Individuals may seek prior approval from the University for the receipt of honoraria or they may report the honorarium at the end of the reporting year when such information is requested from the Human Resource Department. The reporting year is April 1 – March 31.
</p>
<p>
Receipt of honoraria may be requested from the President in advance of the receipt of the gratuity. The normal reporting mechanism is to report the honoraria when the information is requested from the Human Resource Office in the spring of each year.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
NYCRR Part 930
</p>
<p>
<a class="go" href="https://www.jcope.ny.gov/">Ethics Commission Website</a>
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<li> <a href="/support/human-resources/">Human Resources</a></li><li> <a href="/support/human-resources/associate-faculty-hiring-guidelines/">Associate Faculty Hiring Guidelines</a></li>
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<h1>Associate Faculty Hiring Guidelines</h1>
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<p>2022-2023</p>
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<h3>Guidelines for Hiring (Part Time) Associate Faculty and Extra Service Payments to Regular Faculty</h3>
<h4>Definitions</h4>
<p>Regular Faculty: Full time tenured or tenure-track faculty appointed to one of the following titles: Instructor, Assistant Professor,Associate Professor, Professor, or Distinguished Professor.</p>
<p>Associate Faculty:</p>
<ol style="list-style-type: upper-alpha;">
<li>
<em>Full time</em> non-<em>tenure-track faculty</em> appointed to one of the following titles: Lecturer, Visiting Assistant Professor, Visiting Associate Professor, Visiting Professor, Clinical Assistant Professor, Clinical Associate Professor, Clinical Professor.
</li>
<li>
<em>Part time</em> (paid) or <em>Volunteer</em> (unpaid) faculty appointed as Associate Faculty
</li>
<li>
SUNY Brockport Emeriti
</li>
</ol>
<h4>Salaries for Part Time Associate Faculty (Adjunct)</h4>
<p>The following Associate Faculty salaries are for instructional assignments:</p>
<ul>
<li>
$1083.33 per credit hour
</li>
<li>
$1083.33 per credit hour for Summer and Winter session courses
</li>
</ul>
<p>*Maximum course load for part time Associate Faculty is three courses (9 credits) per semester.</p>
<h4>Other salaries</h4>
<ul>
<li>
$500 per student for new student supervision (Social Work) for whole semester.
</li>
<li>
$700 per student for new student teacher supervision (EHD) for whole semester.
</li>
<li>
$1083.33 per credit hour for full time Regular faculty who teach Summer and Winter session
</li>
</ul>
<h4>Extra Service Compensation for Full time Regular and Full Time Associate Faculty:</h4>
<p>All requests for extra compensation above base salary must be approved by the Deans and/or Associate Deans through the use of an Extra Service Form.</p>
<ul>
<li>
$1083.33 per credit hour for full time SUNY Brockport faculty to teach an extra course beyond a full time teaching load (mustbe approved by their School’s approval process for extra service and can include: department chair, associate dean and dean).
</li>
</ul>
<p>All approvals for extra service, also-receives or temporary service must have the account number to be charged.</p>
<p>Exceptions to any of the above guidelines must be approved in writing by the dean and provost.</p>
<p> </p>
<p><strong>Updated: Dec 2022</strong></p>
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<li> <a href="/support/policies/">University-Wide Policies</a></li><li> <a href="/support/policies/search/">Search Policies</a></li>
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<h1>Professional Promotion Program Policy</h1>
</div>
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<article>
<div class='space-below'>
<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Affirmative Action</li> <li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>2016-02-12</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td>2021-07-21</td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td>2021-07-21</td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
SUNY Brockport offers its employees the opportunity for promotion to professional positions at the SL-1 through SL-6 levels and select management confidential positions.
</p>
<h2>Purpose/Scope</h2>
<p>
SUNY Brockport will give its employees first consideration for professional positions at the SL-1 through SL-6 levels and for select management confidential positions in accordance with the eligibility requirements and procedures outlined below. These opportunities will be consistent with employee development, qualification, and job performance. President’s Cabinet retains the discretion regarding whether it will seek to fill Management Confidential positions through this process.
</p>
<h2>Applicability</h2>
<h3>
Professional Positions (SL1 – SL6)
</h3>
<p>
1. Current full- or part-time professional employees represented by the United University Professions (UUP) must meet the following criteria to be eligible to apply for opportunities under this program:
</p>
<ol style="list-style-type: lower-alpha;">
<li>Must have a minimum of one year of consecutive service at SUNY Brockport, leading up to the date the position is posted. The one year service requirement is a college year for people holding college year appointments or calendar year for employees holding calendar year appointments.
</li>
<li>Must have been appointed to SUNY Brockport as the result of an approved affirmative action search. An approved affirmative action search includes national, regional, and/or local searches for part-time or full-time positions. Employees hired without a search or under a waiver of search are ineligible. Professional employees are defined in the Policies of the Board of Trustees, Article II, §1(n) as “employee in the Professional Services Negotiating Unit, other than an employee with academic or qualified academic rank.”
</li>
</ol>
<p>
2. Current full- or part-time academic, management confidential, and Research Foundation employees, and those represented by CSEA, PBANYS, SSU, NYSCOPBA and PEF are also eligible to apply for professional SL1 – SL6 level positions, but will only be considered after a determination has been made regarding the applications of eligible UUP professional employees.
</p>
<p>
Employees in these groups must meet the following criteria to be eligible to apply for opportunities under this program:
</p>
<ol style="list-style-type: lower-alpha;">
<li>Must have a minimum of one year of consecutive service at SUNY Brockport, leading up to the date the position is posted. The one year service requirement is a college year for people holding college year appointments or calendar year for employees holding calendar year appointments.
</li>
<li>Must have been appointed to SUNY Brockport as the result of an approved affirmative action search or through a NYS Civil Service Eligibility list or otherwise appointed in accordance with the appropriate collective bargaining agreement. An approved affirmative action search includes national, regional, and/or local searches for part-time or full-time positions. Employees hired without a search or under a waiver of search are ineligible.
</li>
</ol>
<h3>
Management Confidential Positions
</h3>
<p>
1. Current full- or part-time management confidential and Research Foundation employees or those represented by UUP, CSEA, PBANYS, SSU, NYSCOPBA and PEF are eligible to apply for management confidential positions. Employees in these groups must meet the following criteria to be eligible to apply for opportunities under this program:
</p>
<ol style="list-style-type: lower-alpha;">
<li>Must have a minimum of one year of consecutive service at SUNY Brockport, leading up to the date the position is posted. The one year service requirement is a college year for people holding college year appointments or calendar year for employees holding calendar year appointments.
</li>
<li>Must have been appointed to SUNY Brockport as the result of an approved affirmative action search or through a NYS Civil Service Eligibility list or otherwise appointed in accordance with the appropriate collective bargaining agreement. An approved affirmative action search includes national, regional, and/or local searches for part-time or full-time positions. Employees hired without a search or under a waiver of search are ineligible.
</li>
</ol>
<h2>Definitions</h2>
<p>
CSEA — Civil Service Employees Association
</p>
<p>
NYSCOPBA — New York State Correctional Officers & Police Benevolent Association
</p>
<p>
PBANYS — Police Benevolent Association of New York State
</p>
<p>
PEF — Public Employees Federation
</p>
<p>
SSU — Security Services Unit
</p>
<p>
UUP — United University Professions
</p>
<h2>Policy Procedures</h2>
<h3>
Professional Positions (SL1 – SL6) & Management Confidential Positions
</h3>
<p>
1. When the requirements of Article 35 (Retrenchment) of the Agreement between the State of New York and the UUP have been met and a professional vacancy has not been filled by a retrenched employee, and the position has been cleared by the Office of Human Resources for recruitment under this program, the Office of Human Resources will post the vacancy to the campus through the Daily Eagle and on the Office of Human Resources bulletin board. The posting will include budget title, campus title, rank, salary range, position responsibilities, qualifications and the deadline for receipt of applications. The position will be posted for seven (7) business days.
</p>
<p>
2. External advertising may be done simultaneously with internal posting at the discretion of the hiring manager and approval of the recruitment manager; however, internal applications must be considered before external applications.
</p>
<p>
3. At the conclusion of the posting period, all applications will be reviewed by a HR Specialist or a designee to assess whether applicants possess the minimum qualifications for the position. If unqualified, the HR Specialist or a designee will notify the applicants electronically. The application materials of applicants who meet the minimum qualifications will be forwarded to the search committee in accordance with numbers 4, 5 and 6 below.
</p>
<p>
4. For professional positions, eligible applications will be sorted by first priority (UUP professionals) and second priority. First priority applications will be sent to the search committee for consideration. The search committee will follow all standard search procedures including conducting a personal interview and reference checking of selected finalists. The search committee will make one of the following three decisions:
</p>
<ol style="list-style-type: lower-alpha;">
<li>The applicant is acceptable, interviewed, and the search committee submits a summary report for hire. It is within the purview of the hiring manager to:
<ol style="list-style-type: lower-roman;">
<li>hire the applicant,
</li>
<li>determine the applicant is unacceptable, or
</li>
<li>require the search committee to consider the applicant as part of a larger pool obtained through an external search.
</li>
</ol>
</li>
<li>The applicant is acceptable, but the search committee decides that the applicant will be included as part of the larger applicant pool for further consideration.
</li>
<li>The applicant is not acceptable and is, therefore, not selected. The search committee will inform the hiring manager and the recruitment manager of its decisions and electronically notify internal applicants. 
</li>
</ol>
<p>
5. Second priority applications will be sent to the search committee for consideration after first priority applications have been processed in accordance with number 4 above. The search committee will follow all standard search procedures including conducting a personal interview and reference checking of selected finalists. The search committee will make one of the following three decisions:
</p>
<ol style="list-style-type: lower-alpha;">
<li>The applicant is acceptable, interviewed, and the search committee submits a summary report for hire. It is within the purview of the hiring manager to:
<ol style="list-style-type: lower-roman;">
<li>hire the applicant,
</li>
<li>determine the applicant is unacceptable, or
</li>
<li>require the search committee to consider the applicant as part of a larger pool obtained through an external search.
</li>
</ol>
</li>
<li>The applicant is acceptable, but the search committee decides that the applicant will be included as part of the larger applicant pool for further consideration.
</li>
<li>The applicant is not acceptable and is, therefore, not selected. The search committee will inform the hiring manager and the recruitment manager of its decisions and electronically notify internal applicants.
</li>
</ol>
<p>
6. For management confidential positions, all eligible applicants will be considered at the same time without consideration of the applicant’s position or bargaining unit. The search committee will follow all standard search procedures including conducting a personal interview and reference checking of selected finalists. The search committee will make one of the following three decisions:
</p>
<ol style="list-style-type: lower-alpha;">
<li>The applicant is acceptable, interviewed, and the search committee submits a summary report for hire. It is within the purview of the hiring manager to:
<ol style="list-style-type: lower-roman;">
<li>hire the applicant,
</li>
<li>determine the applicant is unacceptable, or
</li>
<li>require the search committee to consider the applicant as part of a larger pool obtained through an external search
</li>
</ol>
</li>
<li>The applicant is acceptable, but the search committee decides that the applicant will be included as part of the larger applicant pool for further consideration.
</li>
<li>The applicant is not acceptable and is, therefore, not selected. The search committee will inform the hiring manager and the recruitment manager of its decisions and electronically notify internal applicants.
</li>
</ol>
<p>
7. Employees interested in being considered for the posted vacancy must file an application during the seven (7) business day period.
</p>
<p>
8. All eligible employees who apply for a vacancy within the seven (7) business day periodmust be given consideration before external applicants may be considered. If the application of any professional employee is received after the seven (7) business day application period, it shall be considered with other applications received if off-campus recruitment is necessary.
</p>
<p>
9. If the internal process has no successful candidates, the search will proceed in accordance with affirmative action search procedures.
</p>
<h3>
Conversion of Part-time Professional Staff to Full-time Employment
</h3>
<p>
The University provides opportunities for part-time professional employees to secure full-time employment. This plan rewards employees who have already dedicated time to the institution. The campus benefits as well through the elimination of costly and time- consuming searches when a fully qualified employee is already performing the duties of the position.
</p>
<p>
1. To be eligible for appointment to the full-time position, the employee must have been hired as the result of an affirmative action search. This includes national, regional, and/or local searches for part-time professional positions.
</p>
<p>
2. The employee must have served in the same capacity (same job responsibilities within the same office) for three years, because it is at this point in time that an employee is seen as having more than a temporary relationship with the campus.
</p>
<p>
3. Part-time professional staff may be appointed to the position they currently hold on a full-time basis when specific eligibility criteria are met. 
</p>
<p>
4. A justification memo must be submitted to each level of supervisory authority along with an appointment form with all appropriate signatures.
</p>
<h2>Links to Related Procedures and Information</h2>
<h3>
References
</h3>
<p>
Management and the UUP bargaining unit at the University share the responsibility of supporting and retaining a strong, creative, and engaged workforce. In accordance with the Memorandum of Understanding Relating to a System of Promotion and Certain Salary Increases for Professional Employees, III.E.(1) as listed in the agreement between the UUP and the State of New York, management and the UUP bargaining unit have agreed to a program that supports promotional and lateral opportunities for employees.
</p>
<p>
Furthermore, Article XII, Title C, section 6 of the SUNY Policies of the Board of Trustees authorizes the chief administrative officer (i.e., University President) to make personnel decisions: 
</p>
<p style="padding-left: 30px;">
“Notwithstanding anything contained herein the chief administrative officer of a university may promote or recommend for promotion directly to the Chancellor, or designee, any professional employee in the Professional Services Negotiating Unit at the chief administrative officer’s university.” 
</p>
<p>
Nothing contained in this document shall serve to modify or lessen the rights and privileges assigned to campus management, the UUP, or employees under the terms and conditions provided in the SUNY Policies of the Board of Trustees and the UUP/SUNY Agreement.
</p>
<h2>Contact Information</h2>
<p>
The Office of Affirmative Action and Human Resources
</p>
<p>
Allen Administration Building, 4th Floor
</p>
<p>
585-395-2126
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2026-07-21
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2021-07-21
</td>
<td>
Policy updated
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
2016-02-12
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p>
This policy was approved by <strong>President’s Cabinet</strong> on <strong>2021-07-21</strong>
</p>
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<h1>Volunteer Policy</h1>
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<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>2015-02-05</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
Individuals who provide direct service in support of SUNY Brockport and its programs without remuneration are volunteers. All volunteer appointments must be reviewed and approved by the department Chair/Supervisor, Dean/Director and the Office of Human Resources. Volunteer appointments are a maximum of one year; may submit request annually.
</p>
<p>
University volunteers will not perform responsibilities generally assigned to employees represented by collective bargaining agreements. Examples of volunteer duties, include supervising of field experiences for students; assisting in museums, libraries, theaters, and laboratories; assisting in activities relating to fund raising and campus improvement projects; and serving as guides. Volunteers may also include the spouses of campus presidents who may be appointed as SUNY Associates. An employee of a state or local government may not volunteer for their own agency services of the same type the employee is employed to perform.
</p>
<p>
In order to both protect the university’s interest and its volunteers, these individuals must receive official appointment as volunteers. Such appointments require that the volunteers complete an oath of office.
</p>
<p>
It is important for the Office of Human Resources to maintain such appointment records because:
</p>
<ul>
<li>Properly appointed and recorded volunteers are covered under the Workers’ Compensation Law should they be injured while performing their volunteer duties and
</li>
<li>Section 17 of the Public Officers Law provides that the NYS Attorney General will defend these volunteers should they become involved in litigation that pertains to an incident involving their volunteer duties as long as the volunteers did not intentionally engage in wrongdoing.
</li>
</ul>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<p>
Departments wishing to utilize volunteers must submit a Request to Appoint Volunteer Form which describes the following: nature of the work to be performed, duration of assignment, and person responsible for supervising the volunteer. The volunteers resume and oath card must also be submitted. 
</p>
<p>
All new volunteers will be required to complete a background investigation prior to beginning their volunteer service.
</p>
<h2>Links to Related Procedures and Information</h2>
<h3>
Related Forms:
</h3>
<p>
Request to Appoint Volunteer Form Oath of Office
</p>
<h3>
Reference(s):
</h3>
<p>
Public Officers Law
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
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<th>
Item
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<th>
Date
</th>
<th>
Explanation
</th>
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<tr>
<td>
Next Review Date
</td>
<td>
2020-02-05
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
2015-02-05
</td>
<td>
Policy Adopted
</td>
</tr>
<tr>
<td>
Draft Review Date
</td>
<td>
 
</td>
<td>
Draft Policy under 30-day Campus Review
</td>
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<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
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<h1>Sick Leave Abuse Policy</h1>
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<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
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<h2>Policy Statement</h2>
<p>
Unlike vacation, personal and compensatory leave accruals, sick leave accruals are NOT an entitlement. The use of sick leave accruals is limited to times when employees are ill or in specific cases where the rules of attendance permit their use (e.g., death in the family). An employee who uses accruals as they are earned or misuses their leave credits can be subjected to discipline or further monitoring. These could range from counseling memos (sick watch), which would require a physician’s statement upon absences, to disciplinary action that could lead to loss of pay, suspension and/or discharge from state service. Employees may be required to submit to a fitness for duty medical examination from the New York State Employees Health Service.
</p>
<p>
Sick leave accruals are a valuable asset. They protect employees from economic losses during illness. Upon retirement, unused sick leave can be converted to defray the cost of your health insurance.
</p>
<p>
It is to your advantage to accumulate sick leave accruals as insurance for the future. It is very important to maintain a good attendance record. The campus attaches considerable importance to reliable attendance and it is a significant factor in appointment and promotion decisions and daily operation.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<h3>
Usage of Sick Accruals
</h3>
<ul>
<li>Employees are eligible to accrue up to a maximum of 200 sick days.
</li>
<li>Sick leave accruals can be used for medical and dental appointments, sick related absences and periods of disability supported by medical documentation.
</li>
<li>Employees may not use sick accruals when they are no longer sick/disabled.
</li>
<li>Absences due to illness must be reported to the supervisor as soon as possible.
</li>
<li>Sick related absences of 5 days or more require medical documentation to be submitted upon return to work.
</li>
<li>Classified employees may use up to a maximum of 15 days per calendar year of their accumulated sick leave, for absences necessitated by a death or illness in the employee’s immediate family.
</li>
<li>Professional Staff and Faculty may use up to a maximum of 30 days per calendar year of their accumulated sick leave, for absences necessitated by a death or illness in the employee’s immediate family.
</li>
<li>FMLA leave should be requested for sick related absences extending 10 days or more.
</li>
<li>Absences attributed to approved FMLA leave (Family Medical Leave Act) must be documented as such on an employee’s time sheet.
</li>
<li>Employees on a sick related medical leave for a period of 10 days or more must submit medical documentation to Human Resources. Employees on a related medical leave for an extended period of time must submit medical documentation to Human Resources periodically. When an employee is able to return to work, they must submit medical documentation to Human Resources (48 hours before the scheduled return to work date), which clears the employee to return to full duty.
</li>
</ul>
<h3>
Review of time records
</h3>
<p>
Accurate time records are essential in monitoring the use of paid leave. Regular review by supervisory staff helps to ensure against and detect excessive or inappropriate use, and will allow for intervention and corrective action when abuse is suspected. Supervisors should pay particular attention to the usage of sick leave accruals when authorizing timesheets.
</p>
<h3>
Indications of Possible Abuse
</h3>
<ul>
<li>Frequent use of sick leave accruals, unusually low accrual balance, and/or usage of sick leave accruals as they are earned
</li>
<li>Usage of sick leave to extend weekends, excessive absenteeism on Mondays and Fridays
</li>
<li>Usage of sick leave to extend holidays, absenteeism on the day before or after a holiday
</li>
<li>Usage of sick leave on days previously requested and denied as vacation
</li>
<li>Failure to produce requested medical documentation
</li>
<li>Employees use an average of 8 days of sick leave per year, usage above this average may be an indication of abuse
</li>
</ul>
<h3>
Corrective Action
</h3>
<p>
Identification of abuse of sick time requires good judgment and discretion on the part of the supervisor. If abuse of sick time is suspected the supervisor is encouraged to have an informal discussion regarding the suspected abuse with the employee. If during this discussion a legitimate use of sick time is not discovered, the supervisor is encouraged to follow departmental procedures or consult with Human Resources for further direction.
</p>
<p>
Further action may include:
</p>
<ul>
<li>Counseling memos
</li>
<li>Requirement of medical documentation
</li>
<li>State doctor’s examination
</li>
<li>Loss of pay
</li>
<li>Suspension or discharge from state service
</li>
</ul>
<h2>Links to Related Procedures and Information</h2>
<h3>
References
</h3>
<p>
<a class="go" href="/support/human_resources/payroll/attendance.html">SUNY Brockport: Summary of Attendance Guidelines</a>
</p>
<h3>
‘Agreement between United University Profession and the State of New York’ –Article 23.4 Sick Leave
</h3>
<p>
<a class="go" href="https://www.suny.edu/benefits/">State University of New York Classified Employment and Benefit Handbook</a>
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2017-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Tobacco-free, Smoke-free & Vape-free Campus Policy</h1>
<div class="intro"><p>
<p>
Effective August 1, 2021
</p>
</p></div>
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<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Academic</li> <li>Campus Life</li> <li>Code of Student Conduct</li> <li>Employment</li> <li>Environmental Health and Safety</li> <li>General</li> <li>Health</li> <li>Residential Life</li> <li>Student - Graduate</li> <li>Student - Undergraduate</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration & Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>2011-08-01</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td>2021-05-07</td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td>2021-05-07</td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
SUNY Brockport is committed to providing a tobacco-free environment including prohibiting the use of all forms of tobacco and vaping products on campus. This policy is a research-based public health strategy recommended by the U.S. Surgeon General and is in compliance with New York State regulations.
</p>
<h2>Purpose/Scope</h2>
<p>
This policy promotes a healthy, safe and sustainable environment that protects all members of the SUNY Brockport community from involuntary exposure to secondhand smoke and/or secondhand aerosol.  
</p>
<p>
Tobacco use remains the number one cause of preventable death in the U.S. The health risks resulting from secondhand smoke exposure are well documented. This policy will reduce/eliminate involuntary exposure of secondhand smoke. Environmental tobacco smoke (secondhand smoke) is recognized as the third leading cause of preventable death and has been designated as a known human carcinogen (cancer-causing agent) by the U.S. Environmental Protection Agency. Recent scientific evidence indicates that there is no risk-free level of exposure to secondhand smoke. Smoke-free and tobacco-free policies are becoming a standard practice for fostering healthy environments at hospitals, private businesses and college campuses across the nation.
</p>
<p>
Evidence of the potential negative health effects from involuntary exposure to the aerosol emitted by e-cigarette users is emerging. There is potential for exposure to harmful substances, including heavy metals, volatile organic compounds, and ultrafine particles that can be inhaled deeply into the lungs, for both e-cigarette users and bystanders.   
</p>
<h2>Applicability</h2>
<p>
This policy applies to all members of the SUNY Brockport community, including students, faculty, staff, administrators, visitors, and community members. Effective implementation of this policy is determined by the cooperation of all members of the SUNY Brockport community. 
</p>
<h2>Definitions</h2>
<p>
Tobacco — Any product made or derived from tobacco or which contains nicotine, intended for human consumption, including, but not limited to: cigarettes, cigars, hookah smoked products, bidis, kreteks, electronic smoking devices/electronic cigarettes, electronic aerosol delivery systems, and smokeless tobacco and snus.
</p>
<p>
Vape/electronic smoking device/electronic cigarette/aerosol — An electronic smoking device that, when activated, produces an aerosol that may be inhaled. This includes any component, accessory and/or any liquid or other substance to be aerosolized, whether or not separately sold. Includes all electronic smoking devices, electronic cigarettes and electronic aerosol delivery systems, regardless of nicotine and/or other drug content level.
</p>
<h2>Policy Procedures</h2>
<p>
Provisions
</p>
<p>
Tobacco use, smoking, and vaping are prohibited on all SUNY Brockport-managed property, both indoors and outdoors. This includes, but is not limited to:
</p>
<ul>
<li>All buildings operated by SUNY Brockport or its affiliated organizations;  
</li>
<li>Fields, open land areas, athletic fields, tracks, bleachers/grandstands, outdoor paths, SUNY Brockport-owned roads, and parking lots;
</li>
<li>All partially enclosed areas, including covered and uncovered walkways, breezeways, outdoor dining areas, bus stop shelters, loading docks, building entrances, and exterior stairways and landings; and
</li>
<li>All vehicles owned and leased by SUNY Brockport or its affiliated organizations, on or off campus.
</li>
</ul>
<p>
Organizers of, and attendees at, public events such as conferences, meetings, lectures, social gatherings, cultural events, and/or athletic events using SUNY Brockport-managed property will be required to abide by this policy.  Organizers of such events are responsible for communicating this policy to attendees and for monitoring events accordingly.
</p>
<p>
Third-Party Vendors
</p>
<ul>
<li>The sale of tobacco products on campus is prohibited. This includes the delivery of tobacco products to the campus by means of a delivery service of any kind.
</li>
<li>The free distribution of tobacco products to SUNY Brockport organizations is prohibited.
</li>
<li>SUNY Brockport and affiliated organizations are prohibited from accepting money or gifts from tobacco companies, directly or indirectly. This includes sponsorship of parties by tobacco companies, distribution of free, reduced, or full-price tobacco products, or any promotional items. This does not apply to research funding.
</li>
<li>Tobacco-related advertising or sponsorship is not permitted:
<ul>
<li>on SUNY Brockport-managed property, including billboards or signage in stadiums, and at SUNY Brockport-sponsored events; or
</li>
<li>in publications produced by SUNY Brockport. 
</li>
</ul>
</li>
</ul>
<p>
Signage will be placed at various locations on campus, including building entrances, heavily frequented areas, and sport venues.
</p>
<p>
Non-compliance with this policy may prompt an educational response by SUNY Brockport, which may include information regarding the existing policy, the rationale for the policy and the availability of nicotine cessation support services, both on and off campus. 
</p>
<p>
Repeated non-compliance by a student will be referred to the Student Conduct Office to determine if the student is in violation of The Code of Student Conduct. 
</p>
<p>
Repeated non-compliance by an employee will be referred to the Office of Human Resources and may result in the implementation of further administrative action, up to and including formal disciplinary sanctions.
</p>
<p>
In the event of non-compliance by visitors or guests, the SUNY Brockport Official in charge of the visitors and/or event is responsible for taking appropriate action to address the situation. 
</p>
<p>
If you are interested in learning more about tobacco cessation, call the New York State Smokers’ Quit Line at 1-866-NY-QUITS (1-866-697-8487) or visit the <a href="https://www.nysmokefree.com/" target="_blank" rel="noopener">NYS “Smoke-Free” website</a>.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
<a class="go" href="https://www.nysmokefree.com/" target="_blank" rel="noopener">NYS “Smoke-Free” website</a><br />
<a class="go" href="https://e-cigarettes.surgeongeneral.gov/" target="_blank" rel="noopener">US Surgeon General Advisory on E-Cigarettes</a> 
</p>
<h2>Contact Information</h2>
<p>
Students may contact the Student Health Center for an appointment for a smoking cessation consultation at (585) 395-2414.
</p>
<p>
Employees may contact the Office of Human Resources via (585) 395-2126.
</p>
<p>
Non-compliance issues can be reported to the Office of Human Resources via (585) 395-2126.
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2026-05-07
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2021-05-07
</td>
<td>
Policy title and content change
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
2011-08-01
</td>
<td>
Policy Adopted
</td>
</tr>
<tr>
<td>
Draft Review Date
</td>
<td>
N/A
</td>
<td>
Draft Policy under 30-day Campus Review
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p>
This policy was approved by <strong>President’s Cabinet</strong> on <strong>2021-05-07</strong>
</p>
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<h1>Workplace Visitor Policy</h1>
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<div class='space-below'>
<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
The University values family life and has worked to develop employment policies and benefits that are supportive of families. While the University seeks to focus on providing an environment open to work and family issues, it also believes that the activities of the workplace should be aimed at accomplishing the work of the University.
</p>
<p>
Further, the University believes that the frequent or extended presence of visitors in the workplace during work hours generally is inappropriate for several reasons: decreased employee productivity, risk of harm to the visitor and the potential increased liability to the University.
</p>
<p>
Consequently, the University does not permit the frequent or extended presence of minor children, that may require direct supervision, in the workplace in lieu of other childcare arrangements. The University fully recognizes that circumstances may arise that could necessitate an exception to this policy. When such situations arise the employee and his/her supervisor, in consultation with the Office of Human Resources, will develop a plan that will accommodate the situation with as little disruption as possible.
</p>
<p>
Similarly, the University does not permit the frequent or extended presence of friends or family members of University employees or off duty employees in the workplace.
</p>
<p>
This policy is not intended to prohibit or prevent the presence of family members and friends on campus to attend classes, cultural events or sporting events or other authorized use of campus facilities.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<p><em>There are no procedures for this policy at this time</em></p>
<h2>Links to Related Procedures and Information</h2>
<p>
<em>There are no links for this policy at this time.</em>
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Re-Employment of Retirees Policy</h1>
</div>
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<article>
<div class='space-below'>
<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
Section 211 provides a waiver to the earnings limitation of $30,000 (as of 01/01/2007). The NYS Civil Service Commission may grant waivers under Section 211 for retired employees to be employed in positions in the classified service. The Presidents of State University of New York campuses may grant waivers under Section 211 for retired employees to be employed in positions in the unclassified service of the State University of New York.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<h3>
Eligibility
</h3>
<p>
Certain criteria must be met in order to grant a waiver under the statute listed above. Those criteria are:
</p>
<ol>
<li>The retired person is duly qualified, competent and physically fit for performance of the duties of the position in which the retiree is to be employed;
</li>
<li>That there is a need for the retiree’s service in such position;
</li>
<li>That there are no qualified persons available for recruitment to perform the duties of such position; and
</li>
<li>The employment of the retiree is in the best interest of the government service.
</li>
</ol>
<p>
The clear intent of the law is to restrict the circumstances in which an individual can simultaneously receive both a salary and a pension from the State. This is important to avoid any appearance of impropriety. Thus, it is incumbent upon all campuses to ensure that requests for Section 211 waivers are limited to those cases where no other alternative (such as hiring a new employee or training an existing employee) is available.
</p>
<p>
Knowledgeable, older workers are a tremendous asset to the state, and campuses are encouraged to consider ways in which these individuals provide their expertise and experience on a voluntary basis. However, the legal requirements must be complied with when hiring individuals who have previously retired from government employment.
</p>
<p>
In order to comply with the statutory requirements, before resorting to hiring a retiree pursuant to Section 211, the prospective employer must conduct a search to determine whether there are “readily available for recruitment persons qualified to perform the duties” of the position. In addition, the request that is submitted to the Civil Service Commission or the campus president must, at a minimum:
</p>
<ol>
<li>describe the duties of the position to be filled;
</li>
<li>set forth the qualifications required of any individual to fill that position;
</li>
<li>describe the recruitment efforts which have been undertaken;
</li>
<li>certify that the recruitment efforts failed to locate any qualified non-retired individuals to fill the position;
</li>
<li>certify that the retiree is duly qualified, competent and physically fit to perform the duties of the position; and
</li>
<li>explain why the employment of the retiree is in the best interests of the government service, including why the position cannot be filled through the transfer or training of existing state personnel.
</li>
</ol>
<p>
Under Section 211 of the Retirement and Social Security Law, <strong>waivers may be granted for periods up to two years.</strong> As noted above, however, requests for such waivers should be made only rarely, and should be sought only for the time period that is absolutely necessary. If a request must be made to renew the employment of any individual after the completion of the two-year period, <strong>a new application with the necessary information must be submitted, and the prospective employer must again attest that no qualified persons are available for recruitment other than the retiree. A new search should be conducted before that attestation is made.</strong>
</p>
<p>
<strong>If a retiree exceeds their earning limit under Section 212 and does not receive approval under Section 211, their pension may be reduced.</strong>
</p>
<h2>Definitions</h2>
<h3>
Definition of Retiree
</h3>
<p>
For the purpose of Section 211/212, a retiree is a person who is receiving a service retirement from ERS, TRS, or a NYC Public Retirement System. A member of the Optional Retirement Program (ORP) who separated from service at normal retirement age (55, or 50 in an incentive program) or older and has 10 years of service will be considered a retiree if they have received a retirement incentive or have begun to withdraw funds from their pension, either through annuitization or cash withdrawal.
</p>
<p>
Special rules apply to persons receiving a disability pension from a retirement system. They are not covered by Section 211/212. Other laws limit how much a disability pensioner may earn with the same or different employer. The rules are quite complex. If you are considering hiring a disability pensioner, you should check with the system from which they retired to determine their earnings limit prior to making an offer.
</p>
<h3>
Definition of Earnings
</h3>
<p>
Earnings for purposes of the earnings limit calculation are amounts actually earned in the year in question. Earnings do not include money earned in a prior year and received in the current year. Example: an employee retires on December 31, 2001. In January 2002 they receive a lump sum payment for unused vacation. That payment does not have to be included in 2002 earnings because it was earned in 2001.
</p>
<p>
In the year of retirement, earnings refer only to money earned after the date of retirement. Example: if an employee retires on September 1, 2002, only earnings for the period September – December, 2002 count towards the earnings limit.
</p>
<p>
Earnings in private employment (ex: the SUNY Research Foundation) do not count towards the earnings limit.
</p>
<p>
Earnings paid on Form 1099 count towards the earnings limit.
</p>
<p>
Re-Employment with the Same/Different Employer – Limited vs. Unlimited Earnings Under Section 211, retirees re-employed by the same employer from which they retired are subject to an earnings limitation. Retirees re-employed by a different employer are not subject to an earnings limitation.
</p>
<p>
For this purpose, all New York State agencies, including SUNY campuses, are considered one employer. Other entities are generally considered separate and distinct employers. For example, each school district is a separate employer. So is each local government, public authority, Board of Cooperative Educational Services, and public benefit corporation. Each community college is considered a separate employer, except that in most cases, a community college and its sponsoring county are considered the same employer (exception: Corning and Jamestown Community Colleges are considered independent). City University of New York is considered a separate employer. Here are some examples:
</p>
<ul>
<li>A retiree from a SUNY campus is re-employed at the same campus – earnings are limited.
</li>
<li>A retiree from the NYS Dept. of Transportation is re-employed at a state-operated campus – earnings are limited.
</li>
<li>A retiree from the NYS Dept. of Transportation is re-employed at a community college – earnings are not limited.
</li>
<li>A retiree from Monroe County is re-employed at Monroe Community College – earnings are limited.
</li>
<li>A retiree from a public school is reemployed at a SUNY campus (state-operated or community college) – earnings are not limited.
</li>
</ul>
<p>
If a retiree was primarily employed by another employer but employed on a part-time basis at a SUNY campus, earnings will be limited if the campus employment occurred within two years of the employee’s retirement date, and if the employee’s pension is based in part on the campus service.
</p>
<p>
Some examples:
</p>
<ul>
<li>A retiree from a school district also taught until the date of retirement at a SUNY campus (state-operated or community college). Anyone in this situation should have had their SUNY service reported to TRS, so earnings are limited.
</li>
<li>A school district employee retired in 2001. He/she last taught at a SUNY campus in 1995, and now wants to be re-employed by that campus. Earnings are unlimited.
</li>
<li>A NYC firefighter who taught on an adjunct basis at a SUNY campus wants to be re-employed at the same campus. As the firefighter would have been in the NYC Fire Department Pension Fund, and could not possibly have participated in that system at SUNY, the earnings are unlimited.
</li>
</ul>
<p>
Note: TRS allows part-time employees to elect whether to use their part-time salary in the calculation of final average salary. If they choose not to use the part-time salary in the calculation of final average salary, and they return to work post-retirement for the same employer for which they worked part-time pre-retirement, their earnings with that employer are unlimited. This election must be made before retirement benefits are received. (ERS does not allow this option)
</p>
<p>
Example: A professor is employed full-time at a community college and part-time at a state-operated campus. He/she retires. The state-operated campus has a full-time opening in that discipline, conducts a search and cannot find any qualified non-retirees for the position. They offer the position to the retiree. The retiree’s earnings are limited if their salary at the state-operated campus in the two years prior to their retirement was used in the calculation of the final average salary, and their earnings are unlimited if it was not.
</p>
<p>
Questions about whether a given employee’s earnings are limited should be referred to the retirement system from which they retired or to the SUNY University-wide Benefits Manager for ORP retirees.
</p>
<h3>
Pension Membership
</h3>
<p>
Employees rehired under Sections 211 and 212 may not rejoin their previous retirement system or elect to participate in a new retirement system. They may, however, participate in a tax-deferred savings program.
</p>
<h2>Policy Procedures</h2>
<h3>
Authorization of Waivers
</h3>
<p>
The Presidents of State University of New York campuses may grant waivers to the earnings limitation of $30,000 under Section 211 for positions in the unclassified service.
</p>
<ul>
<li>Waivers may be granted for periods up to two years.
</li>
<li>Acceptance of appointment over and above earnings limitation will be considered employee approval of reduction in pension benefits.
</li>
</ul>
<h4>
Step 1
</h4>
<p>
Before extending an offer of employment, ensure that a search has been properly conducted to determine whether there are no qualified persons available for recruitment to perform the duties of such position.
</p>
<h4>
Step 2
</h4>
<p>
When hiring a retiree pursuant to Section 211, the department is to withhold the salary offer until the maximum allowance has been verified by employee’s retirement system. (See Step 3) The offer of salary is contingent upon appropriate retirement system’s acceptance of our campus approved waiver.
</p>
<h4>
Step 3
</h4>
<p>
The department should prepare form UP-211 (Leave #’s 1-5 blank) and attach to the Appointment/Status Change Recommendation form for any employee retired from ERS or TRS or Optional Retirement for earnings limitation determination. Forms should be sent to the Office of Human Resources.
</p>
<h4>
Step 4
</h4>
<p>
The department should attach and submit, along with the UP-211 form and Appointment/Status Change Recommendation form, the following additional documentation*:
</p>
<ol>
<li>qualifications required of any individual to fill that position
</li>
<li>description of recruitment efforts
</li>
<li>certification that recruitment efforts failed to locate any qualified non-retired individuals to fill that position
</li>
<li>explanation detailing why employment of the retiree is in the best interests of the government service, including why the position cannot be filled through the transfer or training of existing State personnel.
</li>
</ol>
<p>
Note: Retirees who are hired for a full-time position must be appointed from a search.
</p>
<p>
*Additional documentation can be supplied to the Office of Human Resources in Memorandum form
</p>
<h2>Links to Related Procedures and Information</h2>
<h3>
Related Forms:
</h3>
<p>
Appointment Form
</p>
<p>
UP-211 Form
</p>
<h3>
Reference(s):
</h3>
<p>
Section 150 of the Civil Service Law of New York state mandates that retired state or local employees may not be rehired by the state or a political subdivision and receive pension benefits while employed. Sections 211 and 212 of the Retirement and Social Security Law do provide for exceptions to this rule.
</p>
<p>
Section 212 allows a retired state or local government employee to earn up to $30,000 (as of 01/01/2007) on a calendar year basis and continue to receive full pension benefits. There is no earnings limit for persons age 65 or older. Retirees reemployed under Section 212 do not need advance approval; the Employees Retirement System (ERS) and the Teachers Retirement System (TRS) send all retirees a mailing each year which includes a form on which to report Section 212 earnings for the previous year.
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Closing State Offices / Directing Early Departures Policy</h1>
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<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li> <li>Policy</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration & Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td>2023-04-03</td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td>2023-04-03</td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
The statewide policy gives only the Governor the authority to close state buildings and allow employees to be absent without charge to leave accruals. That policy identifies emergency situations and enumerates the leave procedures to be utilized by the State University of New York’s state-operated campuses and the University’s System Administration, along with procedures for obtaining waivers to that policy. It is New York State policy not to close state facilities, offices, or operations as a result of extraordinary weather conditions. In all such circumstances, offices are considered open for business.
</p>
<h2>Purpose/Scope</h2>
<p>
The purpose of this policy is to provide guidance to all employees in the event of state office closure or early departure.
</p>
<h2>Applicability</h2>
<p>
This policy applies to all SUNY Brockport employees.
</p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<h3>
Presidential Authority
</h3>
<p>
Upon receipt of a recommendation from the Emergency Manager, Chief of Police, and President’s Cabinet, the President may:
</p>
<ol>
<li>cancel classes using the Extraordinary Weather Conditions / Internal Procedures for Cancellation of Classes (employees are still expected to make reasonable efforts to come to campus);
</li>
<li>excuse reasonable tardiness (without charge to leave accruals) when extraordinary weather conditions affect the arrival time of a number of employees (however, full-day absences cannot be excused without charge to leave accruals);
</li>
<li>authorize the early departure of employees (with appropriate charges to leave accruals) when weather conditions will likely severely disrupt employees’ return home travel;
</li>
<li>request authorization from the Civil Service Commission (CSC) and the Office of Employee Relations (OER) to direct the early departure of employees, except those represented by Council 82, (without charge to leave accruals) when weather conditions are severe enough to dangerously affect return home travel and that the continuation of employees on the job might endanger their health and/or safety; and/or
</li>
<li>request the Governor to authorize the restitution of accruals used in conjunction with extraordinary weather conditions so extreme as to have created a natural disaster situation affecting the ability of large numbers of employees over a wide geographic area to report to campus for periods in excess of one full day.
</li>
</ol>
<p>
It is understandable that in certain extraordinary situations it may not be possible for employees to get to campus. This could be due to impassable roads, declaration of a state of emergency by a governmental official, etc. (NOTE: A declaration of emergency, even by the Governor, does not automatically mean closure of state offices. If there is to be closure of state offices in such a situation, that determination would result from a separate action by the Governor.) Certainly, employees as citizens are expected to abide by civil authority. Nevertheless, even in such situations, absence is the employee’s responsibility and employees will be expected to charge their absences as appropriate.
</p>
<p>
In an instance when the University is to be closed, the appropriate authorities must obtain authorization to close from the Office of Employee Relations (OER). OER will consult with the New York State Office of General Services and/or the Director of State Operations. Once authorization has been received, the University will release both internal agency communication and media announcements to the public. If questions arise as a result of a radio broadcast, telecast<strong>,</strong> or other announcement involving the campus, a telephone call to your supervisor is recommended to obtain clarification prior to taking action.
</p>
<p>
It should be noted that even when closures occur, employees performing essential services are expected to report to campus in emergencies as part of their job responsibilities related to the emergency itself. While some positions are always deemed essential, others may be deemed essential on a case-by-case basis depending on the particular extraordinary circumstance.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
<a class="go" href="https://www.nysenate.gov/legislation/laws/EXC/A2-B" target="_blank" rel="noopener">NYS Executive Law, Article 2-B</a><br />
<a class="go" href="https://oer.ny.gov/" target="_blank" rel="noopener">Office of Employee Relations (OER) website</a><br />
<a class="go" href="http://www.cs.ny.gov/attend_leave_manual/" target="_blank" rel="noopener">State Attendance and Leave Manual</a>
</p>
<h2>Contact Information</h2>
<p>
<a class="go" href="mailto:[email protected]?subject=Closing%20State%20Offices%20/%20Directing%20Early%20Departures%20Policy">Office of Human Resources</a>
</p>
<h2>History <em>(in descending order)</em></h2>
<table width="690">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2028-04-03
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2023-04-03
</td>
<td>
Minor edits and Cabinet approval
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p>
This policy was approved by <strong>President’s Cabinet</strong> on <strong>2023-04-03</strong>
</p>
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<h1>Oath of Office Policy</h1>
</div>
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<div class="row space-above more">
<div id='grid_layout_container'>
<article>
<div class='space-below'>
<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li> <li>Policy</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>1990-07-16</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
It is the policy of the State University of New York to ensure that its officers and employees take and file an oath or affirmation in compliance with the Constitution of the United States and the Constitution and statutes of the State of New York.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<h3>
Taking and Filing Oaths of Office
</h3>
<h4>
Non-faculty
</h4>
<p>
NYS Civil Service Law §62 requires that “every person employed by the state or any of its civil divisions, with the requirements of [§62] by subscribing and filing the following statement:
</p>
<p>
” I do hereby pledge and declare that I will support the Constitution of the United States and the Constitution of the State of New York, and that I will faithfully discharge the duties of the position of ______________________, according to the best of my ability.
</p>
<h4>
Faculty
</h4>
<p>
Faculty of the University, including the community colleges are required by NYS Education Law §3002 to take the oath. A faculty member may comply with the requirements of §3002 by subscribing and filing the following statement:
</p>
<p>
I do hereby pledge and declare that I will support the Constitution of the United States and the Constitution of the State of New York, and that I will faithfully discharge the duties of the position of ______________________, according to the best of my ability.
</p>
<h4>
Native Americans
</h4>
<p>
Under both §62 of the NYS Civil Service Law and §3002 of the NYS Education Law, an alternative oath of office exists for an “enrolled member of an Indian nation or an Indian individual having an affiliation with an Indian nation recognized by the United States or the State of New York.”
</p>
<p>
I do solemnly affirm that I will faithfully discharge the duties of the position of ______________________, according to the best of my ability, and perform my duties in a manner consistent with the Constitution of the United States and the Constitution of the State of New York.
</p>
<h4>
Requirements
</h4>
<p>
Employees are required to file an oath of office, via the State Employee Statement in Lieu of Oath Pursuant to Civil Service Law, at the time of initial appointment and at the time of recommendation of permanent and continuing appointment. The above mentioned statements are affirmed via this form. The State Employee Statement in Lieu of Oath Pursuant to Civil Service Law Form is mailed to employees with appointment letters and should be returned to the Office of Human Resources.
</p>
<p>
The oaths or statements of faculty members must be filed “with such officer or employee of any such college, university or other educational institution that shall be designated for such purpose.” These oaths or statements must be available for public inspection.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
<a href="https://dos.ny.gov/system/files/documents/2022/10/2187-fstate-employee-statement-in-lieu-of-oath-pursuant-to-civil-service-law-ss62.pdf" target="_blank" rel="noopener">State Employee Statement in Lieu of Oath Pursuant to Civil Service Law Section 62</a>
</p>
<h3>
References
</h3>
<p>
In support of this policy, the following links and/or references to additional resources for related information are included:
</p>
<p>
NYS Public Officers Law §§73-78 (Business or professional activities by state officers and employees – Certification of members
</p>
<h3>
Authority
</h3>
<p>
Where applicable, this section contains links and/or references to the authority governing this policy:
</p>
<ul>
<li>NYS Constitution, Article XIII §1 (Oath of affirmation for members of the legislature and all officers)
</li>
<li>§3002 of the NYS Education Law (Oath to support state and federal constitutions)
</li>
<li>NYS Civil Service Law §62 (Constitutional oath upon appointment)
</li>
</ul>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
1995-07-16
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
1990-07-16
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<li> <a href="/support/human-resources/">Human Resources</a></li><li> <a href="/support/human-resources/discrimination-complaint-procedures/">Discrimination Complaint Procedures</a></li>
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<h1>Discrimination Complaint Procedures</h1>
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<p><strong>SUNY Brockport Discrimination Complaint Procedure (including sexual harassment)</strong></p>
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<h3>
Summary
<a id="summary"></a></h3>
<p>The State University of New York University College at Brockport (“SUNY Brockport”) is committed to maintaining a learning and workplace environment free from sexual harassment and unlawful discrimination. In its continuing effort to seek equity in education and employment, and in support of federal and state anti-discrimination legislation, SUNY Brockport has adopted this complaint procedure for the prompt and equitable investigation and resolution of allegations of unlawful discrimination on the basis of age, race, creed, color, national origin, sexual orientation, gender identity or expression, military status, sex, disability, predisposing genetic characteristics, familial status, marital status, domestic violence victim status, or criminal conviction. Harassment on the basis of the above protected categories is one form of unlawful discrimination. SUNY Brockport will take steps to prevent discrimination and harassment, to prevent the recurrence of discrimination and harassment, and to remedy its discriminatory effects on the victim(s) and others, if appropriate. Sex discrimination includes sexual harassment and sexual and interpersonal violence and may be addressed under this policy or the campus’ Title IX policy, depending on whether the alleged conduct meets the definition found at <a href="https://ecfr.federalregister.gov/current/title-34/subtitle-B/chapter-I/part-106/subpart-D"><strong>34 CFR § 106.30</strong></a>. Retaliation against a person who files a complaint, serves as a witness, or assists or participates in any manner in this procedure is strictly prohibited and may result in disciplinary action.</p>
<hr />
<h3>
Process
<a id="process"></a></h3>
<p> </p>
<h4>Applicability</h4>
<p>This procedure may be used by any student or employee, applicants for employment, interns, whether paid or unpaid, volunteers, contractors, and persons conducting business with SUNY Brockport, as well as other third-parties who are participating in a College-sponsored program or activity. Complaints alleging <em>Title IX Sexual Harassment</em> will be investigated and adjudicated in accordance with the College’s Title IX Grievance policy. Employee grievance procedures established through negotiated contracts, academic grievance procedures, student disciplinary processes, and any other procedures defined by policy or contract will generally operate independently from this procedure, but may be used to give effect to findings where appropriate. Human resources or employee labor relations must be notified of complaints involving represented employees at the onset of the processes described in this procedure.</p>
<p>Furthermore, this procedure does not in any way deprive a complainant of the right to file with outside enforcement agencies, such as the New York State Division of Human Rights, the Equal Employment Opportunity Commission, the Office for Civil Rights of the United States Department of Education, and the Office of Federal Contract Compliance of the United States Department of Labor.</p>
<p> </p>
<h4>Definitions</h4>
<p><em>Discrimination</em> is the different treatment of an individual or group based solely or principally upon a factor prohibited by law, including race, color, national origin, sex, religion, age, disability, gender, pregnancy, gender identity, gender expression, sexual orientation, predisposing genetic characteristics, marital status, familial status, veteran status, military status, domestic violence victim status, or criminal conviction status, that adversely affects the individual’s or group’s employment or academic status.</p>
<p>Discrimination may also result from failure of the College to provide reasonable accommodations to individuals when required due to the individual’s disability, religion, pregnancy status, maternity, breastfeeding, transgender status, or sexual violence victim status.</p>
<p><em>Harassment</em> is a form of discrimination consisting of oral, written, graphic or physical conduct relating to an individual’s protected characteristics that has the effect of subjecting the individual to inferior terms, conditions or privileges of education or employment or interferes with or limits the ability of an individual to participate in or benefit from the College’s programs or activities. Such conduct must amount to more than petty slights or trivial inconveniences, but need not be severe or pervasive. Engaging in speech or expression protected by the First Amendment is not a violation of SUNY Brockport policy.</p>
<p><em>Title IX Sexual Harassment</em> means conduct on the basis of sex that satisfies one or more of the following:</p>
<ol>
<li>
A SUNY Brockport employee conditioning the provision of an aid, benefit, or service of SUNY Brockport on an individual’s participation in unwelcome sexual conduct (quid pro quo);
</li>
<li>
Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to SUNY Brockport’s education program or activity; or
</li>
<li>
“Sexual assault” as defined in <a href="https://www.law.cornell.edu/uscode/text/20/1092">20 U.S.C. 1092(f)(6)(A)(v)</a>, “dating violence” as defined in <a href="https://www.law.cornell.edu/uscode/text/34/12291">34 U.S.C. 12291(a)(10)</a>, “domestic violence” as defined in <a href="https://www.law.cornell.edu/uscode/text/34/12291">34 U.S.C. 12291(a)(8)</a>, or “stalking” as defined in <a href="https://www.law.cornell.edu/uscode/text/34/12291">34 U.S.C. 12291(a)(30)</a>.
</li>
</ol>
<p><em>Retaliation</em> is an adverse action taken against an individual as a result of complaining about or providing information regarding unlawful discrimination or harassment, exercising a legal right, and/or participating in a complaint investigation as a third-party witness. Adverse action includes being discharged, disciplined, discriminated against, subjected to harassment or intimidation, or otherwise subject to adverse employment action because the employee reports discrimination or participates in an investigation under this procedure.</p>
<p><em>Complainant</em> is the individual bringing forward a complaint of harassment, discrimination, or retaliation.</p>
<p><em>Respondent</em> is the individual or entity against whom a complaint has been filed. When a complaint is made against a group or entity, the campus shall identify an appropriate representative to act on behalf of the respondent.</p>
<p><em>Interim measures</em> are steps taken to stabilize the situation, prevent continuing misconduct, support the parties, and protect the integrity of the investigation. Whenever possible, interim measures will be structured so they do not disproportionately impact either party. Interim measures for students may include, but are not limited to, information about how to obtain counseling and academic assistance in the event of sexual assault, and steps to take if the accused individual lives on campus and/or attends class with the complainant. Interim measures involving employees in collective bargaining units should be determined in consultation with the campus human resources or employee relations department.</p>
<p> </p>
<h4>Procedure</h4>
<p>This procedure provides a mechanism through which SUNY Brockport may identify, respond to, and prevent incidents of illegal discrimination. SUNY Brockport recognizes and accepts its responsibility in this regard and believes that the establishment of this internal grievance process will benefit students, faculty, staff, and administration, permitting investigation and resolution of violations of law or policy. All parties involved in the investigation are expected to cooperate and provide truthful information throughout the investigation. Failure to do so may compromise the integrity of the investigation or cause delays. All members of the campus community are expected to cooperate with this procedure.</p>
<p>SUNY Brockport will keep investigations confidential to the extent possible. During any portion of the procedures detailed hereafter, neither the complainant, respondent(s), nor any witnesses shall employ audio or video taping devices.</p>
<p>Retaliation against a person who files a complaint, serves as a witness, or assists or participates in any manner in this procedure is strictly prohibited and may result in disciplinary action up to and including termination or expulsion. Participants who believe they experience retaliation should contact the campus Affirmative Action Officer (“AAO”) and may file a complaint pursuant to this procedure.</p>
<p>SUNY Brockport will comply with law enforcement requests for cooperation, and such cooperation may require the campus to temporarily delay the fact-finding aspect of an investigation while the law enforcement agency is in the process of gathering evidence. The College will resume its investigation as soon as law enforcement notifies it that such investigation will not interfere with the criminal investigation or prosecution. SUNY Brockport will implement appropriate interim steps during the law enforcement agency’s investigation to provide for the safety of the victim(s) and the campus community, as described below.</p>
<p>If a parallel or overlapping complaint has been filed with an outside enforcement agency (<em>e.g</em>., State Division of Human Rights, U.S. Department of Education Office for Civil Rights, Equal Employment Opportunity Commission), the deadlines and process described in this procedure may be modified to the extent necessary to avoid interference with the outside enforcement agency’s investigation. Upon the initiation of litigation, the College may pause the investigation or continue in a manner designed to avoid conflict with litigation counsel, court procedure and judicial rulings.</p>
<h5><em>Consultation and Review</em></h5>
<p>Any student, employee, or third party may consult with the AAO or Title IX Coordinator regarding potential discrimination or harassment. This initial contact may occur by telephone, email, videoconference, or in person—the last being preferred.</p>
<p>It is the responsibility of the AAO or Title IX Coordinator to respond to all such inquiries, reports, and requests as promptly as possible, and in a manner appropriate to the circumstances. This response may include interim measures to protect the parties during the investigation process as well as information on how to file a complaint using this procedure and/or with an outside enforcement agency. Complaints or concerns that are reported to an administrator, manager, or supervisor concerning an act of discrimination or harassment, or acts of discrimination or harassment that administrators, managers, or supervisors observe or become aware of, shall be immediately referred to the AAO or Title IX Coordinator.</p>
<h5><em>Cases of Sex Discrimination</em></h5>
<p>Complaints or reports of sex discrimination will be referred to the campus’ Title IX Coordinator, who will provide to the complainant written or electronic information describing the available options, including pursuing a criminal complaint with a law enforcement agency, pursuing the complaint via this procedure (including possible referral to the Title IX process), or pursuing both options at the same time. Additionally, the Title IX Coordinator will ensure that complainants in sex discrimination cases are made aware of their Title IX rights, available remedies, and resources on and off-campus (such as counseling, local rape crisis center), and interim measures of protection. For more information, see the <a href="http://system.suny.edu/sexual-violence-prevention-workgroup/policies/bill-of-rights/">Victim/Survivor Bill of Rights</a>. Assistance will be available whether or not a formal complaint is filed. To view policy information and obtain contact information for campus-specific, off-campus, community, and state-wide resources, visit <a href="http://response.suny.edu">http://response.suny.edu</a>.</p>
<p><strong>When SUNY Brockport has <em>knowledge</em> of an allegation of <em>Title IX Sexual Harassment</em>, the investigation shall proceed pursuant to the campus</strong> <a href="/about/title_ix/sexual_harassment_title_ix_policies.html">Sexual Harassment/Title IX Policies & Procedures: SUNY Brockport</a><strong>.</strong></p>
<p>When a campus has notice of allegations or incidents of sexual harassment that fall outside of the definition set forth in 34 CFR § 106.30, the Title IX Coordinator will make reasonable efforts to investigate, regardless of complainant cooperation and involvement, consistent with the <a href="http://system.suny.edu/sexual-violence-prevention-workgroup/policies/disclosure/">Policies on Sexual Violence Prevention and Response</a>, including the <a href="http://system.suny.edu/sexual-violence-prevention-workgroup/policies/disclosure/">Options for Confidentially Disclosing Sexual Violence</a>.</p>
<h5><em>Time Limitations for Filing a Discrimination Complaint</em></h5>
<p>Discrimination should be reported within <strong>one year</strong> after the last act of alleged discrimination or harassment occurred. In instances involving a student charge of discrimination against a faculty member that occurred in the context of a subordinate-supervisor academic relationship (e.g., teaching, advising, thesis or dissertation supervision, coaching, clinical medical supervision), the time period may be extended until one year after the student is no longer under the faculty member’s academic or clinical medical supervision or three years from the date the most recent alleged discrimination occurred, whichever is earlier. For allegations of sexual harassment, including sexual violence, the time period for reporting is extended to within <strong>seven years</strong> of the alleged acts of sexual harassment. Failure to report discrimination within the relevant limitation period may lead to dismissal of the complaint.</p>
<h5><em>Conflicts of Interest</em></h5>
<p>In the event that the AAO, Title IX Coordinator, or designee, cannot conduct an investigation due to a conflict of interest, the campus will ensure that the report of discrimination is investigated by individuals with experience and training in discrimination compliance.</p>
<h5><em>Filing and Processing of Complaints</em></h5>
<p>The Affirmative Action Officer or Title IX Coordinator (hereinafter “investigator”) who receives any complaint of alleged discrimination shall:</p>
<ol>
<li>
Inform the complainant about the complaint process and other internal options to resolve the issue;
</li>
<li>
Assist the complainant in the use of the complaint form; and
</li>
<li>
Provide the complainant with information about various external agencies with which the complaint may be filed, including where to find applicable time limits for filing with each agency.
</li>
</ol>
<p>Although in limited circumstances, verbal complaints may be acted upon, the procedures set forth here rest upon the submission of a written complaint submitted by paper or electronically that will enable there to be a full and fair investigation of the facts.</p>
<p>All complaints must be submitted on the <a href="https://www.suny.edu/sunypp/lookup.cfm?lookup_id=241">Form A</a> – Charge of Discrimination, provided by the College.</p>
<p>As soon as reasonably possible after the filing of the complaint, the investigator will provide a copy of the complaint, along with a copy of this procedure, to the respondent(s).</p>
<h5><em>Informal Resolution</em></h5>
<p>No party will be required to participate in informal resolution, and the campus may never condition enrollment, employment, or enjoyment of any other right or privilege upon agreeing to informal resolution.</p>
<p>Informal resolution of complaints of sexual harassment may be addressed via the campus’ Sexual Harassment Informal Resolution Process if the complainant and respondent agree.</p>
<p>In all other discrimination complaints, the AAO may attempt to resolve the underlying issue with the agreement of complainant and respondent. The time limitations for investigating a complaint shall be tolled (paused) during the pendency of the informal resolution process. Any party or the AAO may elect to end the informal resolution process and proceed to the formal resolution procedure at any time after the Charge of Discrimination form is filed.</p>
<p>If a resolution satisfactory to both the complainant and the respondent is reached, the AAO shall close the case, sending a written notice to that effect to the complainant and respondent(s). The written notice, a copy of which shall be attached to the original complaint form in the AAO’s file, shall contain the terms of any agreement reached by complainant and respondent, and shall be signed and dated by the complainant, the respondent(s) and the AAO. (See <a href="https://www.suny.edu/sunypp/lookup.cfm?lookup_id=242">Form B</a> Memorandum: Status - Resolved form)</p>
<p>If the AAO is unable to resolve the complaint to the mutual satisfaction of the complainant and respondent(s), the AAO shall so notify the parties and initiate the investigation process.</p>
<h5><em>Formal Investigation and Resolution</em></h5>
<p>The formal complaint proceeding is commenced by the filing of a complaint form as described above and/or by a party’s decision to discontinue the informal resolution process. The outcome of the process is a report describing the relevant evidence and making findings.</p>
<p>The investigatory process is guided by the need to balance the remedy of unlawful discrimination and harassment with principles of fairness, due process, and confidentiality. Accordingly, parties to an investigation are afforded the following rights and protections:</p>
<ul>
<li>
SUNY Brockport will maintain the confidentiality of discrimination reports to the fullest extent possible and requests the same of parties to the investigation and third-party witnesses. Records of conversations with parties or witnesses will not be released outside of the institution unless required by law (e.g., outside investigation, FERPA, FOIL), court order, or as needed to pursue available remedies such as student/employee discipline.
</li>
<li>
The respondent is entitled to due process, including knowledge of the specific allegation(s) and an opportunity to respond prior to imposition of sanctions or an adverse employment or education action. No finding or presumption of wrongdoing will be made absent factual evidence that supports the finding.
</li>
<li>
Complainants and respondents will each have notice of the evidence presented during the investigation, as well as an opportunity to explain and respond to the evidence. The investigator will keep the parties informed of the progress of the investigation and any actions taken that may affect their rights.
</li>
<li>
Complainants and third-party witnesses are protected against retaliation for reporting discrimination or participating in an investigation. If a party feels that any negative action has been taken as a result of reporting discrimination or participating in a complaint investigation, this allegation will be investigated separately.
</li>
</ul>
<p>The investigator may refer allegations of serious misconduct that could warrant disciplinary action to the applicable disciplinary offices (<em>e.g.</em>, employee relations, student conduct) for investigation and adjudication. When possible, such referrals will be made following the investigation. However, earlier referral may be appropriate where the seriousness of the alleged conduct requires immediate action (<em>e.g.</em>, alternate work assignment, suspension), where applicable collective bargaining agreements require investigation by employee relations, or where the time limitations applicable to disciplinary proceedings may be implicated prior to the conclusion of the investigation.</p>
<p>In conducting investigations, the investigator will consider relevant laws, policies and procedures, documentation, and information obtained from the complainant, respondent(s), and third-party witnesses. The standard of proof in complaints made under this policy is preponderance of the evidence (more likely than not), regardless of whether the allegations would also constitute a crime. The timeframe for investigating a report of discrimination will depend upon the complexity of the investigation, but should not exceed sixty days, absent good cause. At the conclusion of an investigation, the investigator will summarize their findings in a written report, which will include a recommended outcome.</p>
<p>The following are potential outcomes of a complaint investigation:</p>
<ul>
<li>
The matter is resolved between the parties and there are no other issues requiring College involvement;
</li>
<li>
The complainant elects to withdraw the complaint or requests that there be no further investigation, and there are no other factors which require continuation of the investigation;
</li>
<li>
There is insufficient evidence to support a finding of a violation of the SUNY Brockport policies against discrimination and harassment;
</li>
<li>
The preponderance of the evidence supports a finding of a violation of the SUNY Brockport policies against discrimination and harassment.
</li>
</ul>
<p>The parties to a complaint will receive notice of the outcome of the investigation, including a copy of the investigator’s report.</p>
<p>When the evidence supports a finding that a violation of law or policy occurred, the investigator will recommend appropriate action to the College president or designee to remedy such violation(s). If the president is the respondent, the findings and recommendation shall be submitted to the SUNY Chancellor or their designee, who will act in place of the president.</p>
<ol style="list-style-type: upper-roman;">
<li>
For employees (including student employees) not in a collective bargaining unit: The president or designee may take such administrative action as they deem appropriate under their authority as the chief administrative officer of the college, including but not limited to, termination, demotion, reassignment, suspension, reprimand, or training.
</li>
<li>
For students: The president or designee may determine that sufficient information exists to refer the matter to the office of student conduct, or other appropriate disciplinary bodies for review, and appropriate action under the applicable student conduct code. The potential outcomes may include reprimand, suspension, expulsion, or educational courses or activities.
</li>
<li>
For employees in collective bargaining units: The president or designee may determine that sufficient information exists to refer the matter to their designee for investigation and disciplinary action, or other action as may be appropriate under the applicable collective bargaining agreement. The potential outcomes may include a reprimand, suspension, termination, training, reassignment, fine, demotion, or informal or formal counseling.
</li>
</ol>
<p>The action of the president or designee shall be final unless further proceedings under the code of student conduct or applicable collective bargaining agreement are implicated. If the president is the respondent, the Chancellor or designee shall issue a written statement indicating what action the Chancellor proposes to take. The Chancellor’s decision shall be final for purposes of this discrimination procedure.</p>
<p><em>Notice of outcome</em>: Following final determination and/or action, the president or designee shall issue a letter to the complainant and to the respondent(s) advising them that the matter, for purposes of this discrimination procedure, is closed. In cases of sex discrimination, notice of outcome will include the sanctions, as appropriate.</p>
<hr />
<h3>
Forms
<a id="forms"></a></h3>
<p><a href="https://www.suny.edu/sunypp/lookup.cfm?lookup_id=241">Form A</a> - Charge of Discrimination<br /><br /><a href="https://www.suny.edu/sunypp/lookup.cfm?lookup_id=242">Form B</a> - Template for Memorandum Outlining Mutual Agreement Between Parties</p>
<hr />
<h3>
Related Procedures
<a id="related-procedures"></a></h3>
<p><a href="http://system.suny.edu/media/suny/content-assets/documents/sexualviolenceprevention/SUNY-Policies-Sexual-Violence-Prevention-Response-Dec012014.pdf">SUNY Policies on Sexual Violence Prevention and Response</a></p>
<p><a href="http://system.suny.edu/sexual-violence-prevention-workgroup/">Available on the Sexual Violence Prevention Workgroup website</a><br />Includes: Definition of Affirmative Consent, Policy for Alcohol and/or Drug Use Amnesty in Sexual Violence Cases, Campus Climate Assessment Policy, Sexual Violence Victim/Survivor Bill of Rights, Sexual Violence Response Policy, Options for Confidentially Disclosing Sexual Violence, and Student Onboarding and Ongoing Education Guide</p>
<p><a href="http://www.suny.edu/sunypp/documents.cfm?doc_id=533">SUNY Policy Doc. No. 6502, Equal Opportunity: Access, Employment and Fair Treatment in the State University of New York</a></p>
<p><a href="http://www.suny.edu/sunypp/documents.cfm?doc_id=759">SUNY Policy Doc. No. 6504, Policy on Mandatory Reporting and Prevention of Child Sexual Abuse</a></p>
<hr />
<h3>
Other Related Information
<a id="other-related-information"></a></h3>
<p><a href="https://www.suny.edu/sunypp/lookup.cfm?lookup_id=534">SUNY Procedure Doc. No. 6503</a> - Sexual Orientation Nondiscrimination</p>
<p><a href="https://www.suny.edu/sunypp/lookup.cfm?lookup_id=877">SUNY Policy Doc. No. 6506</a> - Sexual and Romantic Relationship Policy</p>
<p><a href="https://www.suny.edu/sunypp/lookup.cfm?lookup_id=878">SUNY Policy Doc. No. 6507</a> - Sexual Harassment Response and Prevention Statement</p>
<p>Compliance Website pages on <a href="http://system.suny.edu/compliance/topics/equity/">Equity and Diversity</a></p>
<p><a href="https://system.suny.edu/sci/">SUNY Student Conduct Institute</a></p>
<p><a href="https://www.suny.edu/violence-response/">SUNY SAVR Resource</a></p>
<hr />
<h3>
Authority
<a id="authority"></a></h3>
<p>New York State Human Rights Law, available on the <a href="http://www.dhr.ny.gov/law">New York State Division of Human Rights website</a>, or in <a href="http://www.dhr.ny.gov/sites/default/files/doc/hrl.pdf">PDF format</a> from the same site.</p>
<p><a href="http://www.justice.gov/crt/about/cor/coord/titleixstat.php">Title IX of the Education Amendments of 1972</a>, Federal Law</p>
<p>Related guidance available with the United States Department of Education <a href="http://www2.ed.gov/about/offices/list/ocr/publications.html">Office for Civil Rights Publications page</a></p>
<p>[All of the laws that are available on the <a href="http://www.eeoc.gov/laws/statutes/index.cfm">U.S. Equal Employment Opportunity Commission website</a>, the federal agency with oversight of the laws]</p>
<ul>
<li>
<a href="http://www.eeoc.gov/laws/statutes/titlevii.cfm">Title VII of the Civil Rights Act of 1964</a>
</li>
<li>
<a href="http://www.eeoc.gov/laws/statutes/adea.cfm">The Age Discrimination in Employment Act of 1967</a>
</li>
<li>
<a href="http://www.eeoc.gov/laws/statutes/ada.cfm">Titles I and V of the Americans with Disabilities Act of 1990 (ADA)</a>
</li>
<li>
<a href="http://www.eeoc.gov/laws/statutes/epa.cfm">The Equal Pay Act of 1963</a>
</li>
<li>
<a href="http://www.eeoc.gov/laws/statutes/pregnancy.cfm">The Pregnancy Discrimination Act</a>
</li>
</ul>
<hr />
<h3>
History
<a id="history"></a></h3>
<p>This document was updated and adopted in January 2021 in order to comply with <a href="https://www.ecfr.gov/cgi-bin/text-idx?SID=af60ad46e004ad3ce8dbc785a196a2cc&mc=true&node=pt34.1.106&rgn=div5">Title IX regulations</a> and improve the efficiency and effectiveness in which complaints are addressed.</p>
<hr />
<h3>
Appendices
<a id="appendices"></a></h3>
<p><a href="https://www.suny.edu/sunypp/lookup.cfm?lookup_id=452">Appendix A</a> - External Enforcement Agencies</p>
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<li class="anchor-h3"><a href="/support/human-resources/discrimination-complaint-procedures/#summary">Summary</a></li>
<li class="anchor-h3"><a href="/support/human-resources/discrimination-complaint-procedures/#process">Process</a></li>
<li class="anchor-h3"><a href="/support/human-resources/discrimination-complaint-procedures/#forms">Forms</a></li>
<li class="anchor-h3"><a href="/support/human-resources/discrimination-complaint-procedures/#related-procedures">Related Procedures</a></li>
<li class="anchor-h3"><a href="/support/human-resources/discrimination-complaint-procedures/#other-related-information">Other Related Information</a></li>
<li class="anchor-h3"><a href="/support/human-resources/discrimination-complaint-procedures/#authority">Authority</a></li>
<li class="anchor-h3"><a href="/support/human-resources/discrimination-complaint-procedures/#history">History</a></li>
<li class="anchor-h3"><a href="/support/human-resources/discrimination-complaint-procedures/#appendices">Appendices</a></li>
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<h1>HIPPA Policy</h1>
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<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
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<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
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<th class='audit_label'>Last Revision Date</td>
<td></td>
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<th class='audit_label'>Last Review Date</strong></td>
<td></td>
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<h2>Policy Statement</h2>
<p>
SUNY Brockport is committed to protecting the privacy and confidentiality of health information of the campus community it serves. Health information is strictly confidential and should never be disclosed, nor confirmed to anyone who is not specifically authorized under the institution’s policies or applicable law to receive the information.
</p>
<p>
Failure to adhere to state and federal law or SUNY Brockport policies and procedures regarding the confidentiality of protected information will be considered a breach of confidentiality and will result in the imposition of appropriate sanctions.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p>
This policy applies to all members of SUNY Brockport community, whether directly employed by the institution or serving under an alternative arrangement. It shall include, but not be limited to:
</p>
<ul>
<li>Employees
</li>
<li>Volunteers
</li>
<li>All students participating in a health related program (including medical interns and residents)
</li>
<li>Agency and contracted staff (including temporary staff)
</li>
<li>Consultants
</li>
<li>Contractors and subcontractors
</li>
<li>Faculty and credentialed staff
</li>
</ul>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<p>
1. SUNY Brockport is responsible for providing job appropriate training to its workforce regarding:
</p>
<ol style="list-style-type: lower-alpha;">
<li>The need for confidentiality
</li>
<li>Types of information that are considered confidential
</li>
<li>Sanctions associated with a breach of confidentiality
</li>
<li>The institution’s confidentiality agreement 
</li>
</ol>
<p>
2. Each member of SUNY Brockport’s affected workforce will be expected to review and sign the confidentiality agreement. This will occur upon hire/affiliation. This signed statement will be maintained in the appropriate employee file.
</p>
<p>
3. Any and all breaches of confidentiality should be reported to the department supervisor. Failure to report a breach will be considered a violation of this policy. Investigation of a suspected breach of confidentiality will be done in concert with the University’s privacy official or his/her designee.
</p>
<p>
4. Upon a finding of a breach of confidentiality by an employee in a collective bargaining unit, the University may initiate action pursuant to the applicable collective bargaining agreement.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
<em>There are no links for this policy at this time.</em>
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
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<th>
Item
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<th>
Date
</th>
<th>
Explanation
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<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
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<h1>Employee Attendance Guidelines in the Case of Severe Weather Conditions or Other Extraordinary Circumstances Policy</h1>
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<article>
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<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
This policy will provide guidelines on the impact of severe weather conditions or other extraordinary circumstances on employee attendance in the case of closing State offices and directed early departures. 
</p>
<p>
Certain general principles apply: 
</p>
<p>
State policy is not to close State offices or facilities because of severe weather conditions or other extraordinary circumstances. Offices should remain open, even when services to the public are cancelled. 
</p>
<p>
Only the Governor has the authority to close State offices or facilities. 
</p>
<p>
Even if offices or facilities close, employees who provide essential services are expected to report to work or to remain at work to perform responsibilities related to the emergency itself. 
</p>
<p>
Agencies do not have the authority to direct employees not to report to work. 
</p>
<p>
Agencies do not have the authority to direct employees to leave work, unless GOER, as the Governor’s designee, authorizes a directed early departure. In some situations, agencies may permit employees who wish to do so to leave work early and charge the absence to appropriate leave credits.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<h3>
Reporting to Work
</h3>
<p>
Severe weather conditions or other extraordinary circumstances may impact the ability of employees to report to work. 
</p>
<p>
Only the Governor has the authority to close State offices or facilities. A declaration of a state of emergency by the Governor does not by itself close State offices and facilities. If State offices were to close in such a situation, the closure would result from a separate action by the Governor. If the closure is not directed, employees who do not report to work must charge leave credits other than sick leave. 
</p>
<p>
While the chief executive of a county, city, or village has the authority to declare a local state of emergency, that declaration does not authorize the closing of State offices or facilities. Similarly, travel restrictions imposed by local authorities do not close State offices or facilities. If an employee is absent because of a local state of emergency or travel ban, the employee is expected to charge the absence to leave credits other than sick leave.
</p>
<h3>
Leaving Work Early
</h3>
<p>
Conditions may develop in a State office, facility, or worksite that significantly impact working conditions, or severe weather conditions or other extraordinary circumstances may raise concerns about employees’ ability to travel safely when they leave work. Employees who request and are permitted to leave work because of such concerns before the end of their workday must charge leave credits other than sick leave.
</p>
<p>
In certain emergency situations, emergency personnel or agency management may direct employees to evacuate a State office, facility, or worksite. An evacuation order is not a directed early departure and does not by itself release employees from duty status. The University may not direct employees to leave work if GOER has not authorized a directed early departure.
</p>
<h3>
Directed Early Departure
</h3>
<p>
In appropriate situations, an agency may ask GOER to authorize a directed early departure for affected employees who have reported to work and who remain in duty status. A directed early departure may be appropriate when severe weather conditions exist or building problems such as fire, a loss of power, heating, air conditioning, or water, or other problems endanger the health or safety of employees. Conditions that are simply uncomfortable or inconvenient or that reduce productivity do not warrant a directed early departure. Agencies cannot direct employees to leave work if GOER has not authorized a directed early departure.
</p>
<p>
The following general principles apply to directed early departures:
</p>
<p>
Employees deemed essential are not covered by a directed early departure. While some positions are always deemed essential, others may be deemed essential on a case-by-case basis depending on the particular extraordinary circumstance.
</p>
<p>
Non-essential employees who reported to work and remained in duty status until GOER authorized the directed early departure, are not required to charge leave credits.
</p>
<p>
Employees who reported but left work for the day before GOER authorized the directed early departure must charge appropriate leave credits until the end of their work shift.
</p>
<p>
Employees who did not report to work because of the extraordinary circumstances must charge leave credits other than sick leave for their entire work shift.
</p>
<p>
Employees who do not have sufficient leave credits to charge will be required to take leave without pay for hours not worked.
</p>
<p>
If the closure or directed early departure occurs during the academic year and classes are cancelled, Faculty would not have an obligation and will not be required to charge leave credits.
</p>
<p>
Whether and how a directed early departure authorized during one shift affects employees working shifts later that day, as well as any other questions about directed early departures in extraordinary circumstances, should be discussed with your direct supervisor.
</p>
<p>
The directed early departure of any group of employees does not create any right to equivalent time off for employees who chose not to depart, employees not directed to depart because they were not deemed adversely affected by the extraordinary circumstances, or were deemed to be essential employees.
</p>
<p>
When extraordinary circumstances continue for more than one day, employees must report to work each day.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
<em>There are no links for this policy at this time.</em>
</p>
<h2>Contact Information</h2>
<p>
Questions regarding these guidelines can be directed to: Debbie Looney, Payroll at 395-2744 or <a href="mailto:[email protected]?subject=">[email protected]</a>.
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Prior Service Policy</h1>
</div>
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</div>
<div class="row space-above more">
<div id='grid_layout_container'>
<article>
<div class='space-below'>
<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<h3>
Academic Employees (Article XI, Title B. Section 3 d)
</h3>
<p>
In determining eligibility for continuing appointment, satisfactory, full-time prior service in academic rank at any other accredited academic institution of higher education may, at the request of the appointee and in the discretion of the Chancellor, or designee, be credited as service, up to a maximum of three years, at the time of appointment at a college. Waiver of all or part of this service credit shall be granted upon written request of the employee to the chief administrative officer not later than six months after the date of initial appointment. Waiver of prior service is not applicable to SUNY service.
</p>
<p>
Special Considerations:
</p>
<ul>
<li>Academic employee appointees may claim eligible prior service credit from any accredited academic institution of higher education
</li>
<li>Prior SUNY service, meeting the criteria of B.O.T Policies, cannot be waived and will reduce the number of years of service required for tenure for junior academic rank appointees.
</li>
<li>Prior service is not an issue for appointees to senior academic rank (Associate Librarian, Librarian, Associate Professor, or Professor) since they may be granted tenure at any time and must be granted tenure if reappointed in academic rank after three years of service
</li>
</ul>
<h3>
Professional Employees (Article XI, Title C. Section 4c)
</h3>
<p>
In determining eligibility for permanent appointment, satisfactory, full-time prior service in a professional title at any one college of the University may, at the request of the professional employee and in the discretion of the Chancellor, or designee, be credited as service, up to a maximum of three years, at the time of appointment at another college. Waiver of all or part of this service credit shall be granted upon written request of the employee to the chief administrative officer not later than six months after the date of initial appointment.
</p>
<p>
Special Considerations:
</p>
<ul>
<li>Professional employee appointees may only claim eligible prior service from four-year SUNY institutions. Community college service is not eligible.
</li>
<li>Verified and approved prior service will reduce the number of years of service required for permanent appointment
</li>
</ul>
<h3>
Classified Employees
</h3>
<p>
Once classified service employees are appointed to permanent status, their original permanent appointment date stays with them throughout their career in state service.
</p>
<p>
Special Considerations:
</p>
<ul>
<li>Classified service employees who transfer to your institution from other state agencies may have greater seniority than classified service employees already serving within the unit.
</li>
</ul>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<p>
For academic and professional employees, appropriate prior service request forms are enclosed with the employee’s new hire contract letter. Requests are made at the time of appointment.
</p>
<h2>Links to Related Procedures and Information</h2>
<h3>
Related Forms:
</h3>
<p>
<a href="/live/files/3998-priorserviceacademicdoc" target="_blank" rel="noopener">Prior Service Request - Academic Employees</a>
</p>
<p>
<a href="/live/files/4003-professionalpriorrervicedoc">Prior Service Request - Professional Employees</a>
</p>
<h3>
Reference(s):
</h3>
<p>
Policies, Article XI, Title B. Section 3(d), Title C. Section 4(c), and Civil Service Law
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Equal Employment Opportunity Policy</h1>
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<div class='space-below'>
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<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Affirmative Action</li> <li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
SUNY Brockport expresses and demonstrates its commitment to equal opportunity for all persons in the university community, regardless of race, color, sex, age, ethnicity, religion, national origin, sexual orientation, disability, marital status, or status of Vietnam-era, special disabled, recently separated, or other protected veteran. This policy applies to all university offices, departments, and affiliates, students, faculty, and staff members.
</p>
<p>
According to federal and/or state guidelines:
</p>
<p>
Equal opportunity is a system of employment and educational practices under which individuals are included in participation and benefits regardless of their race, color, sex, age, ethnicity, religion, national origin, sexual orientation, disability, marital status, or status as a disabled veteran or Vietnam-era veteran.
</p>
<p>
All members of the University community must abide by the rules, regulations, and policies of Equal Employment Opportunity.
</p>
<p>
Equal opportunity affects all employment practices including, but not limited to, recruitment, hiring, training, transfers, promotions, benefits, compensation, educational opportunities, and terminations.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<h3>
Procedure and Forms:
</h3>
<p>
<a class="go" href="http://www.suny.edu/sunypp/documents.cfm?doc_id=451">The SUNY Discrimination Complaint Procedure and Form</a>
</p>
<h2>Links to Related Procedures and Information</h2>
<h3>
References:
</h3>
<p>
<a class="go" href="https://www.eeoc.gov/">Equal Employment Opportunity Commission</a>
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Non-Discrimination of Persons with Disabilities Policy</h1>
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<article>
<div class='space-below'>
<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Affirmative Action</li> <li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
It is the policy of SUNY Brockport that no otherwise qualified person with a disability shall, solely by reason of the disability, be excluded from participation in employment or access to programs of the University. The following statement appears in the Directory of Policy Statements:
</p>
<p>
SUNY Brockport will not discriminate against any employee, applicant for employment or student, because of physical or mental handicap with regard to any position or program for which that person is qualified. This commitment is applicable in all employment practices including, but not limited to employment upgrading, demotion or transfer, recruitment, layoff or termination, rates of pay or other forms of compensation, and selection for training.
</p>
<p>
In carrying out this policy, the University shall make a good faith effort to reasonably accommodate the physical and/or mental limitations of an employee, applicant for employment or student unless such accommodations would impose undue hardship on the operation of the university.
</p>
<p>
The University will not deny an employment opportunity to a qualified individual because the individual has a relationship or association with an individual who has a disability.
</p>
<p>
The University will not knowingly participate in a contractual or other arrangement that subjects an applicant for employment, an employee, or a student with a disability to unlawful discrimination.
</p>
<p>
The University will not discriminate or retaliate against any individual, whether or not the individual has a disability, as a result of an individual opposing a discriminatory practice, filing a discrimination complaint, or participating in any way in enforcing the Americans with Disabilities Act.
</p>
<p>
SUNY Brockport will follow the SUNY Complaint Procedures to resolve complaints of unlawful discrimination based on disabilities.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<p><em>There are no procedures for this policy at this time</em></p>
<h2>Links to Related Procedures and Information</h2>
<h3>
Related Forms:
</h3>
<p>
<a href="/live/files/3989-finalaccommodationrequestprocesspdf" target="_blank" rel="noopener">Reasonable Accommodation Form</a>
</p>
<h3>
Reference(s):
</h3>
<p>
<a class="go" href="https://www.eeoc.gov/">U.S. Equal Employment Opportunity Commission</a>
</p>
<h2>Contact Information</h2>
<h3>
Students with need for special services related to disabilities should contact:
</h3>
<p>
Student Accessibility Services
</p>
<h3>
Faculty and staff accommodations and complaints related to disability should be addressed to:
</h3>
<p>
The Office of Affirmative Action
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Workplace Violence Prevention Policy</h1>
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<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Environmental Health and Safety</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td>2020-09-18</td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
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<h2>Policy Statement</h2>
<p>
SUNY Brockport is committed to providing its employees a work environment that is safe, secure and free of threats, intimidation and acts of violence.  In compliance with New York Labor Law §27-b, SUNY Brockport has developed and implemented a Workplace Violence Prevention Policy and Program.
</p>
<p>
Employees who commit a violent act or threaten to commit a violent act may be subject to corrective or disciplinary action, up to and including termination, in accordance with existing collective bargaining agreements and may be charged to the full extent of the law. Any individual who makes a substantial threat, exhibits threatening behavior or engages in violent acts on University property shall be subject to removal from the premises as quickly as safety permits.  An investigation will subsequently be conducted as promptly as possible.  
</p>
<p>
Firearms and dangerous weapons of any type are not permitted on campus except as permitted under SUNY Policy 5403.  The unlawful possession or use on campus of knives (except non-spring pocket knives) or other weapons, explosives or fireworks is prohibited.
</p>
<h2>Purpose/Scope</h2>
<p>
SUNY Brockport is committed to providing a work environment free from threatening behavior and acts of violence. 
</p>
<h2>Applicability</h2>
<p>
This policy applies University-wide. Departmental, office, or unit-specific policies may not contradict, undermine, or relax the standards of University-wide policies, and must adhere to the policy development process herein.
</p>
<h2>Definitions</h2>
<p>
<strong>Employee </strong>- Any person who is employed by SUNY, the University, and affiliated entities such as Brockport Auxiliary Services Corporation, performing work on behalf of the University at a location defined as a <strong>Workplace</strong>.
</p>
<p>
<strong>Retaliatory action </strong>- The discharge, suspension, demotion, penalization, or discrimination against any employee, or adverse employment action taken against an employee for filing a report under this policy.
</p>
<p>
<strong>Supervisor </strong>- Any person within the University organization who has the authority to direct and control the work performance of an employee, or who has the authority to take corrective action regarding the violation of the law, rule or regulation to which the employee submits an incident report.
</p>
<p>
<strong>Workplace</strong> - Any location where an employee performs any work-related duty in the course of their employment by the University, an affiliated entity or contractor.
</p>
<p>
<strong>Workplace Violence</strong> - Any physical assault, threats, or acts of extremely aggressive behavior occurring in the course of an employee’s duties, including but not limited to:
</p>
<ul>
<li>An attempt or threat, whether verbal or physical, to inflict physical injury upon an employee.
</li>
<li>Any intentional display of force which would give an employee reason to fear or expect bodily harm.
</li>
<li>Intentional and wrongful physical contact directed at a person without their consent.
</li>
<li>Stalking a person with the intent to cause fear of harm to the physical safety and/or health of such person.
</li>
</ul>
<h2>Policy Procedures</h2>
<h3>
Reporting Procedures
</h3>
<p>
Workplace violence or threats of workplace violence must be promptly reported to the appropriate University (and/or local) official as noted in the following reporting procedures. Additionally, all members of the University community are encouraged to report behavior that they reasonably believe poses a potential for workplace violence in order to maintain a safe living, working and learning environment.
</p>
<ol>
<li>Contact Local Law Enforcement at 911 (if off campus).
</li>
<li>Contact University Police at (585) 395-2222.
</li>
<li>Contact your supervisor.
</li>
<li>Complete a <a href="https://forms.brockport.edu/view.php?id=2753758" target="_blank" rel="noopener">Workplace Violence Incident Report</a>.
</li>
</ol>
<p>
University Police and the Office of Human Resources shall be notified of all reports related to Workplace Violence.  Electronic submission of the Workplace Violence Incident Report automatically sends these notifications.
</p>
<h3>
Responsibilities
</h3>
<ol>
<li>Employee
<ol style="list-style-type: upper-alpha;">
<li>All employees are responsible for helping to maintain a safe work and educational environment and are urged to take reasonable precautions to prevent violence and other unsafe conditions in the workplace and report indicators of risk of violent behavior.
</li>
<li>All employees have an obligation to report any incidents of violence or threats of workplace violence to University Police and their supervisor immediately. If an employee believes that imminent danger exists, they must contact University Police immediately by calling (585) 395-2222. In addition, employees are expected to notify University Police whenever an Order of Protection is granted which mentions University property, involves a University employee, or a person working at the University in any capacity. A copy of the Order shall be provided to University Police and the Office of Human Resources. Confidentiality will be maintained to the extent possible. Employees should also notify their supervisor.
</li>
<li>Right to Appeal: Any employee or representative of employees, i.e.: union officer, who believes that a violation of a Workplace Violence Prevention Policy exists, shall bring such matter to the attention of a supervisor in the form of an incident report, which will be sent to University Police and the Office of Human Resources. If, after the issuance of a report, the matter has not been resolved and the employee or representative still believes that a violation of a Workplace Violence Prevention Policy remains, or that an imminent danger exists, the employee or representative should contact the Director of Human Resources at (585) 395-2126.
</li>
</ol>
</li>
<li>Supervisor
<ol style="list-style-type: upper-alpha;">
<li>Each dean, director, department chairperson, executive officer, administrator, or other person with supervisory responsibility (hereinafter “supervisor”) is responsible within their area of jurisdiction for the implementation of this policy.
</li>
<li>Supervisors are required to contact University Police immediately in the event they become aware of imminent violence or an act of violence. Supervisors are expected to:
<ol>
<li>Report to University Police any complaint of workplace violence made to them and any other incidents of workplace violence of which they become aware or reasonably believe to exist.
</li>
<li>Inform their immediate supervisor promptly about any complaints, acts, or threats of violence even if the situation has been addressed and resolved. After having reported such complaint or incident to University Police and their immediate supervisor, they should maintain confidentiality to the extent possible.
</li>
<li>Implement recommended corrective action, including disciplinary action in accordance with the provisions of the appropriate collective bargaining agreements.
</li>
</ol>
</li>
</ol>
</li>
<li>University Police
<ol style="list-style-type: upper-alpha;">
<li>University Police is responsible for:
<ol>
<li>Responding to and documenting incidents of violence in the workplace. University Police will refer incidents of violence in the workplace to the Office of Human Resources for its action.
</li>
<li>Conducting a police investigation, if warranted by University Police or the Office of Human Resources
</li>
<li>Documenting all incidents of workplace violence and may notify the respective supervisor of an incident concerning their employee.
</li>
</ol>
</li>
<li>When informed, University Police will maintain a record of the Orders of Protection that SUNY Brockport employees provide.
</li>
</ol>
</li>
<li>Office of Human Resources
<ol style="list-style-type: upper-alpha;">
<li>The Office of Human Resources is responsible for:
<ol>
<li>Annually disseminating to all employees a statement that prohibits all acts of violence. This statement will be posted in prominent locations accessible to University community members.
</li>
<li>Providing Workplace Violence Prevention training to all employees annually.
</li>
<li>Assisting University Police and supervisors in responding to workplace violence.
</li>
<li>Facilitating appropriate responses to reported incidents of workplace violence.
</li>
<li>Notifying University Police of workplace violence incidents reported to The Office of Human Resources.
</li>
<li>Providing information to all new employees about services available through the Employee Assistance Program (EAP), including those designed to help employees deal with any issues related to workplace or domestic violence.
</li>
<li>Consulting with and referring to the Employee Assistance Program (EAP) Coordinator, who will locate appropriate services as necessary.
</li>
<li>Maintaining an internal tracking system, in consultation with University Police, of all threats and incidents of violence. Annual reports will be submitted to the President or designee detailing the number and description of workplace violence incidents, the disposition of the incidents, and recommended policy or procedure changes, training issues, or security procedures that were or should be implemented to maintain a safe living, working and learning environment.
</li>
</ol>
</li>
</ol>
</li>
</ol>
<h3>
Prevention and Education
</h3>
<p>
In compliance with <a href="https://newyork.public.law/laws/n.y._labor_law_section_27-b">NYS Labor Law §27b</a>, and in keeping with the University’s interest in creating and maintaining a safe living, working, and learning environment, training will be provided to each new member of the organization as part of the orientation process. Employee training will include a comprehensive review of the Workplace Violence Prevention Policy, and information about methods to protect themselves from potential workplace violence risks.
</p>
<h3>
Retaliation is Prohibited
</h3>
<p>
Retaliation against anyone acting in good faith who has made a complaint of workplace violence, reported witnessing workplace violence, or been involved in reporting, investigating, or responding to workplace violence is in violation of this policy and will not be tolerated. SUNY Brockport will take appropriate corrective and/or disciplinary action against employees found to have participated in retaliatory actions.
</p>
<h3>
Employee Assistance Program
</h3>
<p>
Every employee has the right to seek assistance through the Employee Assistance Program (EAP) to deal with any issues of violence, wherever they happen, including outside of the workplace. The University’s EAP offers a professional and confidential source of help for people who need assistance with personal problems or concerns. This service is available to employees and to their families. The program recognizes that employees are people first, and are subject to stress and pressures that affect their ability to be effective at work. A campus EAP coordinator can be contacted via the link below and will maintain confidentiality.
</p>
<p>
In addition to EAP, NYS Balance is available to employees who need assistance to cope with stressful situations. Employees are encouraged to contact NYS Balance via (800) 320-4760 or the link below, or to seek professional counseling services for assistance.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
<a class="go" href="/support/employee_assistance_program/" target="_blank" rel="noopener">SUNY Brockport’s Employee Assistance Program (EAP)</a><br />
<a class="go" href="https://goer.ny.gov/?utm_medium=301&utm_source=worklife.ny.gov" target="_blank" rel="noopener">NYS Balance</a><br />
<a class="go" href="https://goer.ny.gov/employee-assistance-program" target="_blank" rel="noopener">NYS EAP</a><br />
<a class="go" href="https://labor.ny.gov/workerprotection/laborstandards/labor_standards.shtm" target="_blank" rel="noopener">NYS Labor Law</a><br />
<a class="go" href="https://forms.brockport.edu/view.php?id=2753758" target="_blank" rel="noopener">Workplace Violence Incident Report</a>
</p>
<h2>Contact Information</h2>
<p>
Office of Human Resources: (585) 395-2126
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2025-09-18
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2020-09-18
</td>
<td>
Policy Updated
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2011-02-01
</td>
<td>
Policy Updated
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
<tr>
<td>
Draft Review Date
</td>
<td>
2020-05-16
</td>
<td>
Draft Policy under 30-day Campus Review
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p>
This policy was approved by <strong>President‘s Cabinet</strong> on <strong>2020-09-18</strong>
</p>
</article>
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<h1>Employee Organization Leave (EOL) Policy</h1>
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<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
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<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
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<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
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<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
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<th class='audit_label'>Last Revision Date</td>
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<th class='audit_label'>Last Review Date</strong></td>
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<h2>Policy Statement</h2>
<p>
Employee organization leave (EOL) is governed by provisions of the collective bargaining agreements. An employee granted EOL is permitted time off for a specified time period from the regularly scheduled workday without charge to leave credits to engage in activities of the employee organization. The activities for which EOL is permitted are specified in the collective bargaining agreements. The employees eligible for EOL are designated by the employee organization. Employees are not entitled to overtime compensation or compensatory time off for the time spent on union activity outside of the regularly scheduled workday.
</p>
<p>
All employees eligible for or granted EOL are required to comply with the same attendance requirements as all other employees. Employees are required to be at their work stations performing their assigned work duties except when granted EOL by their supervisor for a specified purpose at a specified time with advance approval. Supervisors are entitled to know the specific reason for the use of EOL (excluding details of a particular grievance), the amount of EOL which will be required and where the employee may be reached during the EOL.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<p>
There are two categories of EOL:
</p>
<h3>
EOL for Internal Union Purposes
</h3>
<p>
Through the collective negotiations process, the State has agreed to make available to each union representing State employees, a specified block of time for use by the union’s designees to participate in the internal affairs of the union. This time is typically used for such activities as attendance at board meetings, committee meetings, and delegate meetings. Absences by individual employees to participate in such activities, with the time charged to the union’s block of EOL days, are subject to several restrictions.
</p>
<ol>
<li>The union must provide advance notice to GOER regarding both when the meeting will take place and the specific employees designated by the union to participate in the meeting; and
</li>
<li>The individual employee must request approval in advance to be absent on the specified day/time. Approval for such time off may be granted to the extent that the resulting absence will not unreasonably interfere with an agency’s operations.
</li>
</ol>
<h3>
EOL for Employee Representation
</h3>
<p>
Through the collective negotiating process, the State has also agreed to make time available to State-employed union officials to represent employees in a variety of situations, including contract negotiations, labor/management meetings at all levels, and the investigation and processing of grievances. EOL for employee representation is subject to the following conditions:
</p>
<ol>
<li>The union must provide advance notice to the State regarding the specific employees designated by the union to use EOL; and
</li>
<li>Employees must request approval to use EOL for the specified time in advance. Such EOL time off may be granted to the extent that the resulting absence will not unreasonably interfere with an agency’s operations.
</li>
</ol>
<p>
EOL for grievance representation continues to be governed by the interpretations established in OER Memorandum 74-3, which provides as follows:
</p>
<p>
The operative words in Section 4.7(d) are investigation and processing. With regard to the former term, it is applicable only to the period of time prior to the filing of the grievance and through the second stage of the grievance procedure. After the second stage it would not appear that further investigation of the grievance should be necessary. It would be more appropriate to consider time, other than time spent at such hearings or reviews, as preparation time. Needless to say, employee organization leave is not authorized for “preparation time,” although time off properly charged to employee credits should be liberally granted.
</p>
<p>
With regard to the term processing, this term is limited to such time as is reasonable and necessary for appearances at grievance hearings or reviews.
</p>
<p>
Additional time spent preparing for grievance hearings or reviews, subsequent to time authorized for grievance investigation as described above, is not an appropriate use of EOL. However, time off charged to leave credits (excluding sick leave) may be granted for this purpose.
</p>
<h2>Links to Related Procedures and Information</h2>
<h3>
Reference(s):
</h3>
<p>
OER Memorandum 74-3<br />
CSEA Agreement-Article 4.8<br />
UUP Agreement- Article 11
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Nursing Employees - Express Breast Milk Policy</h1>
</div>
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<div class="row space-above more">
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<article>
<div class='space-below'>
<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td>2022-08-02</td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td>2022-08-02</td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
The University shall provide reasonable unpaid break time or permit an employee to use paid break time or meal time each day to allow an employee to express breast milk for their nursing child for up to three years following child birth. The University shall make reasonable efforts to provide a room or other location, in close proximity to the work area, where an employee can express milk in privacy.
</p>
<h2>Purpose/Scope</h2>
<p>
The purpose of this policy is to provide guidance to employees who are nursing employees, regarding accommodations offered by the University.
</p>
<h2>Applicability</h2>
<p>
This policy applies to all SUNY Brockport employees.
</p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<p>
Employees are required to make advance arrangements to utilize this benefit. Consultation with their supervisor and the HR representative should occur prior to a nursing employee’s return to work from Maternity Leave.
</p>
<p>
Employees are not entitled to absent themselves from their workstations for this purpose without prior approval. Prior approval is normally obtained at the time the initial arrangements are made and a schedule is agreed upon. Minor adjustments to the schedule must be mutually agreed upon.
</p>
<p>
Time required to express breast milk includes the time required for the nursing employee to reach and return from the location identified by the agency for expressing milk.
</p>
<p>
The amount of time needed to express breast milk may vary and there is no set limit on the number of breaks provided per day. They must, however, be reasonable and approved by the supervisor.
</p>
<p>
The benefit is available to employees within their basic workweek as well as during any additional time worked, including overtime shifts. 
</p>
<h3>
Using Existing Meal Periods and Paid Rest Breaks
</h3>
<p>
The University is required to permit nursing employees to express breast milk during their meal period and/or paid rest breaks if the employee elects to utilize meal periods and/or paid rest breaks for this purpose. However, an employee cannot be required to use meal periods and/or paid rest breaks for this purpose and may elect to express breast milk at other reasonable times during the work shift.
</p>
<p>
The policy does not authorize the granting of additional paid break time beyond that already provided by the employer.
</p>
<h3>
Using Unpaid Break Time
</h3>
<p>
Employees may elect to use the unpaid break time instead of or in combination with meal periods and/or paid rest breaks. Consistent with State policy on use of leave credits, employees must be permitted to charge appropriate leave credits (credits other than sick leave) during the unpaid breaks.
</p>
<p>
While the statutory benefit is available to employees within their basic workweek as well as during any additional time worked, including overtime shifts, employees are not permitted to charge leave credits outside their basic workweek. Use of unpaid break time outside the basic workweek does not impact eligibility to earn biweekly leave credits.
</p>
<h4>
Eligibility to Earn Leave Credits under the Attendance Rules
</h4>
<p>
Employees who use unpaid break time and do not charge credits during such unpaid break time, may be ineligible to earn biweekly leave credits.
</p>
<p>
The Attendance Rules require an employee to be in full pay status for seven separate full days out of ten in a biweekly pay period in order to earn biweekly leave credits (or a proportionate number of days for employees scheduled to work fewer than ten days in a biweekly pay period). A day on which an employee takes an unpaid break for this purpose, and doesn’t charge leave credits during that break, does not count as a day in full pay status for purposes of earning leave credits.
</p>
<h3>
Employee Requests
</h3>
<p>
An employee who wishes to utilize this benefit is expected to give their supervisor and the <a href="mailto:[email protected]">HR Department Representative</a> reasonable notice so that a schedule can be arranged and a location identified. Normally, this consultation will take place prior to a nursing employee’s return to work from Maternity Leave.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
<em>There are no links for this policy at this time.</em>
</p>
<h2>Contact Information</h2>
<p>
<a class="go" href="mailto:[email protected]?subject=">HR Department Representative</a>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2027-08-02
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2022-08-02
</td>
<td>
Added Purpose and Applicability, and updated minor language
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2018-04-20
</td>
<td>
Changed HR person named to HR Department email
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p>
This policy was approved by <strong>President’s Cabinet</strong> on <strong>2022-08-02</strong>
</p>
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<h1>Immigration Petitions: Legal and Financial Support Policy</h1>
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<article>
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<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td>2018-03-19</td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td>2018-03-19</td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<h3>
Temporary Non-Immigration
</h3>
<p>
Since immigration law requires the employer to petition on behalf of the employee for appropriate temporary non-immigration services (USCIS), it is the policy of the State University that such petitions be prepared on behalf of the University and paid for by the University including all necessary legal and filing fees. Legal services in connections with such petitions shall be performed only by attorneys retained by the University through the Office of University Counsel. This applies to all H-1b and TN visas.
</p>
<h3>
Permanent Residency
</h3>
<p>
Employees who apply for Permanent Residency may use the University’s attorney. The cost of the application for labor certification, including the cost of advertisements, will be paid for by the University. The employee pays for an employment-based immigrant petition; and the I-485 Adjustment of Status (AOS) or consular processing for an immigrant visa for the employee and the employee’s dependents.
</p>
<p>
In addition, the employee is responsible for the cost of all medical examinations, photographs, fingerprints, vaccinations, obtaining biographic documents and translations for the employee and the employee’s dependent; and travel costs to obtain a nonimmigrant or immigrant visa at a U.S. Consulate.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<p>
Individuals who have been offered employment at the University and are in need of an H-1b or TN visa need to contact the Assistant Vice President for Human Resources. The Assistant Vice President for Human Resources’ designee will complete an Immigration Initiation Form and will forward the form to the University’s attorney, which will allow the individual to engage in discussions with said attorney.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
<a class="go" href="http://www.Suny.edu/sunypp/documents.cfm?doc_id=418">State University of New York Policy on Immigration Petitions, Legal and Financial Support</a>
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2023-03-19
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2018-03-19
</td>
<td>
Removed name of attorney as it is subject to change.
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2017-01-06
</td>
<td>
Updated immigration attorney name and changed HR Director title to Assistant Vice President for Human Resources
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Maintaining the Security, Confidentiality & Integrity of Personal Information Policy</h1>
</div>
</div>
</div>
<div class="row space-above more">
<div id='grid_layout_container'>
<article>
<div class='space-below'>
<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
The University has an obligation to protect the information of those we employ and those we serve.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<p>
Always comply with the following, and point out any lapses to your supervisor.
</p>
<p>
We control access to information stored electronically.
</p>
<ul>
<li>Private personal data of students, alumni, faculty, professional staff or anyone employed by the University may not be stored on laptop computers or any other mobile computing device (e.g., floppy disk, CD, DVD, USB “flash” drive, PDA, etc.) under any circumstances, at any time.
</li>
<li>For purposes of these policies, private personal data include the Social Security Number (SSN), date of birth, driver’s license number, credit card numbers, bank account numbers, and medical information.
</li>
<li>Private personal data transmitted through e-mail must always be in an encrypted form using encryption technologies approved by the University’s Chief Information Officer.
</li>
<li>In the case that any private personal data are stored on any personal computer owned by the University and that computer is lost or stolen, the loss must be reported as soon as it is detected to:
<ul>
<li>University Police 
</li>
<li>The vice president for the division responsible for the lost or stolen computer.
</li>
</ul>
</li>
<li>Any knowledge or suspicion that private personal data in any electronic form have been stolen or otherwise compromised (made public) must be immediately reported to the Chief Information Officer.
</li>
<li>To make possible the proper reporting of theft of private personal information, responsible users should note each University computer on which private personal data is stored.
</li>
<li>When computers containing private personal data are retired from service, attention should be paid to removing the data and to making it impossible to recover the data from the computer’s hard drive(s).
</li>
<li>Workstations are password protected and not accessible to the public unless reviewing an individual’s own records.
</li>
<li>We minimize screens not in use, to prevent inadvertent breeches.
</li>
<li>Employees are encouraged to logout or lock their workstations when not in use. However:
<ul>
<li>Tellers may not lock their workstations except for short breaks
</li>
<li>Management covering the front line must have access to workstations
</li>
<li>Tellers are encouraged to close their sessions and email when not in use
</li>
</ul>
</li>
<li>We change passwords periodically.
</li>
<li>We do not post our passwords near or on our computers.
</li>
<li>We protect personal information.
</li>
<li>We respond to requests for personal information in accordance with FERPA.
</li>
<li>We refer to the appropriate security policies as needed to ensure our compliance.
</li>
<li>We report any fraudulent attempts to obtain personal information to management, who then reports the attempt to the appropriate law enforcement agencies.
</li>
<li>We control access to rooms and file cabinets where paper records are kept.
</li>
<li>We lock doors to our offices areas during non-business hours.
</li>
<li>Work areas where personal information is processed are separate from public areas.
</li>
<li>Guests are escorted in areas where personal information is being processed.
</li>
<li>Guests are restricted to areas that do not have personal information in plain view.
</li>
<li>File cabinets used to store personal information are locked or are secured in locked areas.
</li>
<li>The fireproof cabinets used to store promissory notes are locked during non- business hours.
</li>
</ul>
<p>
Documents no longer needed are disposed of in designated recycling/shredding containers.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
<em>There are no links for this policy at this time.</em>
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Drug and Alcohol Use in the Workplace Policy</h1>
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<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li> <li>Health</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td>2008-05</td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
Illegal drug use and alcohol abuse adversely impacts the educational and work environment of SUNY Brockport. The University prohibits the unlawful possession, manufacture, use, distribution or dispensing of illicit drugs and/or alcohol on the campus of SUNY Brockport, its satellites off campus facilities or as a part of any University sponsored activity. In addition, in keeping with longstanding policy of the state of New York, employees are prohibited from on-the-job use of, or impairment from, alcohol or controlled substances.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<h3>
Illegal Drugs Defined
</h3>
<p>
Illegal drugs include the many substances covered by the Controlled Substances Act (21 U.S.C.811). Se Schedules I-V of Section 202 of the Controlled substances Act (21 U.S.C. 812) and Schedule I-V of New York State Public Health Law 3306. All so called “street drugs” (heroin, cocaine, crack, marijuana, speed, acid) are illegal drugs.
</p>
<h2>Policy Procedures</h2>
<p>
The policy of the State of New York is that employees will be subject to criminal, civil and disciplinary penalties if they distribute, sell, attempt to sell, possess or purchase controlled substances while at the workplace or while performing in a work-related capacity. Such illegal acts, even if engaged in off duty, may result in disciplinary action.
</p>
<p>
In those work locations where it is permitted, an employee may possess and use a controlled substance that has been properly prescribed by a physician.
</p>
<p>
Employees in positions that require a Commercial Drivers License are required to undergo random medical testing, as prescribed by Federal law.
</p>
<p>
The State of New York Policy on Alcohol and Controlled Substances in the Workplace provides that upon “reasonable suspicion” a supervisor may require an employee to undergo a medical examination, which could include a drug and alcohol test. Examples of behavior giving rise to reasonable suspicion are included in the attached Policy of the State of New York on Alcohol and Controlled Substances in the Workplace at GOER.state.ny.us/train/onlinelearning/dfw/policymemo.html.
</p>
<p>
The University will actively work to prevent and eliminate drug use, illegal alcohol use and alcohol abuse from the campus through education, advisement, assessment, preventive activities and when appropriate, referrals to campus and community resources. The University will engage in good faith efforts to maintain a drug-free workplace which will include educational efforts to raise the awareness of all employee to the issues and concerns of illicit drug use and alcohol dependency and abuse.
</p>
<p>
This policy shall be deemed supplemental to all applicable state and federal laws and all personnel rules and regulations. Nothing in this policy alters any other reporting obligation established in campus policies or in state, federal or applicable laws.
</p>
<h3>
Sanctions
</h3>
<p>
The University will respond promptly to violations of this policy. This response may include disciplinary action up to and including termination, referral to appropriate assistance programs and will include timely involvement of law enforcement agencies, when appropriate. The University will make every effort to make the appropriate referrals/disciplinary actions within 30 days of learning of a conviction of an employee in a drug related matter.
</p>
<p>
The unlawful possession, manufacture, use, distribution or dispensing of illegal drugs and alcohol on campus or a part of any University activity shall be considered a form of employee misconduct. Employee charged with offering, giving or selling controlled substance to employees, student or visitor on campus will be suspended without pay and disciplinary action will seek their dismissal from State service. Such employee may also be subject to criminal or civil penalties. In addition, the discharging of employment duties while under the influence of any illegal drugs and/or alcohol shall be considered a serious form of employee misconduct.
</p>
<h3>
Additional Actions by the University - Employees who award financial assistance
</h3>
<p>
If an employee who engages in the performance of an award as defined in 34 CFR 84.606 is convicted of a drug offense in the workplace, the Office of Human Resources will notify each federal agency in which the employee was processing awards. The notification will be in writing and mailed within ten calendar days upon learning of the conviction and include the employee’s position title and identification numbers of each award.
</p>
<h3>
Education and Prevention
</h3>
<p>
In compliance with the Drug-Free Workplace Act of 1988, in support of the New York State Policy on Alcohol and Controlled Substances in the Workplace and in keeping with the University’s interest in maintaining a climate which promotes optimum student and employee health and welfare, the University will continue, on a periodic basis, to offer training programs designed to increase awareness of the dangers of drug and alcohol abuse and of an of service available for treatment.
</p>
<p>
Employees at the University are served by the Employee Assistance Program (EAP, which provides individualized substance abuse counseling and referrals to appropriate community agencies. Services provided by the EAP program are confidential and free to all University employees. Information about AP can be obtained by calling one of the Coordinators at 395-5117, 395-5483 or 232-2730 X260.
</p>
<h3>
Procedure
</h3>
<p>
Supervisor who believes there is reasonable suspicion to believe that an employee is under the influence of an illegal drug or alcohol while at the workplace shall seek the corroborating opinion of another supervisor. The supervisor shall call the Director of Human Resources who will arrange a drug or alcohol test.
</p>
<h3>
Notification
</h3>
<p>
A copy of this policy will be mailed to each employee on an annual basis.
</p>
<h2>Links to Related Procedures and Information</h2>
<h3>
Reference(s):
</h3>
<p>
New York State Policy on Alcohol and Controlled Substances in the Workplace.
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2013-05
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2008-05
</td>
<td>
Policy Revised
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Freedom of Information Requests Policy</h1>
</div>
</div>
</div>
<div class="row space-above more">
<div id='grid_layout_container'>
<article>
<div class='space-below'>
<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li> <li>Registration and Records</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
The University complies fully with the New York state “Freedom of Information Law” (Article VI, Public Officers Law, as amended effective January 1, 1978), which was enacted to assure public accountability of state agencies while protecting individuals against unwarranted invasions of personal privacy. Records are made available through the Director of Human Resources who is the campus Records Access Officer.
</p>
<p>
All records are available, unless an exception permits an agency to deny access. Most of the exceptions are based upon common sense and the potential for harm that would arise by means of disclosure. If disclosure of records would be damaging to an individual or preclude a government agency from carrying out its duties, it is likely that some aspects of the records may be withheld.
</p>
<p>
Examples of records exempted from disclosure include records that:
</p>
<ol>
<li>Are specifically exempted from disclosure by state or federal statute;
</li>
<li>If disclosed would impair present of imminent contract awards or collective bargaining negotiations;
</li>
<li>If disclosed, would result in an unwarranted invasion of personal privacy;
</li>
<li>Are trade secrets or are submitted to an agency by a commercial enterprise are derived from information obtained from a commercial enterprise and which, if disclosed, would cause substantial injury to the competitive position of the subject enterprise;
</li>
<li>Are compiled for law enforcement purposes and, if disclosed, would:
<ul>
<li>interfere with law enforcement investigations or judicial proceedings;
</li>
<li>deprive a person of a right to a fair trial or impartial adjudication;
</li>
<li>identify a confidential source or disclose confidential information relative to a criminal investigation; or
</li>
<li>reveal criminal investigative techniques or procedures, except routine techniques and procedures;
</li>
</ul>
</li>
<li>if disclosed, would endanger the life or safety of any person;
</li>
<li>Are inter-agency communications, except to the extent that such material consists of
<ul>
<li>statistical or factual tabulations or data;
</li>
<li>instructions to staff that affect the public;
</li>
<li>final agency policy or determination; or
</li>
<li>external audits, including, but not limited to, audits performed by the comptroller and the federal government.
</li>
</ul>
</li>
<li>Are examination questions or answers that are requested prior to the final administration of such questions; or
</li>
<li>Computer access codes.
</li>
</ol>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<h3>
Requesting records under the Freedom of Information Act
</h3>
<ol>
<li>A request for information or records should be submitted in writing to the Office of Human Resources, giving a reasonable description of the record(s) requested for viewing. Whenever possible, dates, titles, file designations, or other information that will help locate of such records should be provided. Requests may be made electronically by sending an e-mail to [email protected].
</li>
<li>Within five business days of the receipt of a written request for a record reasonably described, the University will make the record available, deny access in writing giving the reason for denial, or furnish a written acknowledgment of receipt of the request and a statement of the approximate date when the request will be granted or denied.
</li>
<li>Copies of accessible records will be made available upon request. The University will not charge for inspection, certification, or search of records. The University will charge $0.25/photocopied page if such photocopying is requested.
</li>
</ol>
<h3>
Denial of Access and Appeal
</h3>
<ol>
<li>A denial of access will be provided in writing, stating the reason for the denial and advising you of your right to appeal the decision through appropriate University channels.
</li>
<li>An appeal must be requested within thirty calendar days of a denial.
</li>
<li>Upon receipt of an appeal, University has 10 business days to fully explain in writing the reasons for further denial of access, or shall provide access to the records under the procedure guidelines.
</li>
<li>Copies of all appeals and their determinations must be sent by the University to the State Committee on Open Government.
</li>
<li>Review of a final University denial is possible by following Article 78 of the Civil Practice Laws and Rules.
</li>
</ol>
<h3>
Subject Matter List
</h3>
<p>
The University is required to maintain an up-to-date list of the records in SUNY Brockport’s possession.
</p>
<p>
The law defines “record” as “any information kept, held, filed, produced or reproduced by, with or for an agency or the State Legislature, in any physical form whatsoever…”
</p>
<ol>
<li>Every department identifies a “records custodian”, and
</li>
<li>provides a brief category listing of all unit records.
</li>
</ol>
<p>
These would include:
</p>
<ul>
<li>Personnel files
</li>
<li>Office budget
</li>
<li>Correspondence
</li>
<li>Policy and planning documents
</li>
<li>Other records unique to departments
</li>
</ul>
<h2>Links to Related Procedures and Information</h2>
<h3>
Reference(s):
</h3>
<p>
*<a class="go" href="http://public.leginfo.state.ny.us/menugetf.cgi?COMMONQUERY=LAWS">Public Officers Law, Article VI</a>
</p>
<h2>Contact Information</h2>
<p>
A copy of the updated subject matter listing can be reviewed in Office of Human Resources, the Allen Administration Building.
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Moving Expenses for New Appointees Policy</h1>
</div>
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<article>
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<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li> <li>Financial</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Finance & Management / PPS</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and FInance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td>2019-08-07</td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td>2019-09-23</td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
This policy summarizes SUNY Brockport’s guidelines for reimbursing moving expenses to a New York State new appointee when transporting themselves and their families and household effects to their new place of residence. It is not the policy of Brockport to reimburse such appointees for related expenses in relocation, such as buying a house, temporary living quarters (lodging), meals or airfare. [This policy does not apply to new “non-state” appointees hired by the Brockport Auxiliary Services Corporation, the Research Foundation, the Brockport Student Government or any other non-state entity.]
</p>
<h2>Purpose/Scope</h2>
<h4>
General
</h4>
<ol style="list-style-type: upper-alpha;">
<li>The University makes its own determinations on the authorization of relocation expenses for professional service employees. Each new appointee to the professional service (and new appointees to other than the professional service, provided the Department of Civil Service has determined there exists in New York State a shortage of qualified candidates for the position) may be considered for the reimbursement of relocation expenses incurred upon initial appointment at the University.
</li>
<li>Reimbursement of travel and moving expenses shall be payable from monies appropriated and available to the departments and agencies.
</li>
<li>Reimbursement of relocation expenses is not mandatory. It is a procedure established to assist in the recruitment of qualified candidates, and it is not expected that every appointee would be authorized payment of relocation expenses. The determination of who is to receive such reimbursement and the amounts of such reimbursement is discretionary with the appointment officer.
</li>
<li>Maximum amount to be funded from the campus’ faculty or staff funding pools is $3,000 (over $3,000 requires Presidential approval) for Director level positions and above. For positions that are deemed high level and high demand, the hiring manager may seek pre-approval from Human Resources prior to the position posting for moving expense reimbursement from the funding pools. With vice-presidential approval, the department or division may self-fund the reimbursement of relocation expenses not funded by the campus’ centralized pools.
</li>
</ol>
<h2>Applicability</h2>
<h4>
Appointees Eligible for Reimbursement
</h4>
<ol style="list-style-type: upper-alpha;">
<li>Persons initially appointed to a full-time, professional position as defined in Subdivision 3 of Section 355a of the Education Law.
</li>
<li>Persons initially appointed to other full-time technical, scientific, educational, professional or administrative positions for which position the Department of Civil Service has found that there exists in New York State a shortage of qualified candidates.
</li>
<li>An initial appointment shall mean the first full-time appointment by the State University of New York, or by one of its constituent campuses, except that an appointment subsequent to a first appointment shall be deemed to be an initial appointment if such appointment is made not less than three years following termination of an earlier appointment.
</li>
<li>No reimbursement for moving and travel expenses shall be made unless such reimbursement is approved by the appropriate appointing officer.
</li>
</ol>
<h4>
Appointees Not Eligible for Reimbursement
</h4>
<ol style="list-style-type: upper-alpha;">
<li>Appointees to be employed for a period of one year or less.
</li>
<li>Appointees employed on a part-time basis.
</li>
<li>Persons already in the service of the State of New York who are eligible for and receive reimbursement for relocation expenses pursuant to the provisions of Section 202 of the State Finance Law. 
</li>
</ol>
<h4>
General Provisions Governing Eligibility for Reimbursement
</h4>
<ol style="list-style-type: upper-alpha;">
<li>New York State Division of the Budget’s Bulletins G-200 and G-205 stipulate that moving expenses may be reimbursed when the distance from the employer’s old workplace to new workplace is at least 35 miles.
</li>
<li>The federal criteria for determining taxability of reimbursements is different. It states that if the distance from an employee’s old residence to the new workplace is at least 50 miles more than the distance from the old residence to the old workplace, the reimbursement is not taxable. However, if the increase in commuting distance is less than 50 miles, the moving expense reimbursement is taxable, requires withholding of income and employment taxes, and must be reported as wages on the employees W-2 (New York State Office of the State Comptroller Accounting Bulletin A-497 – Reporting Moving Expense Reimbursements). 
</li>
</ol>
<h4>
Relocation Expenses Eligible for Reimbursement
</h4>
<p>
Appointees eligible for reimbursement shall be reimbursed for actual and necessary moving and travel expenses incurred in an aggregate amount not in excess of $3,000, provided that claim for such payment is made within one year of the effective date of the appointment. Subject to the aforesaid dollar limit, an eligible appointee may be reimbursed for:
</p>
<ol style="list-style-type: upper-alpha;">
<li>The basic cost of moving household goods and personal effects from the appointee’s residence at the time of initial appointment to the residence located near the new place of employment, provided that the mover used a carrier authorized by the New York State Department of Transportation or the Interstate Commerce Commission to perform such service.
<ol>
<li>Household Goods are defined as all reasonable items of furniture, furnishing, clothing, appliances, tools and equipment, including necessary expenditures for handling such items as pianos, refrigerators and deep freezers.
</li>
<li>Not included are such items as automobiles and other motor vehicles; (see Section D following) trailers other than house trailers used as appointee’s residence; building materials; animals raised for profit, farming equipment, livestock, boats; belongings not the property of the appointee’s immediate family; and belongings related to commercial enterprises engaged in by the appointee or his family.
</li>
<li>No reimbursement shall be provided for the cost of additional insurance above the lowest valuation rate charged.
</li>
<li>No reimbursement shall be provided for household goods and personal effects in excess of 12,000 pounds.
</li>
<li>If an appointee does not use a commercial household goods carrier, he/she shall be reimbursed for the basic cost of moving household goods and personal effects by rental of trailers or trucks from commercial establishments provided the claim is accompanied by three competitive bids. Reimbursement shall be made at the rates proposed in the lowest bid. 6. Division of the Budget allows up to $200 if no commercial carrier or rental trucks are used (see G200, 154.2-B,1,V).
</li>
</ol>
</li>
<li>The cost of packing and/or unpacking of household and personal effects if such services provided by the carrier are used.
</li>
<li>The cost of transportation of the appointee and his/her family to the new location, at the rate paid by New York State for the use of personally-owned automobiles for official business, the mileage to be measured by the shortest highway route between the two places of residence. Payment shall be made at such rate for one automobile regardless of the number owned, or actual method of transportation used.
</li>
<li>Expenses other than those enumerated above incurred by the appointee as a result of relocation shall not be subject to reimbursement.
</li>
</ol>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<h4>
Repayment of Monies Advanced
</h4>
<p>
In the event that an appointee resigns or voluntarily separates within one year of the effective date of appointment, the campus president shall arrange to collect from the appointee monies for relocation expenses and transmit such monies to the state treasurer in accordance with the provisions of Section 121 of the State Finance Law. When such monies cannot be collected by the campus president, the claim shall be transferred to the New York State attorney general who shall take whatever action is necessary to collect the monies advanced.
</p>
<h4>
Exceptions to Above
</h4>
<p>
The restrictions and limitations of these regulations may be waived by the New York State director of the budget if he/she determines that such restrictions and limitations would result in an unusual and unavoidable hardship for the appointee. Requests for such waivers are to be submitted for review to:
</p>
<p style="padding-left: 30px;">
<strong>University-wide Human Resources</strong>
</p>
<p style="padding-left: 30px;">
<strong>State University of New York</strong>
</p>
<p style="padding-left: 30px;">
<strong>State University Plaza</strong>
</p>
<p style="padding-left: 30px;">
<strong>Albany, New York 12246</strong>
</p>
<h4>
Gaining Reimbursement
</h4>
<p>
The process of gaining reimbursement is initiated through preparation of Request for Reimbursement for Moving Expense Agreement (Form AC-1099).
</p>
<ol>
<li>The appointing officer must answer all questions pertaining to the move of the appointee and complete the certification block.
</li>
<li>The appointee must sign the repayment agreement on the form.
</li>
<li>If the appointment is to a classified service position, then a copy of a letter from the Department of Civil Service stating a shortage of qualified candidates for the position must be attached.
</li>
<li>A receipted original or carbon copy of the Bill of Lading or Freight Bill must be attached. Additionally, if a certified carrier is not used, copies of three competitive bids must be included. If the moving expense exceeds $3,000, three competitive bids must be attached for submission by University-wide Human Resources to DOB to request over-the-maximum approval. This may occasionally be approved in extraordinary circumstances.
</li>
<li>A Travel Voucher (Form AC132-A) must be attached providing a summary of the details of allowable expenditures, as provided in the guidelines enumerated in the Division of the Budget’s Policy and Reporting Manual, Item G-220 (those guidelines are summarized above).
</li>
</ol>
<h2>Links to Related Procedures and Information</h2>
<p>
<a href="/live/files/4637-travelvoucherpdf">Travel Voucher (Form AC132-A)</a>
</p>
<p>
<a class="go" href="https://www.osc.state.ny.us/agencies/forms/ac1099s_fe.pdf" target="_blank" rel="noopener">Request for Reimbursement of Moving Expense Agreement (Form AC-1099)</a>
</p>
<p>
The following links to FindLaw’s New York State Laws are provided for users’ convenience; it is not the official site for the State of New York laws:
</p>
<p>
 <br />
<a href="https://codes.findlaw.com/ny/state-finance-law/stf-sect-121.html">NYS Finance Law §121</a> (Payments to state treasurer; financial statements).<br />
<a href="https://codes.findlaw.com/ny/state-finance-law/stf-sect-202.html">NYS Finance Law §202</a> (Reimbursement of travel and moving expenses upon transfer, reassignment or promotion).<br />
<a href="https://codes.findlaw.com/ny/state-finance-law/stf-sect-204.html">NYS Finance Law §204</a> (Reimbursement of travel and moving expenses upon initial appointment of state service).<br />
<a href="https://codes.findlaw.com/ny/education-law/edn-sect-355-a.html">NYS Education Law §355 (a)(3)</a> (Powers and Duties of Trustees – personal functions).<br />
<br />
In case of questions, readers are advised to refer to the New York State Legislature site for the menu of New York State Consolidated.
</p>
<p>
Office of the State Comptroller, Accounting Bulletin No. A-497 “Reporting Moving Expense Reimbursements.”<br />
<br />
Part 154 of Title 9 of the Official Compilation of Codes, Rules and Regulations of the State of New York.<br />
Part 155 of Title 9 of the Official Compilation of Codes, Rules and Regulations of the Sate of New York.<br />
Letter from the deputy director of NYS Division of the Budget to the vice chancellor and chief financial officer; enrollment and university life dated September 7, 2005 exempting the State University of New York from New York State Budget Policy and Reporting Manual G200 (Moving Expense Regulations for Management/Confidential Employees) and G-205 (Moving Expense Regulations for Employees in Certain Negotiating Units).
</p>
<h2>Contact Information</h2>
<p>
<a class="go" href="mailto:[email protected]?subject=Moving%20Expenses%20for%20New%20Appointees">Procurement & Payment Services</a>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2024-09-23
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Revised Draft Review Date
</td>
<td>
2019-09-23
</td>
<td>
Revised Policy under 30-day Campus Review
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2019-08-07
</td>
<td>
Added language regarding the amount that can be funded from faculty or staff funding pools.
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p>
This policy was approved by <strong>President’s Cabinet</strong> on <strong>2019-09-23</strong>
</p>
</article>
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<h1>Separation from Employment Policy</h1>
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<article>
<div class='space-below'>
<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
<strong>Classified employees</strong> must provide a minimum of two weeks written notice for resignations, including resignations for the purpose of retirement. Use of accruals duing the notice period is subject to management approval.
</p>
<p>
<strong>Unclassified employees</strong> must provide a minimum of 30 days written notice for resignations, including resignations for the purpose of retirement. Use of accruals during the notice period is subject to management approval.
</p>
<p>
The purpose of this policy is to ensure that upon notification by an employee of resignation, the legitimate operating needs of the University are met and to provide a consistent application for the use (liquidation) of accruals during the notice period, in accordance with Article 32.2 of the UUP Agreement (UUP employees only) and in accordance with Section 23.1 of the NYS Department of Civil Service Attendance and Leave Manual.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<p>
1.  An employee submits a letter of resignation to his/her immediate supervisor (giving proper notice).
</p>
<p>
2. The supervisor consults with the employee to plan the transition of work.
</p>
<p>
3. The employee will submit a written request to their supervisor if they wish to use or liquidate accruals during the notice period.
</p>
<p>
4. Supervisors who receive a written request from employees to use or liquidate accruals for which they would receive a lump sum payment must consult with the Timekeeper in the Payroll Office prior to responding to the request to ensure accruals are available for use.
</p>
<p>
5. If an employee resigns without giving proper notice, the University may withhold payments for unused vacation leave.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
<em>There are no links for this policy at this time.</em>
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Interview / Travel Expenses Incurred by Candidates for Staff Appointment Policy</h1>
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<article>
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<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>1991-06-03</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
Section 203 of the NYS State Finance Law and <a href="http://www.osc.state.ny.us/agencies/travel/part8.htm#S814">8 NYCRR § 8.14</a>(Comptroller’s Regulations) serve as the basis of the University’s policy on reimbursement of interview travel expenses incurred by candidates for staff appointment.
</p>
<p>
In the area of professional service recruitment, institutions of higher education have traditionally recruited on a national basis. Moreover, such national recruitment is now mandated by affirmative action requirements which require the University to recruit in such a manner that maximizes the number of underrepresented groups applying for vacancies. In this context, national recruitment and the concomitant payment of candidate’s reasonable travel expenses is essential to the University’s operations.
</p>
<p>
Section 355, subdivision 4 of the New York State Education Law provides the authorization for the University to pay professional service candidates travel expenses without having first determined that a shortage of New York State candidates exists, as indicated in Section 203 of the NYS Finance Law, and Section 8.14 of the Comptroller’s Regulations.
</p>
<p>
Accordingly, the University’s policy is:
</p>
<p>
1. Reimbursement of travel expenses for candidates for appointment to positions in the professional (unclassified) service and positions in the exempt, non-competitive and labor classes of the classified (civil) service are permitted if approved by the campus president or designee.
</p>
<p>
2. Reimbursement of travel expenses for candidates for appointment to positions in the competitive class of the classified (civil) service are permitted only after the Department of Civil Service has determined that there exists a shortage in New York State of qualified candidates for appointment.
</p>
<p>
3. Reimbursement of travel expenses will be allowed only to persons residing more than 50 miles from the interview site.
</p>
<p>
4. At the discretion of the individual campus, the reimbursement for interview expenses may be less than but shall not be greater than the travel allowances permitted New York State employees.
</p>
<p>
5. Transportation and lodging requests may be used in situations only where it is clearly demonstrated that it would be of extreme financial hardship on the part of the candidate, or that other unusual circumstances would be detrimental toward the interview if such request was not allowed. Use of such requests should be limited and not used on a routine basis.
</p>
<p>
6. Reimbursement of interview travel expenses must be provided within the campus allocation for travel expenses.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<p>
In support of this policy, the following links and/or references to related University procedures are included:
</p>
<ul>
<li>Prepare a travel order in the usual manner, approved by the campus president or designee.
</li>
<li>If the position is in the competitive class of the classified (civil) service, enclose with the travel order a statement, prepared by the University’s Office of Employee Relations and Personnel Operations, indicating that the candidate was interviewed for a position for which it has been determined by the State Department of Civil Service that a shortage of qualified New York State candidates exists.
</li>
</ul>
<p>
NOTE: <strong>PRIOR APPROVAL IS REQUIRED.</strong> Commitments to pay for interview expenses for candidates for appointment to positions in the competitive class of the classified (civil) service cannot be approved on a retroactive basis.
</p>
<ul>
<li>Submit a travel expense voucher in the usual manner except that the official station is to be left blank.
</li>
<li>In the “purpose” section of the travel expense voucher for candidates for appointment to positions in the competitive class of the classified (civil) service, refer to the statement which accompanied the travel order. In the “purpose” section of the travel expense voucher for candidates for appointment to positions in the professional (unclassified) service and positions in the exempt, non-competitive and labor classes of the classified (civil) service, reference should be made to the vacancy for which the travel expenses were incurred.
</li>
<li>Copies of the transportation request and lodging request, if used, must accompany the voucher.
</li>
</ul>
<h2>Links to Related Procedures and Information</h2>
<h3>
Related Forms:
</h3>
<p>
Where applicable, this section contains links and/or references to forms as they relate to this policy:
</p>
<ul>
<li>Travel Information Forms available from the Office of General Services
</li>
<li>Statement of Automobile Travel
</li>
<li>State of New York Travel Voucher
</li>
</ul>
<h3>
Reference(s):
</h3>
<p>
Section 203 of the NYS Finance Law provides, in part:
</p>
<ul>
<li>“1. The appointing authority of a department or agency of the state, subject to the regulations hereinafter mentioned and to the extent that appropriations are available therefore, may reimburse persons for travel expenses incurred in travel necessary to attend interviews conducted by such department or agency for appointment to positions in the service of the State for which there exists in New York State a shortage of qualified candidates. Positions in the competitive class for which there are shortages of qualified candidates shall be determined by the state department of civil service; for positions outside the competitive class such determination shall be made by the head of the department or agency in which the positions are authorized. The comptroller shall adopt and may from time to time amend regulations for carrying into effect the provisions of this section…”
</li>
<li>“2. The reimbursement of travel expenses to a person attending an interview conducted by a department or agency of the state shall be made from monies appropriated and available to such department or agency for travel expenses. Travel expenses shall be payable after audit and upon the warrant of the comptroller…”
</li>
</ul>
<h3>
Comptroller’s Regulations
</h3>
<p>
<a href="http://www.osc.state.ny.us/agencies/travel/part8.htm#S814">Section 8.14 of the Comptroller’s Regulations</a> (Title 2, Chapter 1, Part 8 of the Official Compilation of New York Codes, Rules and Regulations) provides, in part:
</p>
<p style="padding-left: 30px;">
“(a) The appointing officer of an agency may authorize reimbursement for travel expenses necessarily incurred by candidates attending interviews for positions for which there is a shortage of qualified candidates.”
</p>
<p style="padding-left: 30px;">
“(b) Reimbursement will be allowed to candidates who reside over 50 miles from place of interview.”
</p>
<p style="padding-left: 30px;">
“(c) Expenses may include transportation, food and lodging.”
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
1996-06-03
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
1991-06-03
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Domestic Violence in the Workplace Policy</h1>
</div>
</div>
</div>
<div class="row space-above more">
<div id='grid_layout_container'>
<article>
<div class='space-below'>
<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li> <li>Environmental Health and Safety</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td>2013-12</td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
Domestic violence permeates the lives and compromises the safety of thousands of New York State employees each day, with tragic, destructive, and often fatal results. Domestic violence occurs within a wide spectrum of relationships, including married and formerly married couples, couples with children in common, couples who live together or have lived together, gay, lesbian, bisexual and transgender couples, and couples who are dating or who have dated in the past.
</p>
<p>
Domestic violence is defined as a pattern of coercive tactics which can include physical, psychological, sexual, economic and emotional abuse perpetrated by one person against an adult intimate partner, with the goal of establishing and maintaining power and control over the victim. In addition to exacting a tremendous toll from the individuals it directly affects, domestic violence often spills over into the workplace, compromising the safety of both victims and co-workers and resulting in lost productivity, increased health care costs, increased absenteeism, and increased employee turnover.
</p>
<p>
<strong>SUNY Brockport</strong>, to the fullest extent possible without violating any existing rules, regulations, statutory requirements, contractual obligations or collective bargaining agreements, will take all appropriate actions to promote safety in the workplace and respond effectively to the needs of victims of domestic violence.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
For purposes of this policy, the following terms will be defined as follows.
</p>
<p>
<strong>Domestic Violence:</strong> A pattern of coercive tactics, which can include physical, psychological, sexual, economic and emotional abuse, perpetrated by one person against an adult intimate partner, with the goal of establishing and maintaining power and control over the victim.
</p>
<p>
<strong>Intimate Partner:</strong> Includes persons legally married to one another; persons formerly married to one another; persons who have a child in common, regardless of whether such persons are married or have lived together at any time, couples who are in an intimate relationship, including but not limited to, couples who live together or have lived together, gay, lesbian, bisexual and transgender couples, or persons who are dating or who have dated in the past.
</p>
<p>
<strong>Abuser:</strong> A person who perpetrates a pattern of coercive tactics which can include physical, psychological, sexual, economic, and emotional abuse against an adult intimate partner, with the goal of establishing and maintaining power and control over the victim.
</p>
<p>
<strong>Victim:</strong> The person against whom an abuser directs coercive and/or violent acts.
</p>
<h2>Policy Procedures</h2>
<h3>
I. Employee Awareness
</h3>
<p>
SUNY Brockport shall take all reasonable actions to educate employees regarding the effects of domestic violence, ways to prevent and curtail violence, and methods to report such violence to authorities.
</p>
<p>
It is the policy of SUNY Brockport that information on domestic violence and available resources shall be posted and, if necessary, replaced or re-posted annually in areas where other employment policies and information are traditionally posted. This information shall include the topics addressed in the appendix
</p>
<h3>
II. Non-Discriminatory and Responsive Personnel Policies for Victimized Employees
</h3>
<p>
SUNY Brockport shall ensure that personnel policies and procedures do not discriminate against victims of domestic violence and are responsive to the needs of victims of domestic violence.
</p>
<ol style="list-style-type: lower-alpha;">
<li>New York State Law makes it a crime for employers to penalize an employee who, as a victim or witness of a criminal offense, is appearing as a witness, consulting with a district attorney, or exercising their rights as provided in the Criminal Procedure Law, the Family Court Act, and the Executive Law. This law requires employers, with prior day notification, to allow time off for victims or subpoenaed witnesses to exercise his/her rights as provided in the Criminal Procedure Law, the Family Court Act, and the Executive Law [Penal Law §215.14]. If there are any questions or concerns regarding the leave that must be granted to victims or subpoenaed witnesses, contact The Office Human Resources at 395-2126 or the Attendance and Leave Unit at the Department of Civil Service.
</li>
<li>SUNY Brockport, upon request, will assist the employee in determining the best use of the employee’s attendance and leave benefits when an employee needs to be absent as a result of being a victim of domestic violence. If an employee requests time off to care for and/or assist a family member who has been a victim of domestic violence, The University will evaluate the employee’s request for leave for eligibility under existing law and collective bargaining agreements applicable to the employee and the attendance rules.
</li>
<li>SUNY Brockport understands that victims of domestic violence may lack the required documentation or have difficulty obtaining the required documentation to justify absences without compromising their safety. Therefore, SUNY Brockport will consult with the employee to identify what documentation they might have, or be able to obtain, that will not compromise their safety-related needs and will satisfactorily meet the documentation requirement of the employer. Because there are confidentiality issues associated with the submission of documentation in these instances, SUNY Brockport may choose to consult with the Attendance and Leave Unit at the Department of Civil Service when questions arise.
</li>
<li>Employees who are victims of domestic violence and who separate from a spouse (or terminate a relationship with a domestic partner, if covered), shall be allowed to make reasonable changes in benefits at any time during the calendar year where possible, in accordance with statute, regulation, contract and policy.
</li>
<li>NYS has established that victims of domestic violence are now a protected class in the employment provisions of the NYS Human Rights Law. This law prevents an employer from firing or refusing to hire any individual based on their status as a victim of domestic violence and prevents discrimination in compensation or in the terms, conditions or privileges of employment. SUNY Brockportwill not make inquiries about a job applicant’s current or past domestic violence victimization, and employment decisions will not be based on any assumptions about or knowledge of such exposure.
</li>
<li>In cases in which it is identified that an employee’s work performance difficulties are a result of being a victim of domestic violence, said employee shall be afforded all of the proactive measures outlined in this policy, and shall be provided clear information about performance expectations, priorities, and performance evaluation. If a disciplinary process is initiated, special care will be taken to consider all aspects of the victimized employee’s situation. SUNY Brockport shall utilize all reasonable available options to resolve work-related performance problems, and may make a referral to the Employee Assistance Program (EAP), consistent with existing collective bargaining unit agreements, statute, regulations and agency policy.
</li>
<li>If reasonable measures have been taken to resolve domestic violence-related work performance problems of victimized employees, but the performance problems persist and the employee is terminated or voluntarily separates from employment due to these domestic violence related issues, and the employee conveys that the separation is due to these domestic violence issues, The University shall inform the employee of his or her potential eligibility for unemployment insurance and respond quickly to any requests for information that may be needed in the claims process. New York State Law provides that a victim of domestic violence who voluntarily separates from employment may, under certain circumstances, be eligible for unemployment insurance benefits. [§593 of NYS Labor Law.]
</li>
</ol>
<h3>
III. Workplace Safety Plans
</h3>
<p>
By means of a domestic violence workplace safety response plan, The University shall make employees aware of their options and available resources and help employees safeguard each other and report domestic violence to designated officials.
</p>
<ol style="list-style-type: lower-alpha;">
<li>The designated liaison between SUNY Brockport and SUNY System Administration is the Director of Human Resources, 395-5116. This liaison will ensure campus wide implementation of this policy, and serve as the primary liaison with System Administration regarding this policy. The System Administration designated liaison will communicate with the Office for the Prevention of Domestic Violence (OPDV) on behalf of campuses as it relates to reporting.
</li>
<li>Additionally, the following offices are designated as available to support those in need of assistance concerning domestic violence: Human Resources, 395-2995 and the Affirmative Action Office, 395-5938.
</li>
<li>SUNY Brockport shall comply and assist with enforcement with all known court Orders of Protection [1], particularly orders in which abusers have been ordered to stay away from the work site. If requested by the victim of domestic violence or law enforcement, the agency shall provide information in its possession concerning an alleged violations of an Order of Protection. Employees are encouraged to bring their Orders of Protection (OP) to the attention of the Director at 395-5116 or the Affirmative Action Officer at 395-5938.[a1] Once the OP has been brought forward, the document will be kept confidential in a locked file Cabinet in the HR office, accessible only to the person who initially received it from the employee. In the case of a workplace emergency requiring the presentation of the OP to law enforcement, if the Director is unavailable to obtain the document, the Affirmative Action Officer will have access to the cabinet where the document is located. SUNY Brockport will discuss with the employee a plan on how to best proceed to ensure the safest possible work environment for the employee and the rest of the staff. With the permission of the employee, this may include: providing a copy of the OP and/or photo of perpetrator to University Police or front desk personnel, discussion of who should be told if there is no University Police or front desk staff, such as identifying supervisor/colleagues who would be able to assist with the identification of the perpetrator, blocking the subject, perpetrator, of the OP from being entered into the Visitor Management System (VMS), and creating a personal workplace safety plan. The employee is responsible to notify the Director or the Affirmative Action Officer if there are any changes to the OP. [a1]
</li>
<li>The University maintains an emergency security response plan, which includes procedures for contacting University Police and possibly other appropriate law enforcement agencies, and which provides employees with clear instructions about what to do and who to contact if they observe anyone engaging in threatening behavior.
</li>
<li>The University will discuss with a known victim of domestic violence the limitations on confidentiality under New York State Law (See Section VII [h]; NYS Agencies Responsibility [d – g]).
</li>
<li>As part of an emergency security response plan, The University shall take actions to assist in mitigating reoccurrence of domestic violence in an effort to protect all employees including the victim. These actions may include, but are not limited to, advising co-workers and, upon request, the employee’s bargaining representative, of the situation; setting up procedures for alerting University Police; temporary relocation of the victim to a secure area; options for voluntary transfer or permanent relocation to a new work site; change of work schedule, reassignment of parking space; escort for entry to and exit from the building; responding to telephone, fax, e-mail or mail harassment; and keeping a photograph of the abuser and/or a copy of any existing court orders of protection in a confidential on-site location and providing copies to University Police. The University will address any additional concerns raised by a situation in which both the victim and offender are employees.
</li>
<li>This policy shall be reviewed annually. Any substantive policy revisions and updates shall be forwarded to the SUNY system – wide Affirmative Action Officer.
</li>
</ol>
<h3>
IV. Accountability for Employees Who Are Offenders
</h3>
<p>
SUNY Brockport will hold employees accountable for engaging in the following behavior: (1) using state resources to commit an act of domestic violence; (2) committing an act of domestic violence from or at the workplace or from any other location while on official state business; or (3) using their job- related authority and/or state resources in order to negatively affect victims and/or assist perpetrators in locating a victim and/or in perpetrating an act of domestic violence.
</p>
<ol style="list-style-type: lower-alpha;">
<li>In cases in which The University has found that an employee has threatened, harassed, or abused an intimate partner at the workplace using state resources such as work time, workplace telephones, FAX machines, mail, e-mail or other means, said employee may be subject to corrective or disciplinary action in accordance with existing collective bargaining unit agreements, statutes and regulations.
</li>
<li>In cases in which The University has verification that an employee is responsible for a domestic violence-related offense, or is the subject of any order of protection, including temporary, final or out-of-state order, as a result of domestic violence, and said employee has job functions that include the authority to take actions that directly impact victims of domestic violence and/or actions that may protect abusers from appropriate consequences for their behavior, The University shall determine if corrective or disciplinary action is warranted, in accordance with existing collective bargaining unit agreements, statutes and regulations.
</li>
<li>In cases in which any employee intentionally uses their job-related authority and/or intentionally uses state resources in order to negatively impact a victim of domestic violence, assist an abuser in locating a victim, assist an abuser in perpetrating acts of domestic violence, or protect an abuser from appropriate consequences for his behavior, said employee may be subject to corrective or disciplinary action, in accordance with existing collective bargaining unit agreements, statutes and regulations.
</li>
</ol>
<h3>
V. Firearms
</h3>
<p>
Pursuant to New York State and Federal Law, a person convicted of a domestic violence-related crime or subject to an order of protection, under certain circumstances, forfeits the right to legally possess a firearm or long gun. Additionally, Federal Law contains prohibitions relating to shipping, transportation, or receiving firearms or ammunition.
</p>
<ol style="list-style-type: lower-alpha;">
<li>In addition to complying with the law, employees who are authorized to carry a firearm as part of their job responsibilities are required to notify the campus if they are arrested on a domestic violence- related offense and/or served with an order of protection. Under certain circumstances, such employees are responsible for surrendering their firearms to the firearm issuing agency or to the appropriate police agency.
</li>
<li>Should an employee fail to comply with the requirements set forth above, said employee may be subject to corrective or disciplinary action, in accordance with existing collective bargaining unit agreements, statute or regulations. In addition, the appropriate law enforcement agency shall be notified for possible criminal action.
</li>
</ol>
<h3>
VI. Training
</h3>
<p>
All personnel designated to provide support for those in need of assistance shall complete OPDV’s one-day training on Domestic Violence and the Workplace. All appropriate managers, supervisors, employee assistance professionals, human resources personnel, union and labor representatives and security staff will be encouraged to attend OPDV’s training on Domestic Violence and the Workplace. Additionally, The University shall make available for staff training on domestic violence and its impact on the workplace using materials provided by OPDV through the campus, OPDV and/or a local domestic violence service provider when scheduling permits.
</p>
<h3>
VII. The University’s Responsibilities
</h3>
<ol style="list-style-type: lower-alpha;">
<li>The University believes that domestic violence is behavior that cannot be tolerated and, to that end, will actively provide information and support to employees who are victims of such abuse.
</li>
<li>The University will disseminate copies of this Domestic Violence and the Workplace Policy to all employees upon implementation and to all new employees upon hiring or appointment.
</li>
<li>The University encourages all employees to review and follow this policy and the procedures set forth herein.
</li>
<li>The University, consistent with applicable law and campus policy, document all incidents of domestic violence that happen in the workplace. Such documents should be provided to the designated liaison to System Administration as soon as practicable. Such documents shall be kept confidential to the extent permitted by law and campus policy and the provisions of section [g] detailed below.
</li>
<li>All employees providing domestic violence information and support services shall document, consistent with applicable law and agency policy, the number of employees who report domestic violence, the number of employees that request information/services, and the number of referrals made to domestic violence service providers. All information about employees who seek assistance shall be kept confidential to the extent permitted by law and campus policy and the provisions of section [g] detailed below, and documentation should not include any personal information. The number of employees seeking assistance as outlined above shall be reported to the designated liaison to System Administration.
</li>
<li>The designated liaison to System Administration shall, consistent with applicable law and University policy, provide information about the number and general nature of domestic violence incidents that happen in the workplace, the number of employees who report domestic violence, the number of employees that request information/services, and the number of referrals made to domestic violence service providers, with no personally identifying information, to OPDV at the time and in a manner determined by OPDV.
</li>
<li>Information related to an employee being a victim of domestic violence shall be kept confidential, to the extent permitted by law and campus policy, and shall not be divulged without the written consent of the victimized employee, unless the campus determines that maintaining said confidentiality puts the victim or other employees at risk of physical harm, is required by law, or is deemed necessary to enforce an order of protection. In such circumstances where a determination has been made that maintaining confidentiality puts the victim or other employees at risk of physical harm, only those individuals deemed necessary by the campus to protect the safety of the victim and/or other employees or to enforce an order of protection shall be given such information. SUNY Brockport shall disclose only the minimum amount of information necessary to protect the safety of the victim and/or other employees or enforce an order of protection. Where possible, The University will provide to the victim of domestic violence notice of the intent to provide information to other employees and/or safety personnel. Nothing herein shall prevent The University from investigating an act or acts of domestic violence occurring in the workplace. Some examples of situations where confidentiality cannot be maintained include the following:
<ol>
<li>Supervisors/managers may be informed about a domestic violence incident that happens in the workplace, or a report of domestic violence, if it is necessary to protect the safety of the employee or the employee’s co-workers.
</li>
<li>First aid and safety personnel may be informed about a domestic violence incident that happens in the workplace or a report of domestic violence, if it is necessary to protect the safety of the employee or the employee’s co-workers.
</li>
<li>Government officials investigating a domestic violence incident that occurs in the workplace, or a report of domestic violence, shall be provided relevant information upon request and in accordance with legal requirements.
</li>
</ol>
</li>
<li>While reported information is kept private to the greatest extent possible by Federal Law, State Law, and campus policy, New York State Law includes clear limitations on legal confidentiality. Information reported to anyone not in a position listed below may have to be disclosed pursuant to a subpoena, where otherwise required by law or in accordance with Section VII, paragraph g above. Such confidentiality exists in certain (but not all) instances for certain medical personnel and counselors, social workers, clergy, attorneys, and rape crisis counselors and may in fact be required to be turned over in these cases through a subpoena or court order. Please note that where medical information is received from an employee who is the victim of domestic violence, such medical information shall be kept confidential to the extent required by and permitted by New York State and Federal Laws including, but not limited to, the Americans with Disabilities Act and the Family and Medical Leave Act, if they apply to the employee’s situation. 
</li>
</ol>
<h3>
VII. Appendix
</h3>
<p>
Information to be included in Campus Postings Regarding Domestic Violence and the Workplace:
</p>
<p>
At a minimum, the following information shall be provided to current employees and new employees and included in posters posted in areas where employment information is ordinarily posted:
</p>
<ol style="list-style-type: lower-alpha;">
<li>Information regarding domestic violence and available resources at the work site. Such information shall include available sources of assistance such as Employee Assistance Program, local domestic violence service providers, the NYS Domestic Violence and Sexual Assault hotline, and/or human resources personnel who are trained and available to serve as confidential sources of information, support, and referral. Additionally, the posters may include information regarding domestic violence programs which may be found at the <a href="http://www.opdv.ny.gov/">Office for the Prevention of Domestic Violence website</a>.
</li>
<li>A statement informing employees that New York State Law prohibits insurance companies and health maintenance organizations from discriminating against domestic violence victims or designation of domestic violence as a pre-existing condition [§2612 of NYS Insurance Law].
</li>
</ol>
<p>
Additionally, SUNY Brockport shall integrate information on domestic violence and this domestic violence and the workplace policy into existing materials and literature, policies, protocols, and procedures, including the Public Employer Workplace Violence Prevention Programs <sup>1</sup> as appropriate.
</p>
<p>
<sup>1</sup> 12 NYCRR pt. 800.16 Public Employer Workplace Violence Prevention Programs
</p>
<h2>Links to Related Procedures and Information</h2>
<h3>
Resources and/or Additional Information:
</h3>
<p>
<a class="go" href="http://www.opdv.ny.gov/">Office for the Prevention of Domestic Violence website</a>
</p>
<p>
<a class="go" href="https://www.dol.gov/">Department of Labor website</a>
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table>
<tbody>
<tr>
<td>
Item
</td>
<td>
Date
</td>
<td>
Explanation
</td>
</tr>
<tr>
<td>
Next Review Date
</td>
<td>
2018-12
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2013-12
</td>
<td>
Policy Revised
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
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<h1>Commercial Enterprise Policy</h1>
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<article>
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<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
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<th class='audit_label'>Last Revision Date</td>
<td></td>
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<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
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<h2>Policy Statement</h2>
<p>
(SUNY Administrative Policies Manual) No authorization will be given to private commercial enterprises to operate on State University campuses or in facilities furnished by the University other than to provide for food, legal beverages, campus bookstore, vending, linen supply, laundry, dry cleaning, banking, barber and beautician services and cultural events. This resolution shall not be deemed to apply to Auxiliary Services Corporation activities approved by the University.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<p>
As a state agency, the University must not provide services to commercial enterprises except as required by contracts. Many vendors approach us offering reduced rates and special services for our employees and requesting permission to distribute and post marketing materials to alert our employees to their products and services. With few exceptions, it is improper for any state employee to use University resources (campus mail services, FAX, telephones, and even the employee’s own work time) to assist private enterprise. All such requests should be referred to the Office of Human Resources where they will be routinely denied unless the vendor has a contract that provides access to our employees (i.e., ING, MetLife, TIAA-CREF, and Valic … contracted providers of retirement related benefits, etc.). The other exception is that through the University’s membership in the Rochester Area Recreation and Employee Services Association (RARES), the Welcome Center will continue to provide discount tickets for recreational activities only (i.e., Theme Parks, Ski Life Tickets, Red Wing Baseball tickets, etc.). However, the University will not participate in any merchandise or service discount offerings through RARES or any other organization.
</p>
<p>
These prohibitions apply equally to our own employees who are engaged in outside commercial activities (i.e., Avon sales, etc.).
</p>
<h2>Links to Related Procedures and Information</h2>
<h3>
Reference(s):
</h3>
<p>
SUNY Administrative Policies Manual
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
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<thead>
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<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>Professional Staff Recruitment - Minimum Qualifications Policy</h1>
</div>
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</div>
<div class="row space-above more">
<div id='grid_layout_container'>
<article>
<div class='space-below'>
<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
Philosophy statement: It is the University’s intent to attract, retain, and develop a highly qualified staff who share a commitment to service to the University and community. The University continues to attempt to broaden the applicant pool to provide hiring managers with a significant number of applicants that represent the diverse nature of our community and the qualifications, motivation, and work ethic necessary to succeed at SUNY Brockport. Once hired by the University, employees will be given the tools they need to succeed in their positions and grow professionally.
</p>
<p>
In this spirit, the following guidelines have been established for the use of state and local professional titles and minimum qualifications for professional staff positions:
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<h3>
Student Activity Functions
</h3>
<p>
These are titles that directly advise students. Current state titles seem generally descriptive and should be retained. Possessing a four-year university degree would be a benefit to performing the function, e.g., Resident Director, Academic Advisor, Admissions Counselors, etc.
</p>
<p>
Minimum Educational Qualifications - Bachelors degree required.
</p>
<p>
Experience: As described in the classification standard and deemed appropriate for the individual position.
</p>
<h3>
Non-Student Services Administrative Functions:
</h3>
<p>
We will use the Staff series of titles for all budget appointments and use local descriptive titles as needed.
</p>
<p>
Staff Assistant, SL2: Minimum of Associates degree required and one year of full time experience recommended.
</p>
<p>
Sr. Staff Assistant, SL3: Minimum of Bachelors degree required and 2 years full time experience recommended.
</p>
<p>
Staff Associate, SL4: Minimum of Bachelors degree required and 3-5 years of full time experience recommended.
</p>
<h3>
Instructional Support Series:
</h3>
<p>
We will continue to use this series when the function is related to classroom instruction or support of classroom instruction. Not to be used for entry level administrative positions.
</p>
<p>
Instructional Support Assistant, SL1: Minimum of High School diploma and one year full time experience recommended.<br />
Instructional Support Associate, SL2: Minimum of AAS degree required and two years full time experience recommended.<br />
Instructional Support Technician, SL3: Minimum of Bachelors degree required and two years full time experience recommended.<br />
Instructional Support Specialist, SL4: Minimum of Bachelors degree required and three years full time experience recommended.
</p>
<h3>
Exceptions:
</h3>
<p>
Exceptions to the above guidelines will be dealt with by the Office of Human Resources on a case by case basis. Requests for exceptions must be firmly based on the quantified unavailability of qualified candidates who possess the required minimum qualifications for professional staff positions. Consideration will also be made in such instances where temporary staff, who do not meet the required minimum qualification, have been performing satisfactorily in similar positions at full performance
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
<em>There are no links for this policy at this time.</em>
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>UUP Tuition Assistance (UUP Space Available Tuition Waiver) Policy</h1>
</div>
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<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources </td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td></td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
Article 49 of the State-UUP Agreement provides a UUP Space Available Tuition Waivers program. This program provides UUP represented employees one Space Available Tuition Waiver per semester and special session.
</p>
<h2>Purpose/Scope</h2>
<h3>
Benefit:
</h3>
<p>
When space is available, employees may enroll in a course on a tuition-free basis at any four-year SUNY school subject to the following requirements:
</p>
<ol>
<li>Employees must meet admission requirements and course prerequisites.
</li>
<li>All fees other than tuition shall be paid by the employee. If the employee drops the course, the waiver is void and they are responsible for all fees associated with the course.
</li>
<li>Employees may enroll in a maximum of one course per semester and special session, for example, summer session and intersession.
</li>
<li>Currently, under Internal Revenue Services (IRS) regulations, employer educational assistance plans are taxable. Employees are eligible for exclusion from taxable income, up to $5250 in a calendar year. Any excess benefit over $5250 is taxable.
</li>
</ol>
<h2>Applicability</h2>
<h3>
Eligibility:
</h3>
<p>
You are eligible for a UUP Space Available Waiver if you are on the payroll in a UUP position when the course is regularly scheduled to commence.
</p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<ol>
<li>Register for the course beginning on the non-matriculated student registration date but before the first day of classes. Registration after the first day of classes will require a permission key number from the Instructor.
</li>
<li>Complete the personal information section and course information section.
</li>
<li>Certify you have read the policy guidelines and sign and date the form.
</li>
<li>Submit the UUP Space Available Waiver Form to the Office of Human Resources, 4th floor Allen Administration building for approval. Waivers are due in the Office of Human Resources no later than the end of the first week of classes.
</li>
<li>The Office of Human Resources will verify you are an active employee at the time the class starts and are represented by the UUP Bargaining Unit during the academic term or session you are using the waiver for.
</li>
<li>The UUP Space Available Waiver Form will be routed to Registration and Records and Student Accounts by the Office of Human Resources.
</li>
<li>If you are a SUNY Brockport employee taking a course at another SUNY school, check with the instructing campus via their website, Office of Human Resources or Registration Office to confirm if they require you to use their UUP Space Available Application.
</li>
</ol>
<h2>Links to Related Procedures and Information</h2>
<h3>
Related Forms:
</h3>
<p>
<a class="go" href="/live/files/3978-uupwaiverpdf">UUP Space Available Waiver Form</a>
</p>
<h3>
References:
</h3>
<p>
UUP Professional Services Agreement Contract, Article 49
</p>
<p>
<a class="go" href="/support/registration_records/registration_deadline_fall_2019.html">Registration and Records Dates and Deadlines</a>
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<li> <a href="/support/human-resources/">Human Resources</a></li><li> <a href="/support/human-resources/payroll/">Payroll Department</a></li><li> <a href="/support/human-resources/payroll/academic-year-appointments-paydates-22-23/">2022-2023 Academic Year Appointment & Pay Dates</a></li>
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<h1>2022-2023 Academic Year Appointment & Pay Dates</h1>
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<h3>New Full-time Faculty (CAL)</h3>
<table><tbody>
<tr>
<th>Payroll Effective Date</th>
<th>Appt. Form due</th>
<th><p><strong>First Check*</strong> (14 days (full check))</p></th>
<th>First Full Check (14 days)</th>
</tr>
<tr>
<td>09/01/22 - 08/31/23</td>
<td>07/01/22</td>
<td>09/28/22</td>
<td>09/28/22</td>
</tr></tbody></table>
<p> </p>
<table><tbody>
<tr>
<th>January New Hires</th>
<th>Appt. Form due</th>
<th>First Check* (1 day)</th>
<th>First Full Check (14 days)</th>
</tr>
<tr>
<td>03/01/23 - 08/31/23</td>
<td>12/01/22</td>
<td>03/15/23</td>
<td>3/29/23</td>
</tr></tbody></table>
<p> </p>
<h3>Employee Obligation dates for AY 2022-2023 (based on Academic Calendar):</h3>
<table><tbody>
<tr>
<th>Term</th>
<th>Obligation Dates</th>
</tr>
<tr>
<td>Full Year</td>
<td>August 22, 2022 – May 26, 2023</td>
</tr>
<tr>
<td>Fall 2022</td>
<td>August 22, 2022 – December 31, 2022</td>
</tr>
<tr>
<td>Spring 2023</td>
<td>January 01, 2023 – May 26, 2023</td>
</tr></tbody></table>
<p> </p>
<h3>21-Pay Faculty:</h3>
<table><tbody>
<tr>
<th>Payroll Dates</th>
<th>Appt. Form Due</th>
<th><strong>First Check*</strong></th>
<th>Last Check</th>
<th>Number of Checks</th>
</tr>
<tr>
<td>08/18/22 - 06/07/23</td>
<td>07/01/22</td>
<td>09/14/22</td>
<td>06/21/23</td>
<td>(21 cks)</td>
</tr></tbody></table>
<p> </p>
<h3>Part-time Adjunct Lecturers/Lecturers, Graduate/Teaching Assistants and EHD University Supervisors:</h3>
<table><tbody>
<tr>
<th>Term</th>
<th>Payroll Effective Dates</th>
<th>Appt. Form Due</th>
<th><strong>First Check*</strong></th>
<th>Last Check</th>
<th>Number of Checks</th>
</tr>
<tr>
<td>AYR</td>
<td>09/01/22 - 06/07/23</td>
<td>07/01/22</td>
<td>09/28/22</td>
<td>06/21/23</td>
<td>(20 cks)</td>
</tr>
<tr>
<td>Fall Only</td>
<td>09/01/22 - 01/18/23</td>
<td>07/01/22</td>
<td>09/28/22</td>
<td>02/01/23</td>
<td>(10 cks)</td>
</tr>
<tr>
<td>Spring Only</td>
<td>01/19/23 - 06/07/23</td>
<td>12/01/22</td>
<td>02/15/23</td>
<td>06/21/23</td>
<td>(10 cks)</td>
</tr></tbody></table>
<p> </p>
<h3>Part-time Coaches and Staff Assistants:</h3>
<table><tbody>
<tr>
<th>Term</th>
<th>Payroll Effective Dates</th>
<th>Appt. Form Due</th>
<th><strong>First Check*</strong></th>
<th>Last Check</th>
<th>Number of Checks</th>
</tr>
<tr>
<td>AYR</td>
<td>08/04/22 - 05/24/23</td>
<td>07/01/22</td>
<td>08/31/22</td>
<td>06/07/23</td>
<td>(21 cks)</td>
</tr>
<tr>
<td>Fall Only</td>
<td>08/04/22 – 01/04/23</td>
<td>07/01/22</td>
<td>08/31/22</td>
<td>01/18/23</td>
<td>(11 cks)</td>
</tr>
<tr>
<td>Spring Only</td>
<td>08/04/22 – 01/04/23</td>
<td>12/01/22</td>
<td>01/18/23</td>
<td>06/07/23</td>
<td>(10 cks)</td>
</tr></tbody></table>
<p> </p>
<p><strong>*FIRST CHECK DATES ASSUME APPROVED PAPERWORK IS SUBMITTED TIMELY. IF APPOINTMENT PAPERWORK AND/OR THE I-9 IS LATE, PAYMENT WILL BE DELAYED ACCORDINGLY.</strong></p>
<hr />
<h2>Extra Service:</h2>
<p><strong>An employee should not begin working until the authorization is approved.</strong></p>
<p>An extra service stipend can be split into a maximum amount of two checks per semester or four checks per academic year for those extra service participants expecting multiple checks. Assuming approval paperwork is received timely, the scheduled check dates are as follows:</p>
<table><tbody>
<tr>
<th>
<p><strong>Fall 2022 Approval</strong></p>
<p><strong>Due in Human Resources</strong></p>
</th>
<th><strong>Check Dates</strong></th>
</tr>
<tr>
<td>August 1, 2022</td>
<td>11/23/2022, 02/01/2023</td>
</tr></tbody></table>
<p> </p>
<table><tbody>
<tr>
<th>
<p><strong>Spring 2023 Approval</strong></p>
<p><strong>Due in Human Resources</strong></p>
</th>
<th><strong>Check Dates</strong></th>
</tr>
<tr>
<td>January 1, 2023</td>
<td>04/12/2023, 06/21/2023</td>
</tr></tbody></table>
<hr />
<h2>Volunteers</h2>
<table><tbody>
<tr>
<th>Term</th>
<th>Volunteer Forms Due</th>
</tr>
<tr>
<td>AYR</td>
<td>7/25/22</td>
</tr>
<tr>
<td>Fall Only</td>
<td>7/25/22</td>
</tr>
<tr>
<td>Spring Only</td>
<td>1/02/23</td>
</tr></tbody></table>
<p> </p>
<hr />
<h2>For More Information</h2>
<ul>
<li>
For questions concerning FT faculty, coaches, PT staff assistants
<ul>
<li>
Call Sonya Flynn - x2438
</li>
</ul>
</li>
<li>
For questions relating to adjuncts, GA/TAs and extra service
<ul>
<li>
Call Holly Cunningham – x2561
</li>
</ul>
</li>
<li>
For contract letter
<ul>
<li>
Call Tina Bieber - x5845
</li>
</ul>
</li>
<li>
For payroll related questions
<ul>
<li>
Call Serena Starr – x2995
</li>
</ul>
</li>
</ul>
<p>Helpful Websites: (check site periodically, web addresses subject to change)</p>
<ul>
<li>
<a href="/support/human_resources/appointments">Appointment Procedures</a>
</li>
<li>
<a href="/hr/forms">Appointment, Extra Service, & Directory change forms</a>
</li>
<li>
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</li>
<li>
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</li>
<li>
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</li>
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</div>
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The Infant Program cares for children 8 weeks to 15 months. We have 2 infant rooms on-site.
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We provide a loving and nurturing environment staffed by special people who understand the needs of infants. At this stage of development, infants are deciding if the world is a place to be trusted. By consistently meeting their physical and emotional needs, we show our babies that adults are dependable. Through our response to their cries, body language, or early verbalization, they learn that the world is a safe, predictable, and trustworthy place. Through the use of age‑appropriate toys, they learn basic facts about the world and about their ability to have an impact on it. Our infants are talked to, held, and carried. They are kept clean and well fed. We want each baby entrusted to our care to thrive and flourish, and we do everything we can to make sure that they do. Our days include group activities, music and story time, art projects, and one-on-one time with each child.
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Teachers
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SUZANNE GLASS (CO-TEACHER - INFANT I)
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Suzanne relocated from North Carolina before joining the BCDC staff in August of 2019. Although trained as a paralegal, Suzanne found her love of teaching and earned her Early Childhood Credential. With over 16 years of work with children, we are happy to have her knowledge and experience on staff.
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SARAH KENNEDY (CO-TEACHER - INFANT I)
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Sarah has worked with BCDC in various roles since 2013. She has been an active member of the Brockport community and provides all children security, structure, and lots of love and laughter. Sarah earned her Child Development Associates in the spring of 2018.
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KIM MYERS (HEAD TEACHER - INFANT II)
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Kim joined BCDC in 2007. She has her Bachelor’s Degree in Health from SUNY Brockport.
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JENNA BELLINGER (ASSISTANT TEACHER - INFANT II)
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Jenna joined the Development Center staff in October of 2018. Her interest in child development and education led her to work with some of our youngest children.
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<h3>Effective August 31, 2020</h3>
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<td>$65</td>
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<td>$250</td>
<td>$6o</td>
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<td>$55</td>
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<td>$25</td>
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<td>$50</td>
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<h1>
Twoodler Program
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The Twoodler Program cares for children ages 2 to 3. We have two twoodler rooms on-site.
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Twoodlers are no longer Toddlers, yet they are not quite Pre‑schoolers. Their growing skills require opportunities to experiment with a wide variety of materials and situations. Like Toddlers, Twoodlers are struggling with issues of dependence versus independence, and so we again provide both the security of structure and the freedom of making simple choices. We provide challenge and stimulation as these children become more and more self‑sufficient. We recognize learning is built into activities ‑ but the pressure to learn is not. As their ability to use language increases, we pay special attention, and provide many day‑to‑day chances to use this emerging skill. Along with finger paints, sandboxes, jungle gyms, dress‑up clothes, puzzles and picture books, we also provide warmth and security.
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Teachers
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SARA DOTY (CO-LEAD TEACHER - TWOODLER I)
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Sara worked with BCDC for fifteen years as a Preschool teacher before taking some time off to spend with her family. She returned in 2012 as an Infant teacher and recently transitioned into the Twoodler section. Sara has an Associate’s Degree in both Early Childhood and Animal Science.
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BAILEY COMER (CO-LEAD TEACHER - TWOODLER II)
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Bailey has been working with children for five years, starting as a substitute teacher at BCDC and now as a full time Twoodler Teacher. Bailey has a high school diploma and she went to Suny Alfred State.
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KATIE LAMPMAN (CO-LEAD TEACHER - TWOODLER I)
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Katie joined BCDC in June 2021 as a full time Twoodler teacher, with four years of previous early education experience. Katie received her A.A. degree at Finger Lakes Community College.
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JOSH LASKOWSKI (CO-LEAD TEACHER - TWOODLER II)
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Josh has been with BCDC since 2012. After recieving his BA in communications from SUNY Brockport, he moved to a full time teaching position.
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<li> <a href="/support/child-development-center/">Child Development Center</a></li><li> <a href="/support/child-development-center/health-policies/">Brockport Child Development Center</a></li>
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<h1>
Brockport Child Development Center
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HEALTH POLICIES
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<p>
<strong>Required Medical Records</strong>
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<p>
All children entering care must have a current medical statement on file from their doctor, showing they can participate in a child care setting. This includes updated immunizations, which must be updated annually throughout their care. You will receive a reminder notice from our health advocate when an update is due. If your child has a chronic illness, clear written instruction needs to accompany the health records. Your child’s physician can fax the records directly to the Center at <a href="tel:585-395-2353">585-395-2353</a>.
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<strong>Allergies</strong>
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<p>
All allergies need to be documented by a physician with specific instructions on addressing each allergen. If a special diet is required, please contact the Food Service Manager to go over each allergen and how we can best accommodate your child. If your child has treatment for asthma or allergies that require an epi-pen or inhaler, a written plan must be on file. Please see our Health Advocate or an administrative staff for all necessary paperwork.
</p>
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<strong>Sick Child Policy</strong>
</p>
<p>
If your child becomes ill while in care, we will contact a parent to make appropriate arrangements. If your child has a fever of 100.5 or higher, has more than 3 diarrhea episodes in one day, vomits, has an unexplained rash, debilitating coughing, or other symptoms that prevents them from participating in the program, you will be asked to pick them up. An Incident/Illness report will be completed by a staff member and a parent will be asked to sign it at pick up. A child must be symptom free for 24 hours before returning to BCDC.
</p>
<p>
<strong>Daily Health Check</strong>
</p>
<p>
When your child arrives at care, the classroom teacher will complete a health check and log any out of the ordinary marks, symptoms or concerns. Please let the staff know if there is anything out of the ordinary with your child. If staff are concerned for the safety of your child, they must report their concerns to the state of New York. (See Mandatory Reporting)
</p>
<p>
<strong>Medication Administration</strong>
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<p>
BCDC has staff who are trained to provide medication to your child. Only these staff are allowed to accept and administer medication to children. The Center does not stock any medications and can only administer medication that meets all of the following standards:
</p>
<ul>
<li>Medication must be accompanied with a completed Medication Administration Form, signed by parent, doctor and staff member.
</li>
<li>Medication must be in original packaging with the child’s name clearly marked
</li>
<li>If the medication is prescribed, the label must include the child’s name, name of medication, dosage, frequency of use, route of administration, date, and prescriber’s name
</li>
</ul>
<p>
<strong>Accidents and Injuries</strong>
</p>
<p>
All staff are First aid and CPR certified. Extreme caution is taken to prevent any accidents and illnesses, both in and outside of the classroom. When these do occur, Emergency Procedures are followed, including completing an Incident Report that you will be asked to review and sign at the time of pick up. Depending on the situation, staff may call to let you know about an incident. If the situation requires emergency care, 911 will be called immediately followed by you or another emergency contact.
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<source type="image/webp" media="(max-width: 500px)" srcset="/live/image/gid/107/width/500/height/333/1945_playground_child_development_center-4.rev.1656433092.webp 1x"/>
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<source type="image/webp" media="(max-width: 500px)" srcset="/live/image/gid/107/width/500/height/333/1946_preschool_child_development_center_interior1.rev.1656433092.webp 1x"/>
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<source type="image/webp" media="(max-width: 500px)" srcset="/live/image/gid/107/width/500/height/333/1947_preschool_child_development_center_interior2.rev.1656433092.webp 1x"/>
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<div class="carousel-slick-caption lw_sr_only"> None </div></div><div class="carousel-slick-slide"> <picture class="lw_image">
<source type="image/webp" media="(max-width: 500px)" srcset="/live/image/gid/107/width/500/height/333/1948_preschool_child_development_center_interior3.rev.1656433092.webp 1x"/>
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<div class="carousel-slick-caption lw_sr_only"> None </div></div><div class="carousel-slick-slide"> <picture class="lw_image">
<source type="image/webp" media="(max-width: 500px)" srcset="/live/image/gid/107/width/500/height/333/1949_schoolage_child_development_center-1.rev.1656433092.webp 1x"/>
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<div class="carousel-slick-caption lw_sr_only"> None </div></div><div class="carousel-slick-slide"> <picture class="lw_image">
<source type="image/webp" media="(max-width: 500px)" srcset="/live/image/gid/107/width/500/height/333/1954_toddler_child_development_center_interior3.rev.1656433093.webp 1x"/>
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<div class="carousel-slick-caption lw_sr_only"> None </div></div><div class="carousel-slick-slide"> <picture class="lw_image">
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<div class="carousel-slick-caption lw_sr_only"> None </div></div><div class="carousel-slick-slide"> <picture class="lw_image">
<source type="image/webp" media="(max-width: 500px)" srcset="/live/image/gid/107/width/500/height/333/1957_twoodler_child_development_center_interior2.rev.1656433093.webp 1x"/>
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<div class="carousel-slick-caption lw_sr_only"> None </div></div><div class="carousel-slick-slide"> <picture class="lw_image">
<source type="image/webp" media="(max-width: 500px)" srcset="/live/image/gid/107/width/500/height/333/1958_twoodler_child_development_center_interior3.rev.1656433093.webp 1x"/>
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<li> <a href="/support/child-development-center/">Child Development Center</a></li><li> <a href="/support/child-development-center/classrooms/">Classrooms & Programs</a></li>
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Classrooms & Programs
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All of our programs are designed to give every child the opportunity to explore their world in a safe and secure environment.
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With developmentally appropriate tools (books, toys, motor development equipment), children spend their days learning, growing, and finding their place in the world.
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Our staff at BCDC strives for the highest levels of professional development. Each staff participates in at least 30 hours of Professional Development training every two years. Diverse opportunities and settings both on and off campus are available to keep staff knowledgeable on the most current educational practices.
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Classrooms
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Ages: 8 weeks to 15 months
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Mission, Vision & Values
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Brockport Child Development Center Mission Statement
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<p>
Utilizing developmentally appropriate curriculum focusing on the emotional, cognitive, and motor domains, the Brockport Child Development Center provides the highest quality care and education for children in a supportive and nurturing environment.
</p>
<h3>
Vision
</h3>
<p>
Committed to remaining an accredited child development facility, the Brockport Child Development Center fosters personal growth, creativity, and friendship for the children of students, faculty and staff of SUNY Brockport, and the families of the greater Brockport community.
</p>
<h3>
Values
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<p>
<strong>Diversity</strong>: The Brockport Child Development Center respects, values, and celebrates individual and community differences.
</p>
<p>
<strong>Community</strong>: The Brockport Child Development Center enhances the well-being of the people of the State of New York by providing the highest quality education and care for the children of Brockport students, faculty, staff and community members.
</p>
<p>
<strong>Engagement</strong>: The Brockport Child Development Center engages the Brockport Community through a variety of academic, vocational, scholarly, and social activities and opportunities.
</p>
<p>
<strong>Excellence</strong>: The Brockport Child Development Center provides a safe, nurturing, and supportive environment that utilizes best practices in early childhood education, allowing children to reach their fullest potential.
</p>
<p>
<strong>Transformation</strong>: Through honest, respectful, supportive, and empowering communications between staff, administration, and families, the Brockport Child Development Center transforms the community by advocating for child and family wellness.
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<hr/>
<h3>
Philosophy
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<h4>
THE NEED TO FEEL SAFE, PROTECTED AND LOVED
</h4>
<p>
We meet this need by providing clean, well-ordered, hazard-free rooms, soft chairs/couches, rugs, and laps, and rules, which are in place to protect, not prohibit, children to develop, not diminish. Above all else, we meet this need by providing hugs, back rubs, reassuring pats on the back and affirmation from responsive and responsible adults. To protect the children in our care, the parent must sign their child/children in and out daily. Additionally, Brockport Child Development Center will not release a child to anyone without authorization from parent or guardian. A written permission card with names of those who are allowed to pick up the child must be completed upon registration. Any daily changes in picking up may be written on the sign-in/sign-out sheet when signing in the child. Identification may be requested if the staff is unfamiliar with the person picking up the child. Please inform all authorized escorts of this requirement. These procedures are required to provide a safe and protected environment for the children.
</p>
<h4>
THE NEED FOR PHYSICAL ACTIVITY
</h4>
<p>
Brockport Child Development Center realizes that children have a tremendous appetite for physical movement. To meet this need both indoor and outdoor activities are provided. The large, motor room is used daily by all classrooms and outdoor play is encouraged when weather permits. Please dress your child appropriately for the weather. In summer, a bathing suit, towel, hat and a bottle of sunscreen are necessary. Boots, hats and mittens should be sent during the winter months. Snow pants or extra pants are also necessary. Safe and appropriate shoes or sneakers or rubber-soled shoes are needed all year. Unless it is raining or bitterly cold, we will be going outside each day. Sometimes just a walk will be taken for an outing. All children will be expected to take part in outdoor activities unless staff are otherwise instructed by a note from the child’s physician.
</p>
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THE NEED FOR NOURISHING FOOD AND ADEQUATE REST
</h4>
<p>
We meet this need by providing breakfast, lunch and snacks that meet or exceed CACFP (New York State Health Department) requirements for children ages one to 12. Menus will be posted weekly. Children are encouraged to try all menu items; however, no child is forced to eat. Please do not send additional food with your child. Only children with diagnosed food allergies are allowed to make food substitutions on the menu. A rest/nap time is part of each rooms’ daily routine. Please check with your child’s teacher about this procedure. Parents are asked not to drop off or pick up their child during this quiet/rest period. Security blankets or special sleep toys are welcome. Please bring a blanket to be left at the Center. Blankets should be taken home on Friday to be laundered. All items should be clearly marked with your child’s name.
</p>
<h4>
THE NEED FOR INTELLECTUAL STIMULATION
</h4>
<p>
We meet this need by providing developmentally appropriate activities that promote the cognitive, physical, social/emotional, and language development of each child. Teaching staff challenge and encourage children by providing materials which introduce basic concepts of color, shape, size, number, letter, time, measurement and language usage. They also observe and respond to the child’s use of materials in ways which expand that usage.
</p>
<h4>
THE NEED TO REDISCOVER THE WORLD AND EXPLORE THEIR UNIQUE PLACE WITHIN IT
</h4>
<p>
Play is the primary task of childhood. It is how children make sense out of experience. Brockport Child Development Center provides children with the time and space to play creatively. By providing children with the tools and props of creative play, we provide them with the chance to tame the fearsome, transform the self.
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<li> <a href="/support/child-development-center/">Child Development Center</a></li><li> <a href="/support/child-development-center/family-handbook/">Brockport Child Development Center</a></li>
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<h1>
Brockport Child Development Center
</h1>
<div id="intro-paragraph" class="intro editable"></div>
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<div id="main-content-area" class="editable"><p>
Hello!
</p>
<p>
Welcome to Brockport Child Development Center. We are so glad your family has chosen to become part of the BCDC community. For 50 years, we have provided quality early education and care in a nurturing and enriching environment for children ages 8 weeks-12 years. As a state licensed facility, our center follows strict guidelines relating to safety, health, nutrition, supervision, and curriculum. In addition, we are nationally accredited through the National Association of the Education of Young Children (NAEYC), and have a four-star rating from the New York Quality Stars program, holding us to the highest standards in early education. These, along with a staff who have a combined experience of over 150 years, will ensure that you feel comfortable and safe entrusting us with your child, and know that your child will feel loved and nurtured in an environment designed to enhance their education and growth.
</p>
<p>
This handbook serves to answer questions about our philosophy, structure and policies. If there is any other information we can provide, never hesitate to call, email, or stop in and ask. We are here to provide you with more than just child care; we are here to build a community where your child belongs.
</p>
<p>
We look forward to meeting you and sharing with you how BCDC can be an integral part of your child’s most formative years.
</p>
<h2>
Brockport Child Development Center
<a id="brockport-child-development-center"></a></h2>
<h3>
Mission Statement
<a id="mission-statement"></a></h3>
<p>
Utilizing developmentally appropriate curriculum focusing on the emotional, cognitive, and motor domains, the Brockport Child Development Center provides the highest quality care and education for children in a supportive and nurturing environment.
</p>
<h3>
Vision
<a id="vision"></a></h3>
<p>
Committed to remaining an accredited child development facility, the Brockport Child Development Center fosters personal growth, creativity, and friendship for the children of students, faculty and staff of SUNY Brockport, and the families of the greater Brockport community.
</p>
<h3>
Values
<a id="values"></a></h3>
<p>
<strong>Diversity</strong>: The Brockport Child Development Center respects, values, and celebrates individual and community differences.
</p>
<p>
<strong>Community</strong>: The Brockport Child Development Center enhances the well-being of the people of the State of New York by providing the highest quality education and care for the children of Brockport students, faculty, staff and community members.
</p>
<p>
<strong>Engagement</strong>: The Brockport Child Development Center engages the Brockport Community through a variety of academic, vocational, scholarly, and social activities and opportunities.
</p>
<p>
<strong>Excellence</strong>: The Brockport Child Development Center provides a safe, nurturing, and supportive environment that utilizes best practices in early childhood education, allowing children to reach their fullest potential.
</p>
<p>
<strong>Transformation</strong>: Through honest, respectful, supportive, and empowering communications between staff, administration, and families, the Brockport Child Development Center transforms the community by advocating for child and family wellness.
</p>
<h2>
FAST FACTS
<a id="fast-facts"></a></h2>
<p>
Brockport Child Development Center
</p>
<p>
Corporation: Nonprofit, 501(c)(3)
</p>
<p>
Located on the SUNY Brockport campus in Cooper Hall, Corners of Kenyon and Adams Roads
</p>
<p>
<strong>Mailing Address</strong>: 350 New Campus Dr., Cooper Hall, B3
</p>
<p>
Brockport, NY 14420
</p>
<p>
<strong>Phone</strong>: 585-395-2273
</p>
<p>
<strong>Fax</strong>: 585-395-2353
</p>
<p>
<strong>Website</strong>: /support/child_development_center/
</p>
<p>
<strong>Social media</strong>: <a href="http://www.facebook.com/brockportchilddevelopmentcenter">www.facebook.com/brockportchilddevelopmentcenter</a>
</p>
<p>
<strong>Serving</strong>: ages 8 weeks-12 years
</p>
<p>
<strong>Care hours</strong>: 6:30am-5:30pm, Monday-Friday
</p>
<p>
<strong>Licensed</strong>: OCFS, State of New York. Complete regulations and contact information can be found in the main office.
</p>
<p>
<strong>Accredited:</strong> National Association for the Education of Young Children (NAEYC)
</p>
<p>
<strong>Quality Stars:</strong> Four Star rated, more information at <a href="https://qualitystarsny.org/">https://qualitystarsny.org/</a>
</p>
<p>
<strong>Language:</strong> If you need written materials or meetings in languages other than English, please contact the office and we will make every effort to accommodate translation or interpreter needs.
</p>
<p>
<strong>History</strong>: The Brockport Child Development Center opened on October 30, 1972 under the name of Brockport Child Care Center. The Center changed its name in April 2006, to better reflect the work that we do. The Center has been located on the SUNY Brockport campus since 1983.
</p>
<h2>
THE BASICS
<a id="the-basics"></a></h2>
<p>
<strong>Hours of Operation</strong>
</p>
<p>
6:30 am-5:30 pm, Monday-Friday
</p>
<p>
<strong>Holidays Observed, center closed</strong>
</p>
<p>
January 1 <sup>st</sup> , Memorial Day, July 4 <sup>th</sup> , Labor Day, Thanksgiving Day, Day after Thanksgiving, December 25 <sup>th</sup> . If these days fall on a Saturday, the center will be closed the preceding Friday and if these days fall on a Sunday, the Center will be closed Monday.
</p>
<p>
<strong>Early Closures</strong>
</p>
<p>
December 24 <sup>th</sup> and December 31 <sup>st</sup> , close at 4pm
</p>
<p>
<strong>Snow Days</strong>
</p>
<p>
On the rare occasion that the Center closes due to inclement weather, we will contact parents who are scheduled that day via social media, email, and television news. If you are questioning whether or not we will operate normal hours, please contact the office. Your account will be credited for any day or half day that we must be closed.
</p>
<p>
<strong>Parking</strong>
</p>
<p>
Parking for drop off and pick up is allowed in the driveway in front of Cooper Hall with the use of 4-way flashers. This is only allowed within or across from actual parking spaces. All other campus parking is with appropriate parking tags only. Please do not leave vehicles to idle.
</p>
<p>
<strong>Drop off</strong>
</p>
<p>
When entering your child’s classroom, sign them in on the classroom attendance sheet. Personal items can be stored in your child’s locker or cubby. Please check in with the teacher upon arrival, so they can take over supervision. If you have any concerns or news to report (lack of sleep, possible illness, bruises, etc.), please let the staff know.
</p>
<p>
<strong>Pick up</strong>
</p>
<p>
Only authorized escorts can pick up your child from the center. ID will be required for pick up from anyone that the staff does not know. Please check your child out on the classroom attendance sheet before you leave for the day. Before leaving with your child, please speak with your child’s teacher so they know your child is departing. They will let you know any important news from the day and answer any questions you might have.
</p>
<p>
<strong>Key FOB</strong>
</p>
<p>
Access is from 6:30am-5:30pm. If you have an authorized escort drop off or pick up, please have them check in at the Main office for classroom access.
</p>
<h2>
ABOUT THE STAFF
<a id="about-the-staff"></a></h2>
<p>
Criteria for employment includes:
</p>
<ul>
<li>
<strong>All Staff:</strong>
<ul>
<li>An updated physical with clearance to work in a child care setting
</li>
<li>Negative TB test
</li>
<li>Clearance through NYS background check
</li>
<li>Fingerprinting and security clearance
</li>
</ul>
</li>
<li>
<strong>Lead Teachers:</strong>
<ul>
<li>A minimum of Associates Degree in Early Childhood Education or related field
</li>
<li>Experience with Early Education
</li>
</ul>
</li>
<li>
<strong>Assistant Teachers:</strong>
<ul>
<li>A minimum of a high school diploma or equivalency
</li>
</ul>
</li>
</ul>
<h2>
Staff Orientation & Development
<a id="staff-orientation---development"></a></h2>
<p>
All staff, including full time, part time, and substitutes are required to go through a new-hire orientation that covers all relevant material related to the Center: Job Descriptions, Staff Handbooks, and required state and federal paperwork. This orientation is done either one-on-one or in a small group, depending on the number hired.
</p>
<p>
Classroom teachers are assigned a Mentor Teacher, who will work with them through their first six months by following a specific training manual to answer questions and show them the ins and outs of the Center.
</p>
<p>
All staff, including substitutes are required to complete professional development hours. Within the first six months of employment, 15 hours of professional development must be completed, and within the first two years, 30 hours are required. BCDC offers a variety of training opportunities and workshops that fulfill these requirements. Before staff begin working in the classroom, they must complete a 5 hour training offered by the state of New York, covering 11 different safety and education topics.
</p>
<h3>
Substitutes & Volunteers
<a id="substitutes---volunteers"></a></h3>
<p>
In order to meet the staffing needs of the Center, substitute staff are hired to fill absences or to cover lunch breaks. These staff are required to pass all background and security screenings before working in classrooms. If a substitute has accrued 180 work hours in the classroom, they can apply for a Teacher Aide position, giving them more responsibility in the classrooms.
</p>
<p>
Volunteers and Interns are welcome at BCDC. We accept applications for volunteers from a variety of sources including area high schools, University departments, parents or family members, or community members. Volunteers and Interns are not counted in ratio and are never allowed to be alone with any child. If they are scheduled for more than 15 total hours they must have three positive references, submit proper medical documentation, and pass a criminal history review.
</p>
<h2>
ABOUT THE PROGRAM
<a id="about-the-program"></a></h2>
<p>
BCDC is committed to providing the highest quality educational and nurturing environment. Class curriculums are designed to be developmentally appropriate, engaging, and supportive of children’s exploration of the world. Entering children are placed in an age-specific classroom. Each teaching team develops their curriculum, classroom design, and activities based on their children’s interests, skills, and developmental needs.
</p>
<p>
Current Classrooms:
</p>
<p>
Classroom Ages Served Teacher:Student Ratio Max group size
</p>
<table>
<tbody>
<tr>
<td width="160">
<p>
Infants (2)
</p>
</td>
<td width="160">
<p>
8 weeks-15 months
</p>
</td>
<td width="160">
<p>
1:4
</p>
</td>
<td width="160">
<p>
8
</p>
</td>
</tr>
<tr>
<td width="160">
<p>
Toddler (2)
</p>
</td>
<td width="160">
<p>
15 -24 months
</p>
</td>
<td width="160">
<p>
1:4
</p>
</td>
<td width="160">
<p>
8
</p>
</td>
</tr>
<tr>
<td width="160">
<p>
Twoodler (2)
</p>
</td>
<td width="160">
<p>
24-36 months
</p>
</td>
<td width="160">
<p>
1:5
</p>
</td>
<td width="160">
<p>
10
</p>
</td>
</tr>
<tr>
<td width="160">
<p>
Pre-School (2)
</p>
</td>
<td width="160">
<p>
3 years
</p>
</td>
<td width="160">
<p>
1:7
</p>
</td>
<td width="160">
<p>
14
</p>
</td>
</tr>
<tr>
<td width="160">
<p>
Pre-School (1)
</p>
</td>
<td width="160">
<p>
4-5 years
</p>
</td>
<td width="160">
<p>
1:8
</p>
</td>
<td width="160">
<p>
16
</p>
</td>
</tr>
<tr>
<td width="160">
<p>
School Age (2)
</p>
</td>
<td width="160">
<p>
5-12 years
</p>
</td>
<td width="160">
<p>
1:10
</p>
</td>
<td width="160">
<p>
20
</p>
</td>
</tr>
</tbody>
</table>
<p>
 
</p>
<h3>
Program Descriptions
<a id="program-descriptions"></a></h3>
<p>
<strong>The Infant Program</strong> cares for children eight weeks to fifteen months. We provide a loving and nurturing environment staffed by special edu-carers who understand the needs of infants. At this stage of development, infants are deciding if the world is a place to be trusted. By consistently meeting their physical and emotional needs, we show our babies that adults are dependable. Through our response to their cries, body language, or early verbalization, they learn that the world is a safe, predictable, and trustworthy place. Through the use of age‑appropriate toys, they learn basic facts about the world and about their ability to have an impact on it. Our infants are talked to, held, and carried. They are kept clean and well fed. We want each baby entrusted to our care to thrive and flourish, and we do everything we can to make sure that they do. Our days include group activities, music and story time, art projects, and one-on-one time with each child.
</p>
<p>
<strong>The Toddler Program</strong> cares for children ages fifteen-twenty four months. It is geared to provide a safe, healthy environment in which the children have the opportunity to explore a wide variety of experiences: from paint and paste, to pegboards and play dough, from blocks and beads to bikes and balance beams, and from stories and songs to slides and swings. We recognize that toddlers are struggling with issues of dependence versus independence, so we provide both security and structure while helping them learn the power of their own words, and the freedom of making choices. Through the use of age‑appropriate toys and activities we support and extend their emerging physical, intellectual and social skills, taking care that each child receives the affection and nurturing vital for healthy development.
</p>
<p>
<strong>The Twoodler Program</strong> cares for children ages two to three years. These children are no longer Toddlers, yet they are not quite Pre‑schoolers. Their growing skills require opportunities to experiment with a wide variety of materials and situations. Like Toddlers, Twoodlers are struggling with issues of dependence versus independence, and so we again provide both the security of structure and the freedom of making simple choices. We provide challenge and stimulation as these children become more and more self‑sufficient. We recognize learning is built into activities ‑ but the pressure to learn is not. As their ability to use language increases, we pay special attention, and provide many day‑to‑day chances to use this emerging skill. Along with finger paints, sandboxes, jungle gyms, dress‑up clothes, puzzles and picture books, we also provide warmth and security.
</p>
<p>
<strong>The Pre‑School Program</strong> cares for children ages three to five years. Since children learn from personal interaction and talking about their experiences, the teachers’ role is to provide an environment that promotes active learning. Active learning occurs when the following ingredients are present: materials for each child, manipulation of those materials, choice by the child of what to do with the materials, words chosen and used by the child, and support by adults or peers that helps the child think about his or her actions. Each room is physically set up to promote each child’s feeling of independence and competence. Areas are well defined, materials are easily accessible, and both are clearly labeled. The daily routine follows a predictable pattern and varies only with prior notice. Because of this predictability, the children are able to anticipate the sequence of events. This leads to feelings of control over both their environment and their time. By giving attention to each child’s needs and interests, the teachers are able to “customize” the curriculum and tailor a very personal educational fit.
</p>
<p>
<strong>The School‑Age Program</strong> cares for children ages five to twelve years. We offer before and after school care as well as full day care on school holidays and during the summer months. School bus transportation is available through the Brockport School District. The prime focus of the school-age program is interactive, interdisciplinary instruction, revolving around the arts, recreation, and making connections to school curriculum. The children are offered both structured (teacher directed) and unstructured (child directed) choices of activities. These include games, crafts, sports, cooking, music, and more. School‑agers are in the process of learning how they fit into the larger world. Rules and social opinions (peer pressure) are very important to them. Through artistic expression, enrichment activities, playing games and participating in sports, the children have the chance to practice and develop decision‑making skills, teamwork, a sense of fair play, and how language can be used to communicate ideas and feelings. Our Summer Program offers an expanded opportunity of our school year program, which includes field trips, games, computers, and other exploratory activities, on or near the University campus. Since a good part of the children’s free time is spent at the Center, we create a relaxing and enjoyable environment.
</p>
<h4>
Transitions
</h4>
<p>
As children grow, their developmental needs change. In order to provide an age-appropriate education, your child will transition to a new classroom as certain age milestones occur. Typically moves-ups occur in January, May, and August. As those times approach, the staff or Administrative Assistant will contact you to discuss an appropriate transition timeline. Your child will visit their new classrooms, spend short periods of time there, meet the new teachers, and have time to acclimate before moving. You are encouraged to discuss with teachers and administration any preferences or concerns about classroom transitions.
</p>
<h4>
Assessments
</h4>
<p>
Twice per year, generally within 45 days of enrollment, staff will do a formal developmental assessment. Assessments are adapted from the developmental stages presented by the CDC and the Ages and Stages program (ASQ-3). Parents are welcome to preview these assessments at any time by asking either the classroom teacher or in the main office. Staff are trained through mentor training to use this tool in helping them design an appropriate curriculum and plan according to the needs of children. Results from these assessments will be kept confidential and only shared with family. Any release of information signed by a parent is required to share this information with any outside agency. If you need this assessment in any format or language other than print and English, please contact the main office.
</p>
<h4>
Clothing
</h4>
<p>
As an active play-space, children are encouraged to wear appropriate clothing to the Center each day. Please have at least one extra set of clothing on-hand in case of accidents, extra messy activities, or other unforeseen events. Please have weather-appropriate shoes and outer gear so your child(ren) can participate in all activities. Classroom teachers will make every attempt to let you know ahead of time if your child will be participating in activities that need specific items.
</p>
<h4>
Conferences
</h4>
<p>
Twice per year parents are formally invited to schedule a conference with their classroom teachers. Staff are available throughout the year to meet with parents, with a two week prior notice.
</p>
<h4>
Diversity
</h4>
<p>
BCDC is committed to providing a culturally and environmentally sensitive experience for all children. Staff make every effort to honor the background and values of each family through programming, decorations, food choices, and activities. We encourage you to discuss what you do with your child at home, so that staff can incorporate ideas into their curriculum to have all children feel acknowledged and honored.
</p>
<h4>
Field Trips
</h4>
<p>
All classrooms spend time walking (or strolling) throughout campus. Organized field trips off campus are limited to Preschool 3 and school age children who will receive permission forms when there is an event planned. Once all Preschool 3 children have turned 4, they may choose to schedule field trips. When a class is out of the room, they will post a notice on their door of where you can find them.
</p>
<h4>
Food/Meals
</h4>
<p>
BCDC participates in the Child and Adult Care Food Program (CACFP). All meals are provided as part of tuition and no child will be denied food while in care. Meals are planned in accordance with all national standards and nutrition contents for each age group. Breakfast, Lunch, and afternoon snack will be served every day. All meals are served family style and children are encouraged to actively participate in serving themselves, passing items, and learning table etiquette. Outside food is not permitted to be brought to the classrooms. If your child has food allergies or cultural preferences for food items, please let the office know in writing so appropriate replacements can be made.
</p>
<p>
Meals are served at the same time each day. We can not hold food for your child past the scheduled meal time, in order to allow the class to continue on with their daily plans.
</p>
<p>
If you would like to have your child brush their teeth after meals, please send in a toothbrush, with a cover and labeled with their name. We will provide time and space for them in the classroom, under supervision.
</p>
<p>
When a child has a peanut or severe allergy, the allergin will not be served or allowed in the classroom or section that the child attends. Please notify the office as soon as possible if an allergy is determined.
</p>
<h4>
Nap Time
</h4>
<p>
All children (not including school age children) will be asked to lie down for a rest mid-day. If your child(ren) does not fall asleep after a period of rest, they will be offered a quiet activity so those who do sleep can rest. When staffing is available, children may be allowed to do quiet activities in a different classroom. You will be given a nap agreement explaining sleeping surface, and supervision to review and sign.
</p>
<h4>
Outdoor Play/Physical Activity
</h4>
<p>
All children will have outdoor play time every day unless the weather makes that activity unsafe. If you do not want your child to participate in outdoor play, please submit a written explanation and request from the child’s doctor. Every class offers structured and unstructured physical activity throughout the day, whether in the classroom, in the Motor Room or outside.
</p>
<h4>
Parent Resources
</h4>
<p>
Informational materials are available for parents in the main hall by the staff bulletin board. Topics include developmental milestones, childhood nutrition, and community resources.
</p>
<h4>
Schedules & Curriculum
</h4>
<p>
All classrooms are responsible for creating a schedule for their day. This will stay consistent unless a special activity is planned. All schedules are posted on the classroom door or in each classroom. Teachers are also responsible for creating and executing their own creative curriculum, based on most current and appropriate practices. Each classroom includes structured physical activities (dancing, games, gym), unstructured free play, and inside and outside play (weather permitting). All lesson plans are submitted to our Assistant Director for approval. If you would like to see lesson plans, please speak with the classroom teacher or the Assistant Director in the main office.
</p>
<h4>
Supplies
</h4>
<p>
You are responsible for providing the following supplies for your child, clearly marked with your child’s name.
</p>
<ul>
<li>
<strong>Infant Rooms</strong>: Disposable diapers, wipes, personal soaps, creams or powders, several changes of clothing, crib sheet, and a sleep sack (under age 1) or small blanket (allowed over age 1).
</li>
<li>
<strong>Toddler and Twoodler Rooms</strong>: Disposable diapers and wipes (if needed), sunscreen, two full changes of clothing, a small sheet and blanket for napping mats.
</li>
<li>
<strong>Pre-School Rooms</strong>: Small sheet and blanket for napping cot, sunscreen, and two full changes of clothing.
</li>
<li>
<strong>School-Age Rooms</strong>: Change of clothes and sunscreen.
</li>
</ul>
<p>
If you would like your child to brush their teeth after lunch, please bring a toothbrush, with a cover, clearly marked with their name and let the teacher know of your preference.
</p>
<p>
Unless specifically requested, please do not bring personal toys, valuable items, or electronics to the Center. BCDC cannot be responsible for lost, stolen, or broken items that are brought from home.
</p>
<h4>
Assistance
</h4>
<p>
If you are unable to provide required materials, please speak with an administrator about possible assistance with bedding, sunscreen, etc.
</p>
<h2>
PARTNERSHIP WITH PARENTS
<a id="partnership-with-parents"></a></h2>
<h3>
Parent/Teacher Communication
<a id="parentteacher-communication"></a></h3>
<p>
Open communication between the center and the parent is crucial in maintaining a strong working relationship. Each day at drop off and pick up, classroom teachers would like to check in with you to ask any questions, get an update on your child, or share any news.
</p>
<h4>
Kangarootime App
</h4>
<p>
The Center uses the Kanagrootime App to maintain communication with parents throughout the day. You will be invited to download the program and connect with your child’s teacher and administrators. This gives you access to their daily notes, messages, billing and payments, alerts, etc.
</p>
<p>
Infant and Toddlers receive notifications through the Kangarootime App when they ate, napped, and were changed. If you have an older child and would like them to have a daily report, please let their teacher know.
</p>
<p>
If there is any type of incident during the day, staff will fill out an Incident Report for you to read and sign. This could be illness noticed, an accident, an altercation with another student, or other notable event that occurred during the day. Please read the report, ask any questions and sign the form before leaving for the day.
</p>
<p>
If you would like to schedule a time to meet with the classroom teacher or other staff, please contact the office at least a day in advance with times you would be available. These conferences can take place at any time during the year, if you would like a more detailed update than what can be given at drop off/pick up.
</p>
<p>
If issues arise that are not being addressed to parent satisfaction, please contact the Assistant Director or Executive Director to discuss the issue. If matters are still not satisfactorily met, please contact the Chair of the Board of Directors. Contact information can be found in the main office.
</p>
<p>
Although our classrooms are busy, parents are always welcome to call and check on their child. Please call the office and they will transfer you to the appropriate classroom. Classrooms cannot be called directly for security purposes.
</p>
<h3>
Parent Involvement
<a id="parent-involvement"></a></h3>
<p>
Parents and family are an essential piece in the healthy development of any child. You are always welcome to visit your child while they are in care. If you would like to be involved beyond your own child in the Center, please speak with a member of administration to explore how your talents and time could fit into the Center. All parent volunteers must follow all Volunteer protocols (see Volunteers & Interns).
</p>
<h3>Children’s Birthdays/Holiday Celebrations</h3>
<p>
We like to acknowledge and honor children’s birthdays and major holidays. If you do not want their birthday acknowledged, or if they should not participate in other celebrations, please let their teacher know. If you would like to bring treats to help the class celebrate, please check with the classroom teacher about the classroom guidelines and allergy restrictions. All food items must be store bought.
</p>
<h3>
Behavior Management
<a id="behavior-management"></a></h3>
<p>
Staff work diligently to provide clear, fair, and consistent boundaries for all children. The behavior management plan for children of Brockport Child Development Center is based on a respect for the child, and an understanding of child development, which is recognized as individual and different for each child. The behavior management of any individual child is carried out as quickly as possible after the incident, in a quiet and private manner as much as the situation will allow. Whenever possible, the children will be involved in helping with the creation of rules and conduct of behavior for the classroom to encourage ownership and responsibility.
</p>
<p>
The staff use positive reinforcement and role modeling techniques as a means to reinforce positive behavior. The staff encourage the use of re-direction and dialogue as a means of settling issues. It is not the child, but the child’s actions that are given the attention. The use of “time-out” is utilized sparingly, and only in cases where the child has the ability to reflect on their behavior and make the appropriate changes.
</p>
<p>
Attention will be paid to helping children of all ages become self-aware and begin to regulate their own behaviors through reflection, dialogue, and check-ins.
</p>
<p>
In the event a child’s behavior poses a threat to himself/herself or the other children, physical intervention may be necessary. Options may include: blocking or limiting where a student can move, gently touching to redirect, or picking up a child to move them from a dangerous or potentially dangerous situation. If physical intervention is required, parents will be contacted and an incident response form will be completed for parent signature.
</p>
<p>
If a child’s behavior becomes a continual threat, requiring a higher level of intervention, the Director will contact parents to set up a meeting with teachers, administration, and parents to discuss possible solutions.
</p>
<p>
Children who exhibit persistent or extreme disruptive/dangerous behaviors (i.e. physical aggression, running away) may be dis-enrolled from the Center. BCDC will make reasonable attempts to work with the child and family, but we reserve the right to dis-enroll if we determine it is in the best interests of the Center or the child.
</p>
<p>
Parents are expected to be respectful and safe with all staff and children while at the Center. Any disruptive or threatening behavior will not be tolerated and may result in being unenrolled from the Center. If there are issues, parents will be contacted by an administrator to meet and discuss concerns and expectations.
</p>
<h3>
Confidentially
<a id="confidentially"></a></h3>
<p>
BCDC respects the privacy of families to the highest extent possible. Information concerning children and families will not be released without written permission from a parent/guardian. If staff has reason to believe a child’s safety is at risk, we will report such information to the state of New York. (See Child Abuse and Maltreatment Reporting)
</p>
<h3>
Photographs/Publicity
<a id="photographspublicity"></a></h3>
<p>
Unless otherwise stated, children’s pictures will be taken as they participate in classroom and BCDC activities. These photos will only be used for in-house newsletters and will not be released or used in any other way. No photos or names will be used in advertising or on-line for any reason.
</p>
<h3>
Non-Custodial Parents
<a id="non-custodial-parents"></a></h3>
<p>
Parents of children enrolled at BCDC will have unlimited access to their child while in care. This includes custodial as well as non-custodial parents. If a parent is NOT to see their child based on a court order, a copy of that order must be on file in the main office. Please inform the administration about any custodial issues that would be helpful in keeping your child safe.
</p>
<h2>
HEALTH & SAFETY
<a id="health---safety"></a></h2>
<h3>
Required Medical Records
<a id="required-medical-records"></a></h3>
<p>
All children entering care must have a current medical statement on file from their doctor showing they can participate in a child care setting. This includes updated immunizations, which must be updated annually throughout their care. You will receive a reminder notice from our health advocate when an update is due. If your child has a chronic illness, clear written instruction needs to accompany the health records. Your child’s physician can fax the records directly to the Center at 585-395-2353.
</p>
<h3>
Allergies
<a id="allergies"></a></h3>
<p>
All allergies need to be documented by a physician with
</p>
<p>
specific instructions on addressing each allergen. If a special diet is required, please contact the Food Service Manager to go over each allergen and how we can best accommodate your child. If your child has treatment for asthma or allergies that require an epi-pen or inhaler, a written plan must be on file. Please see our Health Advocate or an administrative staff for all necessary paperwork.
</p>
<h3>
Sick Child Policy
<a id="sick-child-policy"></a></h3>
<p>
If your child becomes ill while in care, we will contact a parent to make appropriate arrangements. If your child has a fever of 100.5 or higher, has more than 3 diarrhea episodes in one day, vomits, has an unexplained rash, debilitating coughing, or other symptoms that prevents them from participating in the program, you will be asked to pick them up. A child must be symptom free for 24 hours before returning to BCDC. <strong><em>*Subject to change</em></strong>
</p>
<h3>
Daily Health Check
<a id="daily-health-check"></a></h3>
<p>
When your child arrives at care, the classroom teacher will complete a health check and log any out of the ordinary marks, symptoms or concerns. Please let the staff know if there is anything out of the ordinary with your child. If staff are concerned for the safety of your child, they must report their concerns to the state of New York. (See Mandatory Reporting)
</p>
<h3>
Medication Administration
<a id="medication-administration"></a></h3>
<p>
BCDC has staff who are trained to provide medication to your child. Only these staff are allowed to accept and administer medication to children. The Center does not stock any medications and can only administer medication that meets all of the following standards:
</p>
<ul>
<li>Medication must be accompanied with a completed Medication Administration Form, signed by parent, doctor and staff member.
</li>
<li>Medication must be in original packaging with the child’s name clearly marked
</li>
<li>If the medication is prescribed, the label must include the child’s name, name of medication, dosage, frequency of use, route of administration, date, and prescriber’s name
</li>
<li>All medications are kept out of reach of children and any controlled substances are kept in lock boxes
</li>
</ul>
<h3>
Accidents and Injuries
<a id="accidents-and-injuries"></a></h3>
<p>
All staff are First aid and CPR certified. Extreme caution is taken to prevent any accidents and illnesses, both in and outside of the classroom. When these do occur, Emergency Procedures are followed, including completing an Incident Report that you will be asked to review and sign at the time of pick up. Depending on the situation, staff may call to let you know about an incident. If the situation requires emergency care, 911 will be called immediately followed by you or another emergency contact. Medical transport will be directly to either Strong West at 156 West Ave, Brockport or to Strong Memorial Hospital at 601 Elmwood Ave, Rochester.
</p>
<h3>
Emergency Contact Information
<a id="emergency-contact-information"></a></h3>
<p>
It is essential to keep the main office informed of any changes to phone numbers, authorized escorts, class schedules, or home addresses. In the event of an emergency, it is vital that we are able to reach you or another emergency contact.
</p>
<h3>
Fire Drills/Evacuations
<a id="fire-drillsevacuations"></a></h3>
<p>
Each month the staff and students practice a variety of safety drills. These include monthly fire drills, using both primary and secondary exits and semi-annual Shelter in Place drills. The Emergency Plan is available in the main office for review. When Shelter-in-Place drills occur, you will be notified by written notice in the classroom, at least 2 days beforehand. In the event of a true emergency, parents will be notified by phone and email as soon as all children are safe.
</p>
<h2>
SAFETY & SECURITY
<a id="safety---security"></a></h2>
<h3>
Safety Doors
<a id="safety-doors"></a></h3>
<p>
All classrooms are located behind locked hallway doors that can only be unlocked by designated key FOBS. Parents have access from 6:30am-5:30pm. Visitors and authorized escorts must check in at the main office before they are allowed to enter.
</p>
<h3>
Security Checks
<a id="security-checks"></a></h3>
<p>
All staff, including substitutes and interns are required to go through a thorough background check from the state of New York. No one under 18 is allowed to work with children and no one is allowed to work with children alone until all of their clearance checks come back cleared.
</p>
<h3>
Check In/Check out
<a id="check-incheck-out"></a></h3>
<p>
All children must be checked in upon arrival and checked out upon pick up. This ensures we have an accurate count of who is in the building. You must make contact with a staff member when you drop off and pick up a child, so we are aware of who is currently in class. This is essential for the safety of your child.
</p>
<h3>
Teacher:Student ratio
<a id="teacherstudent-ratio"></a></h3>
<p>
All classrooms follow strict ratio regulations to ensure all children can be adequately monitored and supervised. Staff also follow guidelines of maximum group size, so that no group gets too large to manage.
</p>
<h3>
Child Abuse and Maltreatment Reporting
<a id="child-abuse-and-maltreatment-reporting"></a></h3>
<p>
All staff are mandatory reporters for the state of New York. If there is any suspicion or concern about possible abuse or maltreatment of a child, we must make a report. If you suspect your child has been abused or maltreated, see the parent resource center for contact information.
</p>
<h3>
State Regulations
<a id="state-regulations"></a></h3>
<p>
The state of New York has extensive rules and regulations which all child care facilities must adhere. A licensor performs surprise inspections at least 5 times per year to ensure we are following all laws set forth to protect children. If you would like to read these regulations, or see our inspection record, a copy is on file in the main office, or you can find them online at <a href="http://ocfs.ny.gov/main/childcare/daycare_regulations.asp">http://ocfs.ny.gov/main/childcare/daycare_regulations.asp</a>.
</p>
<h2>
FINANCIAL POLICIES
<a id="financial-policies"></a></h2>
<h3>
Registration Fee
<a id="registration-fee"></a></h3>
<p>
Each new child will be billed a $50 registration fee. Half of this fee can be credited to the parent’s account if you attend a Parent Orientation, session II. (See Orientation Credit) Parents will be notified via email of how to participate in session II.
</p>
<h3>
Re-enrollment Fee
<a id="re-enrollment-fee"></a></h3>
<p>
If you un-enroll from care, you will be billed a $25 re-enrollment fee upon your return.
</p>
<h3>
Tax Statements
<a id="tax-statements"></a></h3>
<p>
End of year Childcare Cost Statements are ready for pick up on or before January 31 of each year in the main office. If you need statements at other times of the year, please contact the mail office for assistance.
</p>
<h3>
Tuition
<a id="tuition"></a></h3>
<p>
Please see Fee Scale for current rates of care. Cost of care includes all meals and snacks, events and class materials.
</p>
<h3>
Schedules
<a id="schedules"></a></h3>
<p>
You will be asked to set a schedule for your child(ren) when you enroll. This can include full days or full week schedules, depending on availability. We do not offer half day enrollment, although you are welcome to drop off and pick up your child at any time during our business hours. If you need to change your schedule, please notify the office in writing at least one week in advance. If you would like to add a day on short notice, please call the main office and if we have space available, you are welcome to add that day at the regular price.
</p>
<h3>
Attendance
<a id="attendance"></a></h3>
<p>
Tuition is charged whether your child is in attendance on a particular day or not. We hold the spot for your child, and cannot credit accounts for missed days. Due to the fact that we guarantee spaces for all children enrolled, we cannot authorize trading days.
</p>
<h3>
Sibling Discount
<a id="sibling-discount"></a></h3>
<p>
If you have multiple children enrolled full time in the program, there is a 15% discount for the second child, 20% discount for the third, etc. Discount is applied to the oldest child(ren).
</p>
<h3>
Grants
<a id="grants"></a></h3>
<p>
If you are a student at a NY state college or university, grant funding may be available based on family income. These funds are only available while actively enrolled in classes that occur during our operating hours. There are also limited sliding scale grant funds available each year. Please see the main office for an application.
</p>
<h3>
Late Fees/Interruption in Care
<a id="late-feesinterruption-in-care"></a></h3>
<p>
If your bill is not paid in full for the week by Monday at 5pm, there is a $10 late fee. If your tuition is two or more weeks in arrears, care may be interrupted until the balance returns to zero.
</p>
<h3>
Return Check Fee
<a id="return-check-fee"></a></h3>
<p>
A $45 charge will be added to your account if a check is returned because of non-sufficient funds.
</p>
<h3>
Late Pick-Up
<a id="late-pick-up"></a></h3>
<p>
At 5:31pm there is a $10 late pick-up fee. For every 10 minutes past that, there is an additional $10 fee. (5:41pm=$20, 5:51pm=$30, etc.). If you are going to be late, please call the main office and inform the staff of your approximate arrival time, so we know you are in route and can make necessary staffing decisions. Fees will be added to the following week’s tuition. If your child has not been picked up by 5:35, and we have not received a call, we will call contacts on your child’s escort card until we reach someone who can pick up your child. If we can not reach anyone by 6:00pm, we will call University Police to come and keep your child until someone can be reached.
</p>
<h3>
Holding Fee/Vacation Credit
<a id="holding-feevacation-credit"></a></h3>
<p>
When your child will not be in attendance for a week, full pay families may pay a $50 holding fee per family instead of regular tuition rates. Written notice must be submitted to the office at least one week in advance. Families may use this option up to six times per calendar year.
</p>
<h3>
Orientation Credit
<a id="orientation-credit"></a></h3>
<p>
After you have been in attendance for a period of time, you will be invited to give feedback, suggestions, and hear how the BCDC experience has been for you and your family. After attending this session, a one-time $25 credit will be applied to your account.
</p>
<h3>
Holidays
<a id="holidays"></a></h3>
<p>
BCDC observes and closes for the following holidays:
</p>
<p>
January 1 <sup>st</sup> Memorial Day July 4 <sup>th</sup> Labor Day
</p>
<p>
Thanksgiving Day Day after Thanksgiving December 25 <sup>th</sup>
</p>
<p>
If these dates fall on a Saturday, we will be closed on Friday. If these dates fall on a Sunday, we will observe the holiday on the Monday. See the yearly calendar for details. The week of any closure, your account will be credited for the holiday.
</p>
<p>
BCDC closes at 4:00pm on December 24 <sup>th</sup> and December 31 <sup>st</sup> , if they fall on a weekday.
</p>
<h3>
Withdrawing from the Program
<a id="withdrawing-from-the-program"></a></h3>
<p>
A two-week written notice is required to withdraw for any reason. If you do not submit written notice, you will be charged for two additional weeks of care, even if your child is no longer attending.
</p>
<h3>
Fundraising
<a id="fundraising"></a></h3>
<p>
As a not-for-profit program, part of our funding comes from fundraising efforts throughout the year. Parents are encouraged to participate as their time and schedules allow. You will be notified of fundraising campaigns and how you can help. All donations, both cash and in-kind items, are tax deductible. Please request a donation receipt at the time of donation.
</p>
<h2>
OUR COMMITMENT
<a id="our-commitment"></a></h2>
<p>
Brockport Child Development Center is committed to local children and families throughout the year.
</p>
<ul>
<li>We promise to provide the highest quality care and programming for children so they can grow and develop into strong and healthy individuals.
</li>
<li>We promise to protect all children and create spaces to play and learn that are safe, supervised, and well maintained.
</li>
<li>We promise to support children and families to build quality relationships and work to make our community a better place.
</li>
</ul>
<p>
<strong>Acknowledgement</strong>
</p>
<p>
I have received the Brockport Child Development Center Family Handbook and am responsible for becoming familiar with its content. If I have any questions or concerns, I will contact the main office.
</p>
<p>
Name ___________________________________________
</p>
<p>
Signed ___________________________________________
</p>
<p>
Date _____________
</p>
<p>
TUITION
</p>
<p>
Effective August 31, 2020
</p>
<p>
Part Time
</p>
<h4>
Full Time (Daily Rate)
</h4>
<p>
Infants $250.00 $65.00
</p>
<p>
Toddlers/ Twoodlers $240.00 $60.00
</p>
<p>
Pre-School $220.00 $55.00
</p>
<p>
School-Age* (before <strong><u>and</u></strong> after) $125.00 $30.00
</p>
<p>
School-Age* (before <strong><u>or</u></strong> after) $100.00 $25.00
</p>
<p>
School-Age* $195.00 $50.00
</p>
<p>
(Vacation or Holiday)
</p>
<p>
* Please contact the main office for pricing for remote learning days
</p>
<p>
Wrap around rate for UPK $30 per day
</p>
<p>
Enrollment fee $50
</p>
<p>
Re-enrollment fee $25
</p>
<p>
Vacation/Holding Fee $50 (up to six weeks per year)
</p>
<p>
<em>Parent Fees are subject to change</em>
</p>
<p>
2022-2023 Updates
</p>
<p>
Closures for 2022-2023
</p>
<p>
Brockport Child Development Center will be closed on the following days:
</p>
<ul>
<li>Monday, September 5
</li>
<li>Thursday, November 24
</li>
<li>Friday, November 25
</li>
<li>Monday, December 26
</li>
<li>Monday, January 2
</li>
<li>Monday, May 29
</li>
<li>Monday, July 3
</li>
<li>Tuesday, July 4
</li>
</ul>
<p>
Your account will be credited for closures. If we must close due to weather or other unforeseen circumstances, you will be notified via email or through Kangarootime as soon as possible and credited for the day.
</p>
<h4>
Current Health and COVID Policies
</h4>
<table width="0">
<tbody>
<tr>
<td width="519">
<p>
<u>Your child will be sent home so please keep your child home if they:</u>
</p>
</td>
</tr>
<tr>
<td width="519">
<p>
· have a fever of over 99.9
</p>
</td>
</tr>
<tr>
<td width="519">
<p>
· have any unexplained or spreading rash without a doctor’s note
</p>
</td>
</tr>
<tr>
<td width="519">
<p>
· Cannot participate in daily routines or activities
</p>
</td>
</tr>
<tr>
<td width="519">
<p>
· Have a second bout of diarrhea
</p>
</td>
</tr>
<tr>
<td width="519">
<p>
· After first episode of unexplained vomit
</p>
</td>
</tr>
<tr>
<td width="519">
<p>
· have excessive nasal discharge, particularly if discolored
</p>
</td>
</tr>
<tr>
<td width="519">
<p>
· have excessive cough that disrupts play/sleep/eating
</p>
</td>
</tr>
<tr>
<td width="519">
<p>
· express unusual complaints of sore throat, stomach ache, etc
</p>
</td>
</tr>
<tr>
<td width="519">
<p>
<u>To return to school:</u>
</p>
</td>
</tr>
<tr>
<td width="519">
<p>
· Must be 24 hours symptom free without medication
</p>
</td>
</tr>
<tr>
<td width="519">
<p>
OR
</p>
</td>
</tr>
<tr>
<td width="519">
<p>
· Mild symptoms with a negative COVID test
</p>
</td>
</tr>
</tbody>
</table>
<p>
COVID Vaccines and Closures
</p>
<p>
If there is a positive case of COVID and your child <strong>has been vaccinated</strong>, they may continue to attend as usual. Please submit vaccination records to the main office.
</p>
<p>
If you have opted not to have your child vaccinated, your child must quarantine and you will be responsible for the full tuition cost of days missed. They may return on the sixth day with no symptoms and a negative COVID test (home test is permissible).
</p>
<p>
I understand the above policies and know if I choose not to vaccinate my child, I will be responsible for tuition costs if my child must quarantine.
</p>
<p>
____________________________________ ____________
</p>
<p>
<em>Parent signature Date</em>
</p></div>
</article>
<div class="table_of_contents">
<h2>Table of Contents</h2>
<ul class="table_of_contents link-list">
<li class="anchor-h2"><a href="/support/child-development-center/family-handbook/#brockport-child-development-center">Brockport Child Development Center</a></li>
<li class="anchor-h3"><a href="/support/child-development-center/family-handbook/#mission-statement">Mission Statement</a></li>
<li class="anchor-h3"><a href="/support/child-development-center/family-handbook/#vision">Vision</a></li>
<li class="anchor-h3"><a href="/support/child-development-center/family-handbook/#values">Values</a></li>
<li class="anchor-h2"><a href="/support/child-development-center/family-handbook/#fast-facts">FAST FACTS</a></li>
<li class="anchor-h2"><a href="/support/child-development-center/family-handbook/#the-basics">THE BASICS</a></li>
<li class="anchor-h2"><a href="/support/child-development-center/family-handbook/#about-the-staff">ABOUT THE STAFF</a></li>
<li class="anchor-h2"><a href="/support/child-development-center/family-handbook/#staff-orientation---development">Staff Orientation & Development</a></li>
<li class="anchor-h3"><a href="/support/child-development-center/family-handbook/#substitutes---volunteers">Substitutes & Volunteers</a></li>
<li class="anchor-h2"><a href="/support/child-development-center/family-handbook/#about-the-program">ABOUT THE PROGRAM</a></li>
<li class="anchor-h3"><a href="/support/child-development-center/family-handbook/#program-descriptions">Program Descriptions</a></li>
<li class="anchor-h2"><a href="/support/child-development-center/family-handbook/#partnership-with-parents">PARTNERSHIP WITH PARENTS</a></li>
<li class="anchor-h3"><a href="/support/child-development-center/family-handbook/#parentteacher-communication">Parent/Teacher Communication</a></li>
<li class="anchor-h3"><a href="/support/child-development-center/family-handbook/#parent-involvement">Parent Involvement</a></li>
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Toddler Program
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The Toddler Program cares for children ages 15 months to 2 years. We have 2 toddler rooms on-site.
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The toddler program is geared to provide a safe, healthy environment in which the children have the opportunity to explore a wide variety of experiences: from paint and paste to pegboards and play dough, from blocks and beads to bikes and balance beams, and from stories and songs to slides and swings. We recognize that toddlers are struggling with issues of dependence versus independence, so we provide both security and structure while helping them learn the power of their own words and the freedom of making choices. Through the use of age‑appropriate toys and activities we support and extend their emerging physical, intellectual and social skills, taking care that each receives the affection and nurturing so necessary for healthy development.
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Teachers
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ELISIA EARLE (ASSISTANT TEACHER - TODDLER II)
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Elisia joined the Development Center Staff in June of 2021. Elisia worked for a private daycare and recreational programs before choosing to work at BCDC as an Assistant Toddler 2 Teacher.
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EMILY ZEGLEN (ASSISTANT TEACHER - TODDLER II)
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Emily recently graduated from Brockport with a B.S. in Public Health, loves working with kids, and currently works in our Toddler 2 classroom.
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MARY DEARY (HEAD TEACHER - TODDLER I)
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Mary started BCDC in April of 2015. She graduated from SUNY Brockport with a BS in English Literature. She went on to receive her Master’s degree in Childhood and Early Childhood Education from Niagara University. She has been working with children for 10 years and is excited to be back at her almamater.
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LEAH SHANAHAN (ASSISTANT TEACHER - TODDLER I)
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Leah joined the BCDC community in 2021. She graduated from SUNY Buffalo with a dual degree in Psychology and Criminology, and is currently working on her Masters degree in school counseling here at Suny Brockport. She has worked with kids since was 15 in various settings such as Boys and Girls Club and the YMCA, is excited to be a part of BCDC in the Toddler One class.
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School-Age Program
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The School‑Age Program cares for children ages 5 to 12 years.
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We offer before and after school care as well as full day care on school holidays and during the summer months. The prime focus here is interactive, interdisciplinary instruction, revolving around the arts, recreation, and making connections to school curriculum. The children are offered both structured (teacher directed) and unstructured (child directed) choices of activities. These include games, crafts, sports, cooking, music, and more. School‑agers are in the process of learning how they fit into the larger world. Rules and social opinions (peer pressure) are very important to them. Through artistic expression, enrichment activities, playing games and participating in sports, the children have the chance to practice and develop decision‑making skills, teamwork, a sense of fair play, and how language can be used to communicate ideas and feelings.
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Campus Kids Summer Program offers weekly themed summer camps for ages 6-12. Each week includes swimming, gym, field trips, games, computer lab time, outdoor activities, as well as time to read, do puzzles, and art projects. Camp fees ($185 per week or $46 per day-minimum of three days) include all meals, field trips, activities, and a camp t-shirt. Program leaders believe just because children need care over the summer, doesn’t mean they shouldn’t have a memorable summer vacation!
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Teachers
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ERIK HOMAN (CO-HEADTEACHER - SCHOOL AGE)
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Erik joined the BCDC staff in the summer of 2014. He has earned two Bachelor’s degrees from SUNY Brockport State University of New York in Health Science and History, as well as additional classes in childhood education. Aside from BCDC, Erik worked previously for five years at the Oneonta Family YMCA as a lead teacher and activity coordinator for their summer program for ages 5-12.
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JULIE STENGER (CO-HEADTEACHER - SCHOOL AGE)
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Julie started working at BCDC in September of 2013. She has a Master’s Degree in Teaching with certifications in both general and special education from Fordham University and has had five years previous experience teaching in the urban public school districts. Julie believes in an interactive classroom setting where children explore and develop the passion to become lifelong learners.
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The Pre‑School Program cares for children ages 3 to 5 years old.
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Since children learn from personal interaction and talking about their experiences, the teachers’ role is to provide an environment that promotes active learning. Active learning occurs when the following ingredients are present: materials for each child, manipulation of those materials, choice by the child of what to do with the materials, words chosen and used by the child, and support by adults or peers that helps the child think about his or her actions. Each room is physically set up to promote each child’s feeling of independence and competence. Areas are well defined, materials are easily accessible, and both are clearly labeled. The daily routine follows a predictable pattern and varies only with prior notice. Because of this predictability, the children are able to anticipate the sequence of events. This leads to feelings of control over both their environment and their time. By giving attention to each child’s needs and interests, the teachers are able to “customize” the curriculum and tailor a very personal educational fit.
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Teachers
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ADRIANA CLIFF (ASSISTANT TEACHER - PRESCHOOL I)
</h4>
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Adriana joined the BCDC family in 2011. She started as a substitute, was promoted to a teacher’s aide, and now has joined the Toddler classroom full time. She has a BS in Recreation and Leisure Studies from SUNY Brockport. She is excited to be full time with toddlers and working with the children and their families.
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AIDEEN FOSTER(ASSISTANT TEACHER - PRESCHOOL II)
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Aideen joined BCDC as a part time staff in March 2021, and transitioned to a full time Preschool two teacher in August 2021. Aideen graduated from the School of the arts in 2018. Aideen has been working with kids since middle school as a camp counselor and dance instructor.
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ANDREA MCMILLAN (LEAD TEACHER - PRESCHOOL II)
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Andrea began working at BCDC in 1999. She has received training under the auspices of the Rochester Association for the Education of Young Children. Andrea has also received her CDA (Child Development Associate).
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CASSIE KERNAN (CO-HEAD TEACHER - PRESCHOOL III / UPK)
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Cassie joined the BCDC staff in February, 2015 as the Co-Teacher in the UPK classroom. She received a Bachelor’s degree in History from SUNY Brockport and has a NYS certification in Childhood Education and Special Education. Cassie has strong experience in the special education field and has a passion for working with children. Cassie is currently finishing her Master’s degree from Buffalo State in Special Education.
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LAURIE LINDSAY (CO-HEAD TEACHER - PRESCHOOL III / UPK)
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Laurie started with BCDC in summer of 2018. With a Bachelor’s in Psychology, Laurie appreciates the joy, wonder and development of children in the pre-k setting. She is here because it is “what I do and what I love.”
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<h1>Health Insurance Co-payment Comparison Chart (Rochester Area)</h1>
<div id="intro-paragraph" class="intro editable">
<p>2024 - CSEA, UUP, MC, PEF, PBANYS and NYSCOPBA</p>
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<table style="border-collapse: collapse; width: 99.2347%;" border="1"><tbody>
<tr>
<th style="width: 13.9781%;">HOSPITAL SERVICES</th>
<th style="width: 14.4019%;">Empire Plan - Empire BlueCross (Hospital), Network</th>
<th style="width: 14.4019%;">Empire Plan - United Healthcare (Medical), Participating Provider</th>
<th style="width: 14.4019%;">Blue Choice</th>
<th style="width: 14.4019%;">MVP</th>
<th style="width: 14.4019%;">Highmark Blue Cross WNY</th>
<th style="width: 13.9802%;">Independent Health</th>
</tr>
<tr>
<th style="width: 13.9781%;">Hospital Inpatient<br />(surgery)</th>
<td style="width: 14.4019%;">Network: Paid in full</td>
<td style="width: 14.4019%;">Network: Paid in full</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 13.9802%;">No cost</td>
</tr>
<tr>
<th style="width: 13.9781%;">Hospital Outpatient<br />(surgery)</th>
<td style="width: 14.4019%;">Network/Hospital $75 or $95 per visit, Participating Provider: $50 per visit</td>
<td style="width: 14.4019%;">Network/Hospital $75 or $95 per visit, Participating Provider: $50 per visit</td>
<td style="width: 14.4019%;">Hospital-$50; Physician’s Office- $50 copayment or 20% coinsurance; Outpatient Surgery Facility $40 physician and $50 facility per visit</td>
<td style="width: 14.4019%;">Hospital/$25, Physician’s Office: PCP/$25 , Outpatient Facility $25</td>
<td style="width: 14.4019%;">Hospital/$100, Physician’s Office/$15, Facility/$100</td>
<td style="width: 13.9802%;">Hospital/$100, Physician’s Office/$10 (Primary)$20(Specialist), Facility/$100 Child (0-18) Physician’s Office/0 (Primary) $20 Specialist</td>
</tr>
<tr>
<th style="width: 13.9781%;">Ambulance</th>
<td style="width: 14.4019%;">No copayment if service is provided by admitting hospital.</td>
<td style="width: 14.4019%;">Participating Provider- $70/trip.</td>
<td style="width: 14.4019%;">$100/trip</td>
<td style="width: 14.4019%;">$50/trip</td>
<td style="width: 14.4019%;">$100/trip</td>
<td style="width: 13.9802%;">$100/trip</td>
</tr>
<tr>
<th style="width: 13.9781%;">Emergency Room</th>
<td style="width: 14.4019%;">$90 or $100/visit</td>
<td style="width: 14.4019%;">No Copayment</td>
<td style="width: 14.4019%;">$100/visit</td>
<td style="width: 14.4019%;">$75/visit</td>
<td style="width: 14.4019%;">$100/visit</td>
<td style="width: 13.9802%;">$100/visit</td>
</tr>
<tr>
<th style="width: 13.9781%;">Urgent Care</th>
<td style="width: 14.4019%;">$40 or $50 per outpatient visit at a hospital-owned urgent care facility only.</td>
<td style="width: 14.4019%;">$30/visit</td>
<td style="width: 14.4019%;">$35/visit</td>
<td style="width: 14.4019%;">$15/visit</td>
<td style="width: 14.4019%;">$25/visit</td>
<td style="width: 13.9802%;">$35/visit adult (19+); $0/visit child (0-18)</td>
</tr>
<tr>
<th style="width: 13.9781%;">Skilled Nursing Facility</th>
<td style="width: 14.4019%;">Precertification Required. No copayment up to 120 benefit days.</td>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">No cost: 45 days per admission up to a maximum of 360 lifetime limit</td>
<td style="width: 14.4019%;">No cost up to 45 days</td>
<td style="width: 14.4019%;">No cost, 100 day maximum</td>
<td style="width: 13.9802%;">No cost up to 45 days</td>
</tr>
<tr>
<th style="width: 13.9781%;">Hospice</th>
<td style="width: 14.4019%;">No copayment; no limit</td>
<td style="width: 14.4019%;">No copayment, no limit</td>
<td style="width: 14.4019%;">No cost; 210 days</td>
<td style="width: 14.4019%;">No cost, 210 days</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 13.9802%;">No cost; unlimited</td>
</tr></tbody></table>
<hr />
<table style="border-collapse: collapse; width: 99.2347%;" border="1"><tbody>
<tr>
<th style="width: 13.9781%;">PHYSICIAN SERVICES</th>
<th style="width: 14.4019%;">Empire Plan - Empire BlueCross (Hospital), Network</th>
<th style="width: 14.4019%;">Empire Plan - United Healthcare (Medical), Participating Provider</th>
<th style="width: 14.4019%;">Blue Choice</th>
<th style="width: 14.4019%;">MVP</th>
<th style="width: 14.4019%;">Highmark Blue Cross WNY</th>
<th style="width: 13.9802%;">Independent Health</th>
</tr>
<tr>
<th style="width: 13.9781%;">Office Visit</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">$25/visit</td>
<td style="width: 14.4019%;">$25/visit; $5 PCP sick visits for children to age 26, no cost annual exam or well child</td>
<td style="width: 14.4019%;">No copayment</td>
<td style="width: 14.4019%;">$10/visit, no cost for child (0-19)</td>
<td style="width: 13.9802%;">$10/visit, no cost for child (0-18)</td>
</tr>
<tr>
<th style="width: 13.9781%;">Specialty Office Visit</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">$25/visit</td>
<td style="width: 14.4019%;">$40/visit</td>
<td style="width: 14.4019%;">$25/visit</td>
<td style="width: 14.4019%;">$15/visit</td>
<td style="width: 13.9802%;">$20/visit</td>
</tr>
<tr>
<th style="width: 13.9781%;">Annual Routine Physical</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">No Cost</td>
<td style="width: 14.4019%;">No Cost</td>
<td style="width: 14.4019%;">No Cost</td>
<td style="width: 14.4019%;">No Cost</td>
<td style="width: 13.9802%;">No Cost</td>
</tr>
<tr>
<th style="width: 13.9781%;">Chiropractic</th>
<td style="width: 14.4019%;">$25 copay for services in a single visit.</td>
<td style="width: 14.4019%;">$25/visit</td>
<td style="width: 14.4019%;">Contact Carrier</td>
<td style="width: 14.4019%;">Contact Carrier</td>
<td style="width: 14.4019%;">Contact Carrier</td>
<td style="width: 13.9802%;">Contact Carrier</td>
</tr>
<tr>
<th style="width: 13.9781%;">Family Planning</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">$25/visit</td>
<td style="width: 14.4019%;">$25/visit PCP, $40/visit specialist</td>
<td style="width: 14.4019%;">$25/visit PCP Refer to the certificate of coverage for requirements</td>
<td style="width: 14.4019%;">$15/visit</td>
<td style="width: 13.9802%;">$20/visit</td>
</tr>
<tr>
<th style="width: 13.9781%;">Infertility Services</th>
<td style="width: 14.4019%;">$40 or $50 Outpatient</td>
<td style="width: 14.4019%;">$25/visit; no cost at designated Center of Excellence</td>
<td style="width: 14.4019%;">Applicable physician/facility copayment</td>
<td style="width: 14.4019%;">$25/visit PCP Refer to the certificate of coverage for requirements</td>
<td style="width: 14.4019%;">$15/visit</td>
<td style="width: 13.9802%;">$20/visit (physician’s office), $100/visit (outpatient surgery center)</td>
</tr>
<tr>
<th style="width: 13.9781%;">Contraceptive Drugs/<br />Devices</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">No copayment for certain FDA-approved oral contraception methods and counseling</td>
<td style="width: 14.4019%;">Applicable Rx copay applies - Generic oral contraceptives and certain OTC contraceptive devices are covered in full in accordance with theAffordable Care Act</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 13.9802%;">No cost</td>
</tr></tbody></table>
<hr />
<table style="border-collapse: collapse; width: 99.2347%;" border="1"><tbody>
<tr>
<th style="width: 13.9781%;">WOMEN’S HEALTH CARE</th>
<th style="width: 14.4019%;">Empire Plan - Empire BlueCross (Hospital), Network</th>
<th style="width: 14.4019%;">Empire Plan - United Healthcare (Medical), Participating Provider</th>
<th style="width: 14.4019%;">Blue Choice</th>
<th style="width: 14.4019%;">MVP</th>
<th style="width: 14.4019%;">Highmark Blue Cross WNY</th>
<th style="width: 13.9802%;">Independent Health</th>
</tr>
<tr>
<th style="width: 13.9781%;">Pap Tests</th>
<td style="width: 14.4019%;">$40 or $50/outpatient visit</td>
<td style="width: 14.4019%;">$25 per visit</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 13.9802%;">No cost</td>
</tr>
<tr>
<th style="width: 13.9781%;">Mammograms</th>
<td style="width: 14.4019%;">No Copayment</td>
<td style="width: 14.4019%;">No Copayment</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 13.9802%;">No cost</td>
</tr>
<tr>
<th style="width: 13.9781%;">Pre/Post Natal</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">No Copayment, routione OB utrasounds may be subject to $25 copayment</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">$10/final visit only, postnatal visits $10 / visit</td>
<td style="width: 13.9802%;">No cost</td>
</tr>
<tr>
<th style="width: 13.9781%;">Bone Density Tests</th>
<td style="width: 14.4019%;">$40 or $50/outpatient visit</td>
<td style="width: 14.4019%;">$25 per visit</td>
<td style="width: 14.4019%;">No cost for routine visit</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 13.9802%;">No cost</td>
</tr></tbody></table>
<hr />
<table style="border-collapse: collapse; width: 99.2347%;" border="1"><tbody>
<tr>
<th style="width: 13.9781%;">DIAGNOSTIC / THERAPEUTIC SERVICES</th>
<th style="width: 14.4019%;">Empire Plan - Empire BlueCross (Hospital), Network</th>
<th style="width: 14.4019%;">Empire Plan - United Healthcare (Medical), Participating Provider</th>
<th style="width: 14.4019%;">Blue Choice</th>
<th style="width: 14.4019%;">MVP</th>
<th style="width: 14.4019%;">Highmark Blue Cross WNY</th>
<th style="width: 13.9802%;">Independent Health</th>
</tr>
<tr>
<th style="width: 13.9781%;">Radiology</th>
<td style="width: 14.4019%;">$40 or $50/outpatient visit</td>
<td style="width: 14.4019%;">$25/visit</td>
<td style="width: 14.4019%;">$40/visit</td>
<td style="width: 14.4019%;">No cost Preferred Provider Facility, $15/PCP $25 Specilaist</td>
<td style="width: 14.4019%;">$15/visit</td>
<td style="width: 13.9802%;">$20/visit (office, specialty) $40/visit (hospital)</td>
</tr>
<tr>
<th style="width: 13.9781%;">Lab Tests</th>
<td style="width: 14.4019%;">$40 or $50/outpatient visit</td>
<td style="width: 14.4019%;">$25/visit</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 13.9802%;">No cost</td>
</tr>
<tr>
<th style="width: 13.9781%;">Pathology</th>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">$25/visit</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 13.9802%;">No cost</td>
</tr>
<tr>
<th style="width: 13.9781%;">EKG/EEG</th>
<td style="width: 14.4019%;">$40 or $50/outpatient visit</td>
<td style="width: 14.4019%;">$25/visit</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">$25/visit</td>
<td style="width: 14.4019%;">$15/visit</td>
<td style="width: 13.9802%;">$10/visit (office, primary); $20/visit (office, specialty) $0/visit child (0-18) in office</td>
</tr>
<tr>
<th style="width: 13.9781%;">Radiation / Chemo</th>
<td style="width: 14.4019%;">No Cost</td>
<td style="width: 14.4019%;">No Cost</td>
<td style="width: 14.4019%;">Radiation $25/visit;Chemo $25 Rx Injection and $25 Office copay - max 2/day</td>
<td style="width: 14.4019%;">Radiation $25/visit; Chemotherapy $15 PCP $25/Specialist</td>
<td style="width: 14.4019%;">$15/visit</td>
<td style="width: 13.9802%;">$20/visit (office, specialty) $40/visit (hospital)</td>
</tr></tbody></table>
<hr />
<table style="border-collapse: collapse; width: 99.2347%;" border="1"><tbody>
<tr>
<th style="width: 13.9781%;">MENTAL HEALTH / SUBSTANCE ABUSE </th>
<th style="width: 14.4019%;">Empire Plan - Empire BlueCross (Hospital), Network</th>
<th style="width: 14.4019%;">Empire Plan - United Healthcare (Medical), Participating Provider</th>
<th style="width: 14.4019%;">Blue Choice</th>
<th style="width: 14.4019%;">MVP</th>
<th style="width: 14.4019%;">Highmark Blue Cross WNY</th>
<th style="width: 13.9802%;">Independent Health</th>
</tr>
<tr>
<th style="width: 13.9781%;">Inpatient Mental Health</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">No cost; unlimited</td>
<td style="width: 14.4019%;">No cost; unlimited</td>
<td style="width: 14.4019%;">No cost; unlimited</td>
<td style="width: 13.9802%;">No cost; unlimited</td>
</tr>
<tr>
<th style="width: 13.9781%;">Outpatient Mental Health</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">$25/visit</td>
<td style="width: 14.4019%;">$25/ visit (individual or group); $5 for children to age 26</td>
<td style="width: 14.4019%;">No cost, unlimited</td>
<td style="width: 14.4019%;">$10/visit; unlimited</td>
<td style="width: 13.9802%;">$10/visit Adult (19+); $0 child (0-18); unlimited</td>
</tr>
<tr>
<th style="width: 13.9781%;">Inpatient Drug / Alcohol<br />Rehab</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">No cost</td>
<td style="width: 14.4019%;">No cost; unlimited</td>
<td style="width: 14.4019%;">No cost; unlimited Refer to the certificate of coverage requirements</td>
<td style="width: 14.4019%;">No cost; unlimited</td>
<td style="width: 13.9802%;">No cost; unlimited</td>
</tr>
<tr>
<th style="width: 13.9781%;">Outpatient Drug /<br />Alcohol Rehab</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">$25/visit to approved Intensive Outpatient Program.</td>
<td style="width: 14.4019%;">$25/ visit; $5 for children to age 26</td>
<td style="width: 14.4019%;">No cost, unlimited Refer to the certificate of coverage requirements</td>
<td style="width: 14.4019%;">$10/visit; unlimited</td>
<td style="width: 13.9802%;">$10/visit Adult (19+); $0 child (0-18); unlimited</td>
</tr></tbody></table>
<hr />
<table style="border-collapse: collapse; width: 99.2347%;" border="1"><tbody>
<tr>
<th style="width: 13.9781%;">PRESCRIPTION DRUGS</th>
<th style="width: 14.4019%;">Empire Plan - Empire BlueCross (Hospital), Network</th>
<th style="width: 14.4019%;">Empire Plan - United Healthcare (Medical), Participating Provider</th>
<th style="width: 14.4019%;">Blue Choice</th>
<th style="width: 14.4019%;">MVP</th>
<th style="width: 14.4019%;">Highmark Blue Cross WNY</th>
<th style="width: 13.9802%;">Independent Health</th>
</tr>
<tr>
<th style="width: 13.9781%;">Prescription Drugs<br />*Note: 3-tier system<br />(generic, preferred brandname drugs, and nonpreferred brand-name drugs)</th>
<td style="width: 14.4019%;">Mail order, network pharmacy or speciality pharmacy for 30 day supply: $5, $30, or $60. Mail order or speciality pharmacy for 31-90 day supply: $5, $55, or $110. Network pharmacy 31-90 day supply: $10, $60, or $120. *When you fill a prescription for a brand-name drug that has a generic equivalent you pay the non-preferred brand-name co-payment plus the difference in cost between the brand-name drug and its generic equivalent.</td>
<td style="width: 14.4019%;">Mail order, network pharmacy or speciality pharmacy for 30 day supply: $5, $30, or $60. Mail order or speciality pharmacy for 31-90 day supply: $5, $55, or $110. Network pharmacy 31-90 day supply: $10, $60, or $120. *When you fill a prescription for a brand-name drug that has a generic equivalent you pay the non-preferred brand-name co-payment plus the difference in cost between the brand-name drug and its generic equivalent.</td>
<td style="width: 14.4019%;">30 days retail: $10/$30/$50. 90 days mail order: $20/$60/$100.</td>
<td style="width: 14.4019%;">30 days retail: $0/$30/$50. 90 days mail order: $0 /$75 /$125</td>
<td style="width: 14.4019%;">30 days retail: $5/$30/$60. 90 days mail order: $12.50/$75/$150 No cost for preventative, may require approval</td>
<td style="width: 13.9802%;">Adult (19+) 30 days retail: $5/$30/$60. 90 days mail order:$12.50/$75/$150 ; Child (0-18) 30 days retail: $0/$30/$60. 90 days mail order:$0/$75/$150</td>
</tr></tbody></table>
<hr />
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<tr>
<th style="width: 13.9781%;">MISCELLANEOUS</th>
<th style="width: 14.4019%;">Empire Plan - Empire BlueCross (Hospital), Network</th>
<th style="width: 14.4019%;">Empire Plan - United Healthcare (Medical), Participating Provider</th>
<th style="width: 14.4019%;">Blue Choice</th>
<th style="width: 14.4019%;">MVP</th>
<th style="width: 14.4019%;">Highmark Blue Cross WNY</th>
<th style="width: 13.9802%;">Independent Health</th>
</tr>
<tr>
<th style="width: 13.9781%;">Centers of Excellence for Cancer and/or Transplant </th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">No cost at designated Centers of Excellence. Precertification required.</td>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 13.9802%;">N/A</td>
</tr>
<tr>
<th style="width: 13.9781%;">Diabetic Supplies</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">No cost. <strong>Call HCAP for participating providers. Diabetic Shoes $500 annual max</strong></td>
<td style="width: 14.4019%;">$25/item; 30 day supply, Diabetic shoes 50% coinsurance</td>
<td style="width: 14.4019%;">No cost. Refer to the certificate of coverage requirements. Diabetic shoes 50% coinsurance</td>
<td style="width: 14.4019%;">$10/item, Diabetic shoes not covered</td>
<td style="width: 13.9802%;">Retail: no copayment, mail order not covered</td>
</tr>
<tr>
<th style="width: 13.9781%;">Durable Medical<br />Equipment</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">No cost. <strong>Call HCAP for participating providers.</strong></td>
<td style="width: 14.4019%;">50% coinsurance</td>
<td style="width: 14.4019%;">50% coinsurance</td>
<td style="width: 14.4019%;">50% coinsurance</td>
<td style="width: 13.9802%;">50% coinsurance</td>
</tr>
<tr>
<th style="width: 13.9781%;">Orthotics</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">No copayment</td>
<td style="width: 14.4019%;">50% coinsurance</td>
<td style="width: 14.4019%;">50% coinsurance</td>
<td style="width: 14.4019%;">20% coinsurance</td>
<td style="width: 13.9802%;">No copayment</td>
</tr>
<tr>
<th style="width: 13.9781%;">Prosthetics</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">No copayment</td>
<td style="width: 14.4019%;">50% coinsurance</td>
<td style="width: 14.4019%;">50% coinsurance</td>
<td style="width: 14.4019%;">20% coinsurance</td>
<td style="width: 13.9802%;">20% coinsurance</td>
</tr>
<tr>
<th style="width: 13.9781%;">Rehabilitative Care (PT, OT, Speech)</th>
<td style="width: 14.4019%;">No copayment as an inpatient; $25 per visit for outpatient physical therapy following related surgery or hospitalization.</td>
<td style="width: 14.4019%;">Physical or occupational therapy$25 per visit (MPMP)Speech therapy $25 per visit</td>
<td style="width: 14.4019%;">Inpatient: no cost up to 60 days. Outpatient: $40/visit up to 30 max for all outpatient services combined</td>
<td style="width: 14.4019%;">Inpatient: no cost, two month max; Outpatient: $15 PCP$25/Specialist up to 30 visits</td>
<td style="width: 14.4019%;">Inpatient: no cost. Outpatient: $15/visit; max 20 visits.</td>
<td style="width: 13.9802%;">Inpatient: No cost up to 45 days. Outpatient: $20/visit up to 20 visits per year</td>
</tr>
<tr>
<th style="width: 13.9781%;">Wellness Servicies:<br />Alternative Medicine, Nutrition, Acupuncture, Massage Therapy</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">Discount for network provider CSEA/MC: Acupuncture and massage therepy out-of-netwrk provider will be subject to a maximum of 20 visits per calendar year.</td>
<td style="width: 14.4019%;">Up to $500 per family $250 Employee, $250 Spouse/Domestic partner</td>
<td style="width: 14.4019%;">$600 in WellBeing Rewards</td>
<td style="width: 14.4019%;">$600 (Single) $750 (family) Wellness card allowance for use at participating providers. Contact for additional programs.</td>
<td style="width: 13.9802%;">$600 Individual, $750 family. Wellness allowance for use at participating providers. Contact for additional programs</td>
</tr>
<tr>
<th style="width: 13.9781%;">Dental (preventive)</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">Not covered</td>
<td style="width: 14.4019%;">$40/when associated with disease or injury</td>
<td style="width: 14.4019%;">$25/ preventive visit for children up to 19</td>
<td style="width: 14.4019%;">Not covered</td>
<td style="width: 13.9802%;">Discount program available</td>
</tr>
<tr>
<th style="width: 13.9781%;">Hearing Aids</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">No network benefit. See nonparticipating provider.</td>
<td style="width: 14.4019%;">Children up to age 19 covered in full for up to two hearing aids every three years.</td>
<td style="width: 14.4019%;">Not covered</td>
<td style="width: 14.4019%;">Visit <a href="http://www.blue365deals.com/WNY">www.blue365deals.com/WNY</a> for details</td>
<td style="width: 13.9802%;">Discounts available, contact plan for details</td>
</tr>
<tr>
<th style="width: 13.9781%;">Vision (routine)</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">Not covered</td>
<td style="width: 14.4019%;">$40/exam every 2 years, children 0-19 one per year.</td>
<td style="width: 14.4019%;">$25/exam every 24 months</td>
<td style="width: 14.4019%;">Eye exams covered in full. Eyewear discounts Available</td>
<td style="width: 13.9802%;">No cost/visit once/year</td>
</tr>
<tr>
<th style="width: 13.9781%;">Telehealth</th>
<td style="width: 14.4019%;">N/A</td>
<td style="width: 14.4019%;">Contact provider</td>
<td style="width: 14.4019%;">Contact provider</td>
<td style="width: 14.4019%;">Contact provider</td>
<td style="width: 14.4019%;">Contact provider</td>
<td style="width: 13.9802%;">Contact provider</td>
</tr></tbody></table>
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<h1>NYS Health Insurance Program (NYSHIP) Rates</h1>
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<p>Employee Health Insurance Premium Deduction (Bi-Weekly) - 2024</p>
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<h2>All</h2>
<table style="border-collapse: collapse; width: 99.2347%;" border="1"><tbody>
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<th style="width: 32.9892%;">NYS Empire Plan (001)</th>
<th style="width: 33.9884%;">Family Coverage</th>
<th style="width: 32.9902%;">Individual Coverage</th>
</tr>
<tr>
<td style="width: 32.9892%;">NYSCOPBA, APSU/PBANYS – SG 09 & below</td>
<td style="width: 33.9884%;">$279.97</td>
<td style="width: 32.9902%;">$61.81</td>
</tr>
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<td style="width: 32.9892%;">CSEA/PEF grade 9 & below, UUP/MC- $49,403 & below</td>
<td style="width: 33.9884%;">$271.92</td>
<td style="width: 32.9902%;">$60.07</td>
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<td style="width: 32.9892%;">NYSCOPBA, APSU/PBANYS – SG 10 & above</td>
<td style="width: 33.9884%;">$332.90</td>
<td style="width: 32.9902%;">$82.42</td>
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<td style="width: 32.9892%;">CSEA/PEF, grade 10 and above, UUP/MC- $49,403 & above</td>
<td style="width: 33.9884%;">$323.33</td>
<td style="width: 32.9902%;">$80.09</td>
</tr></tbody></table>
<hr />
<h2 class="">Monroe County Based</h2>
<table style="border-collapse: collapse; width: 99.2347%;" border="1"><tbody>
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<th style="width: 32.9892%;">Blue Choice (066)</th>
<th style="width: 33.9884%;">Family Coverage</th>
<th style="width: 32.9902%;">Individual Coverage</th>
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<td style="width: 32.9892%;">CSEA, PEF, APSU/PBANYS – SG 09 & below M/C, UUP – $49,403 & below</td>
<td style="width: 33.9884%;">$193.12</td>
<td style="width: 32.9902%;">$45.11</td>
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<tr>
<td style="width: 32.9892%;">
<p>CSEA, PEF, APSU/PBANYS – SG 10 & above</p>
<p> </p>
<p>M/C, UUP – $49,403 & above</p>
</td>
<td style="width: 33.9884%;">$230.08</td>
<td style="width: 32.9902%;">$60.14</td>
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<th style="width: 32.9892%;">MVP of Rochester (058)</th>
<th style="width: 33.9884%;">Family Coverage</th>
<th style="width: 32.9902%;">Individual Coverage</th>
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<tr>
<td style="width: 32.9892%;">
<p>CSEA, PEF, APSU/PBANYS – SG 09 & below</p>
<p> </p>
<p>M/C, UUP – $49,403 & below</p>
</td>
<td style="width: 33.9884%;">$188.11</td>
<td style="width: 32.9902%;">$47.97</td>
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<tr>
<td style="width: 32.9892%;">
<p>CSEA, PEF, APSU/PBANYS – SG 10 & above</p>
<p> </p>
<p>M/C, UUP – $49,403 & above</p>
</td>
<td style="width: 33.9884%;">$224.86</td>
<td style="width: 32.9902%;">$63.96</td>
</tr></tbody></table>
<hr />
<h2 class="">Erie County Based</h2>
<table style="border-collapse: collapse; width: 99.2347%;" border="1"><tbody>
<tr>
<th style="width: 32.9892%;">Highmark WNY (067)</th>
<th style="width: 33.9884%;">Family Coverage</th>
<th style="width: 32.9902%;">Individual Coverage</th>
</tr>
<tr>
<td style="width: 32.9892%;">
<p>CSEA, PEF, APSU/PBANYS – SG 09 & below</p>
<p> </p>
<p>M/C, UUP – $49,403 & below</p>
</td>
<td style="width: 33.9884%;">$209.18</td>
<td style="width: 32.9902%;">$48.85</td>
</tr>
<tr>
<td style="width: 32.9892%;">
<p>CSEA, PEF, APSU/PBANYS – SG 10 & above</p>
<p> </p>
<p>M/C, UUP – $49,403 & above</p>
</td>
<td style="width: 33.9884%;">$249.21</td>
<td style="width: 32.9902%;">$65.13</td>
</tr></tbody></table>
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<th style="width: 32.9892%;">Independent Health (059)</th>
<th style="width: 33.9884%;">Family Coverage</th>
<th style="width: 32.9902%;">Individual Coverage</th>
</tr>
<tr>
<td style="width: 32.9892%;">
<p>CSEA, PEF, APSU/PBANYS – SG 09 & below</p>
<p> </p>
<p>M/C, UUP – $49,403 & below</p>
</td>
<td style="width: 33.9884%;">$210.99</td>
<td style="width: 32.9902%;">$49.73</td>
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<td style="width: 32.9892%;">
<p>CSEA, PEF, APSU/PBANYS – SG 10 & above</p>
<p> </p>
<p>M/C, UUP – $49,403 & above</p>
</td>
<td style="width: 33.9884%;">$251.45</td>
<td style="width: 32.9902%;">$66.30</td>
</tr></tbody></table>
<p><strong>Note: To enroll in an HMO, you must live or work in the HMO’s service area.</strong></p>
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</ul>
<h1>
Student Payroll Calendar
</h1>
<div id="intro-paragraph" class="intro editable"></div>
</div>
</div>
</div>
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<div class="row space-above more">
<div id="grid_layout_container">
<article>
<div id="main-content-area" class="editable"><p class="intro">
* New hire paperwork <strong>MUST</strong> be complete prior to starting work *
</p>
<h2 class="bport_structure_hidden">
Main Page Content
</h2>
<table>
<tbody>
<tr>
<th>
#
</th>
<th>
Pay Period From
</th>
<th>
Pay Period To
</th>
<th>
Online Referral Due to Student Employment
</th>
<th>
Authorization Due to Payroll
</th>
<th>
Supervisors Must Approve Online Timesheets By..
</th>
<th>
Check Date
</th>
</tr>
<tr>
<td>
11
</td>
<td>
08/18/2022
</td>
<td>
08/31/2022
</td>
<td>
8/18/2022
</td>
<td>
8/26/2022
</td>
<td>
9/2/2022
</td>
<td>
9/22/2022
</td>
</tr>
<tr>
<td>
12
</td>
<td>
9/1/2022
</td>
<td>
9/14/2022
</td>
<td>
9/1/2022
</td>
<td>
9/9/2022
</td>
<td>
9/16/2022
</td>
<td>
10/6/2022
</td>
</tr>
<tr>
<td>
13
</td>
<td>
9/15/2022
</td>
<td>
9/28/2022
</td>
<td>
9/15/2022
</td>
<td>
9/23/2022
</td>
<td>
9/30/2022
</td>
<td>
10/20/2022
</td>
</tr>
<tr>
<td>
14
</td>
<td>
9/29/2022
</td>
<td>
10/12/2022
</td>
<td>
9/29/2022
</td>
<td>
10/7/2022
</td>
<td>
10/14/2022
</td>
<td>
11/3/2022
</td>
</tr>
<tr>
<td>
15
</td>
<td>
10/13/2022
</td>
<td>
10/26/2022
</td>
<td>
10/13/2022
</td>
<td>
10/21/2022
</td>
<td>
10/28/2022
</td>
<td>
11/17/2022
</td>
</tr>
<tr>
<td>
16
</td>
<td>
10/27/2022
</td>
<td>
11/9/2022
</td>
<td>
10/27/2022
</td>
<td>
11/4/2022
</td>
<td>
11/11/2022
</td>
<td>
12/1/2022
</td>
</tr>
<tr>
<td>
17
</td>
<td>
11/10/2022
</td>
<td>
11/23/2022
</td>
<td>
11/10/2022
</td>
<td>
11/18/2022
</td>
<td>
11/25/2022
</td>
<td>
12/15/2022
</td>
</tr>
<tr>
<td>
18
</td>
<td>
11/24/2022
</td>
<td>
12/7/2022
</td>
<td>
11/24/2022
</td>
<td>
12/2/2022
</td>
<td>
12/9/2022
</td>
<td>
12/29/2022
</td>
</tr>
<tr>
<td>
19
</td>
<td>
12/8/2022
</td>
<td>
12/21/2022
</td>
<td>
12/8/2022
</td>
<td>
12/16/2022
</td>
<td>
12/23/2022
</td>
<td>
1/12/2023
</td>
</tr>
<tr>
<td>
<strong>20*</strong>
</td>
<td>
12/22/2022
</td>
<td>
1/4/2023
</td>
<td>
12/22/2022
</td>
<td>
12/30/2022
</td>
<td>
<strong>12/22/2022*</strong>
</td>
<td>
1/26/2023
</td>
</tr>
<tr>
<td>
21
</td>
<td>
1/5/2023
</td>
<td>
1/18/2023
</td>
<td>
1/5/2023
</td>
<td>
1/13/2023
</td>
<td>
1/20/2023
</td>
<td>
2/9/2023
</td>
</tr>
<tr>
<td>
22
</td>
<td>
1/19/2023
</td>
<td>
2/1/2023
</td>
<td>
1/19/2023
</td>
<td>
1/27/2023
</td>
<td>
2/3/2023
</td>
<td>
2/23/2023
</td>
</tr>
<tr>
<td>
23
</td>
<td>
2/2/2023
</td>
<td>
2/15/2023
</td>
<td>
2/2/2023
</td>
<td>
2/10/2023
</td>
<td>
2/17/2023
</td>
<td>
3/9/2023
</td>
</tr>
<tr>
<td>
24
</td>
<td>
2/16/2023
</td>
<td>
3/1/2023
</td>
<td>
2/16/2023
</td>
<td>
2/24/2023
</td>
<td>
3/3/2023
</td>
<td>
3/23/2023
</td>
</tr>
<tr>
<td>
25
</td>
<td>
3/2/2023
</td>
<td>
3/15/2023
</td>
<td>
3/2/2023
</td>
<td>
3/10/2023
</td>
<td>
3/17/2023
</td>
<td>
4/6/2023
</td>
</tr>
<tr>
<td>
26
</td>
<td>
3/16/2023
</td>
<td>
3/29/2023
</td>
<td>
3/16/2023
</td>
<td>
3/24/2023
</td>
<td>
3/31/2023
</td>
<td>
4/20/2023
</td>
</tr>
<tr>
<td>
1
</td>
<td>
3/30/2023
</td>
<td>
4/12/2023
</td>
<td>
3/30/2023
</td>
<td>
4/7/2023
</td>
<td>
4/14/2023
</td>
<td>
5/4/2023
</td>
</tr>
<tr>
<td>
2
</td>
<td>
4/13/2023
</td>
<td>
4/26/2023
</td>
<td>
4/13/2023
</td>
<td>
4/21/2023
</td>
<td>
4/28/2023
</td>
<td>
5/18/2023
</td>
</tr>
<tr>
<td>
3
</td>
<td>
4/27/2023
</td>
<td>
5/10/2023
</td>
<td>
4/27/2023
</td>
<td>
5/5/2023
</td>
<td>
5/12/2023
</td>
<td>
6/1/2023
</td>
</tr>
<tr>
<td>
4
</td>
<td>
5/11/2023
</td>
<td>
5/24/2023
</td>
<td>
5/11/2023
</td>
<td>
5/19/2023
</td>
<td>
5/26/2023
</td>
<td>
6/15/2023
</td>
</tr>
<tr>
<td>
5
</td>
<td>
5/25/2023
</td>
<td>
6/7/2023
</td>
<td>
5/25/2023
</td>
<td>
6/2/2023
</td>
<td>
6/9/2023
</td>
<td>
6/29/2023
</td>
</tr>
<tr>
<td>
6
</td>
<td>
6/8/2023
</td>
<td>
6/21/2023
</td>
<td>
6/8/2023
</td>
<td>
6/16/2023
</td>
<td>
6/23/2023
</td>
<td>
7/13/2023
</td>
</tr>
<tr>
<td>
7
</td>
<td>
6/22/2023
</td>
<td>
7/5/2023
</td>
<td>
6/22/2023
</td>
<td>
6/30/2023
</td>
<td>
7/7/2023
</td>
<td>
7/27/2023
</td>
</tr>
<tr>
<td>
8
</td>
<td>
7/6/2023
</td>
<td>
7/19/2023
</td>
<td>
7/6/2023
</td>
<td>
7/14/2023
</td>
<td>
7/21/2023
</td>
<td>
8/10/2023
</td>
</tr>
<tr>
<td>
9
</td>
<td>
7/20/2023
</td>
<td>
8/2/2023
</td>
<td>
7/20/2023
</td>
<td>
7/28/2023
</td>
<td>
8/4/2023
</td>
<td>
8/24/2023
</td>
</tr>
<tr>
<td>
10
</td>
<td>
8/3/2023
</td>
<td>
8/16/2023
</td>
<td>
8/3/2023
</td>
<td>
8/11/2023
</td>
<td>
8/18/2023
</td>
<td>
9/7/2023
</td>
</tr>
</tbody>
</table>
<p>
<em>* Early deadline due to a holiday</em>
</p></div>
</article>
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<li><a href="/">Home</a></li>
<li> <a href="/support/human-resources/">Human Resources</a></li><li> <a href="/support/human-resources/payroll/">Payroll Department</a></li><li> <a href="/support/human-resources/payroll/academic-year-appointments-paydates-23-24/">2023-2024 Academic Year Appointment & Pay Dates</a></li>
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<h1>2023-2024 Academic Year Appointment & Pay Dates</h1>
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<h3>New Full-time Faculty (CAL)</h3>
<table><tbody>
<tr>
<th>Payroll Effective Date</th>
<th>Appt. Form due</th>
<th>First Check* (13 days (not full check))</th>
<th>First Full Check (14 days)</th>
</tr>
<tr>
<td>09/01/23 - 08/31/24</td>
<td>07/01/23</td>
<td>09/27/23 </td>
<td>10/11/23</td>
</tr></tbody></table>
<p> </p>
<table><tbody>
<tr>
<th>January New Hires</th>
<th>Appt. Form due</th>
<th>First Check* (1 day)</th>
<th>First Full Check (14 days)</th>
</tr>
<tr>
<td> 03/01/24 - 08/31/24</td>
<td>12/01/23</td>
<td>03/27/24</td>
<td>4/10/24</td>
</tr></tbody></table>
<p> </p>
<h3>Employee Obligation dates for AY 2023-2024 (based on Academic Calendar):</h3>
<table><tbody>
<tr>
<th>Term</th>
<th>Obligation Dates</th>
</tr>
<tr>
<td>Full Year</td>
<td>August 21, 2023 – May 25, 2024</td>
</tr>
<tr>
<td>Fall 2023</td>
<td>August 21, 2023– December 31, 2023</td>
</tr>
<tr>
<td>Spring 2024</td>
<td>January 01, 2024 – May 25, 2024</td>
</tr></tbody></table>
<p> </p>
<h3>21-Pay Faculty:</h3>
<table><tbody>
<tr>
<th>Payroll Dates</th>
<th>Appt. Form Due</th>
<th>First Check*</th>
<th>Last Check</th>
<th>Number of Checks</th>
</tr>
<tr>
<td>08/17/23 - 06/05/24</td>
<td>07/01/23</td>
<td>09/13/23</td>
<td>06/19/24</td>
<td>(21 cks)</td>
</tr></tbody></table>
<p> </p>
<h3>Part-time Adjunct Lecturers/Lecturers, Graduate/Teaching Assistants and EHD University Supervisors:</h3>
<table><tbody>
<tr>
<th>Term</th>
<th>Payroll Effective Dates</th>
<th>Appt. Form Due</th>
<th>First Check*</th>
<th>Last Check</th>
<th>Number of Checks</th>
</tr>
<tr>
<td>AYR</td>
<td>08/31/23 - 06/05/24 </td>
<td>07/01/23</td>
<td>09/27/23</td>
<td>06/19/24</td>
<td>(20 cks)</td>
</tr>
<tr>
<td>Fall Only</td>
<td>08/31/23 - 01/17/24</td>
<td>07/01/23</td>
<td>09/27/23</td>
<td>01/31/24</td>
<td>(10 cks)</td>
</tr>
<tr>
<td>Spring Only</td>
<td>01/18/24 - 06/05/24</td>
<td>12/01/23</td>
<td>02/14/24</td>
<td>06/19/24</td>
<td>(10 cks)</td>
</tr></tbody></table>
<p> </p>
<h3>Part-time Coaches and Staff Assistants:</h3>
<table><tbody>
<tr>
<th>Term</th>
<th>Payroll Effective Dates</th>
<th>Appt. Form Due</th>
<th>First Check*</th>
<th>Last Check</th>
<th>Number of Checks</th>
</tr>
<tr>
<td>AYR</td>
<td>08/03/23 – 05/22/24</td>
<td>07/01/23</td>
<td>08/30/23</td>
<td>06/05/24 </td>
<td>(21 cks)</td>
</tr>
<tr>
<td>Fall Only</td>
<td>08/03/23 – 01/03/24</td>
<td>07/01/23</td>
<td>08/30/23</td>
<td>01/17/24</td>
<td>(11 cks)</td>
</tr>
<tr>
<td>Spring Only</td>
<td>01/04/24 - 05/22/24</td>
<td>12/01/23</td>
<td>01/31/24</td>
<td>06/05/24 </td>
<td>(10 cks)</td>
</tr></tbody></table>
<p> </p>
<p><strong>*FIRST CHECK DATES ASSUME APPROVED PAPERWORK IS SUBMITTED TIMELY. IF APPOINTMENT PAPERWORK AND/OR THE I-9 IS LATE, PAYMENT WILL BE DELAYED ACCORDINGLY.</strong></p>
<hr />
<h2>Extra Service:</h2>
<p><strong>An employee should not begin working until the authorization is approved.</strong></p>
<p>An extra service stipend can be split into a maximum amount of <strong>two checks per semester</strong> or <strong>four checks per academic year</strong> for those extra service participants expecting multiple checks. Assuming approval paperwork is received timely, the scheduled check dates are as follows:</p>
<table><tbody>
<tr>
<th>Fall 2023<br />Approval Due in Human Resources</th>
<th>Check Dates</th>
</tr>
<tr>
<td>August 1, 2023</td>
<td>11/22/2023, 01/31/2024</td>
</tr></tbody></table>
<p> </p>
<table><tbody>
<tr>
<th>Spring 2023<br />Approval Due in Human Resources</th>
<th>Check Dates</th>
</tr>
<tr>
<td>January 1, 2024</td>
<td>04/10/2024, 06/19/2024</td>
</tr></tbody></table>
<hr />
<h2>Volunteers</h2>
<table><tbody>
<tr>
<th>Term</th>
<th>Volunteer Forms Due</th>
</tr>
<tr>
<td>AYR</td>
<td>7/25/23</td>
</tr>
<tr>
<td>Fall Only</td>
<td>7/25/23</td>
</tr>
<tr>
<td>Spring Only</td>
<td>1/02/24  </td>
</tr></tbody></table>
<p> </p>
<hr />
<h2>For More Information</h2>
<ul>
<li>
For questions concerning FT faculty, coaches, PT staff assistants
<ul>
<li>
Call Sonya Flynn - x2438
</li>
</ul>
</li>
<li>
For questions relating to adjuncts, GA/TAs and extra service
<ul>
<li>
Call Holly Cunningham – x2561
</li>
</ul>
</li>
<li>
For contract letter
<ul>
<li>
Call Tina Bieber - x5845
</li>
</ul>
</li>
<li>
For payroll related questions
<ul>
<li>
Call Serena Starr – x2995
</li>
</ul>
</li>
</ul>
<p>Helpful Websites: (check site periodically, web addresses subject to change)</p>
<ul>
<li>
<a href="/support/human-resources/appointments/">Appointment Procedures</a>
</li>
<li>
<a href="/support/human-resources/forms/">Appointment, Extra Service, & Directory change forms</a>
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<a class="go" href="https://www.osc.state.ny.us/files/state-agencies/payroll/pdf/ac2772.pdf">Direct Deposit form</a>
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<p class="intro">* New hire paperwork <strong>MUST</strong> be complete prior to starting work *</p>
<h2 class="bport_structure_hidden">Main Page Content</h2>
<table><tbody>
<tr>
<th>#</th>
<th>Pay Period From</th>
<th>Pay Period To</th>
<th>Online Referral Due to Student Employment</th>
<th>Authorization Due to Payroll</th>
<th>Supervisors Must Approve Online Timesheets By..</th>
<th>Check Date</th>
</tr>
<tr>
<td>11</td>
<td>08/17/2023</td>
<td>08/30/2023</td>
<td>08/17/2023</td>
<td>08/25/2023</td>
<td>09/01/2023</td>
<td>09/21/2023</td>
</tr>
<tr>
<td>12</td>
<td>08/13/2023</td>
<td>09/13/2023</td>
<td>08/13/2023</td>
<td>09/08/2023</td>
<td>09/15/2023</td>
<td>10/05/2023</td>
</tr>
<tr>
<td>13</td>
<td>09/04/2023</td>
<td>09/27/2023</td>
<td>09/04/2023</td>
<td>09/22/2023</td>
<td>09/29/2023</td>
<td>10/19/2023</td>
</tr>
<tr>
<td>14</td>
<td>09/28/2023</td>
<td>10/11/2023</td>
<td>09/28/2023</td>
<td>10/06/2023</td>
<td>10/13/2023</td>
<td>11/02/2023</td>
</tr>
<tr>
<td>15</td>
<td>10/12/2023</td>
<td>10/25/2023</td>
<td>10/12/2023</td>
<td>10/20/2023</td>
<td>10/27/2023</td>
<td>11/16/2023</td>
</tr>
<tr>
<td>16</td>
<td>10/26/2023</td>
<td>11/08/2023</td>
<td>10/26/2023</td>
<td>11/03/2023</td>
<td>11/10/2023</td>
<td>11/30/2023</td>
</tr>
<tr>
<td>17</td>
<td>11/09/2023</td>
<td>11/22/2023</td>
<td>11/09/2023</td>
<td>11/17/2023</td>
<td>11/24/2023</td>
<td>12/14/2023</td>
</tr>
<tr>
<td>18</td>
<td>11/23/2023</td>
<td>12/06/2023</td>
<td>11/23/2023</td>
<td>12/01/2023</td>
<td>12/08/2023</td>
<td>12/28/2023</td>
</tr>
<tr>
<td><strong>19*</strong></td>
<td>12/07/2023</td>
<td>12/20/2023</td>
<td>12/07/2023</td>
<td>12/15/2023</td>
<td><strong>12/21/2023*</strong></td>
<td>01/11/2024</td>
</tr>
<tr>
<td><strong>20*</strong></td>
<td>12/21/2023</td>
<td>01/03/2024</td>
<td>12/21/2023</td>
<td>12/29/2023</td>
<td><strong>01/04/2024*</strong></td>
<td>01/25/2024</td>
</tr>
<tr>
<td>21</td>
<td>01/04/2024</td>
<td>01/17/2024</td>
<td>01/04/2024</td>
<td>01/12/2024</td>
<td>01/19/2024</td>
<td>02/08/2024</td>
</tr>
<tr>
<td>22</td>
<td>01/18/2024</td>
<td>01/31/2024</td>
<td>01/18/2024</td>
<td>01/26/2024</td>
<td>02/02/2024</td>
<td>02/22/2024</td>
</tr>
<tr>
<td>23</td>
<td>02/01/2024</td>
<td>02/14/2024</td>
<td>02/01/2024</td>
<td>02/09/2024</td>
<td>02/16/2024</td>
<td>03/07/2024</td>
</tr>
<tr>
<td>24</td>
<td>02/15/2024</td>
<td>02/28/2024</td>
<td>02/15/2024</td>
<td>02/23/2024</td>
<td>03/01/2024</td>
<td>03/21/2024</td>
</tr>
<tr>
<td>25</td>
<td>02/29/2024</td>
<td>03/13/2024</td>
<td>02/29/2024</td>
<td>03/08/2024</td>
<td>03/15/2024</td>
<td>04/04/2024</td>
</tr>
<tr>
<td>26</td>
<td>03/14/2024</td>
<td>03/27/2024</td>
<td>03/14/2024</td>
<td>03/22/2024</td>
<td>03/29/2024</td>
<td>04/18/2024</td>
</tr>
<tr>
<td>1</td>
<td>03/28/2024</td>
<td>04/10/2024</td>
<td>03/28/2024</td>
<td>04/05/2024</td>
<td>04/12/2024</td>
<td>05/02/2024</td>
</tr>
<tr>
<td>2</td>
<td>04/11/2024</td>
<td>04/24/2024</td>
<td>04/11/2024</td>
<td>04/19/2024</td>
<td>04/26/2024</td>
<td>05/16/2024</td>
</tr>
<tr>
<td>3</td>
<td>04/25/2024</td>
<td>05/08/2024</td>
<td>04/25/2024</td>
<td>05/03/2024</td>
<td>05/10/2024</td>
<td>05/30/2024</td>
</tr>
<tr>
<td>4</td>
<td>05/09/2024</td>
<td>05/22/2024</td>
<td>05/09/2024</td>
<td>05/17/2024</td>
<td>05/24/2024</td>
<td>06/13/2024</td>
</tr>
<tr>
<td>5</td>
<td>05/23/2024</td>
<td>06/05/2024</td>
<td>05/23/2024</td>
<td>05/31/2024</td>
<td>06/07/2024</td>
<td>06/27/2024</td>
</tr>
<tr>
<td>6</td>
<td>06/06/2024</td>
<td>06/19/2024</td>
<td>06/06/2024</td>
<td>06/14/2024</td>
<td>06/21/2024</td>
<td>07/11/2024</td>
</tr>
<tr>
<td>7</td>
<td>06/20/2024</td>
<td>07/03/2024</td>
<td>06/20/2024</td>
<td>06/28/2024</td>
<td>07/05/2024</td>
<td>07/25/2024</td>
</tr>
<tr>
<td>8</td>
<td>07/04/2024</td>
<td>07/17/2024</td>
<td>07/04/2024</td>
<td>07/12/2024</td>
<td>07/19/2024</td>
<td>08/08/2024</td>
</tr>
<tr>
<td>9</td>
<td>07/18/2024</td>
<td>07/31/2024</td>
<td>07/18/2024</td>
<td>07/26/2024</td>
<td>08/02/2024</td>
<td>08/22/2024</td>
</tr>
<tr>
<td>10</td>
<td>08/01/2024</td>
<td>08/14/2024</td>
<td>08/01/2024</td>
<td>08/09/2024</td>
<td>08/16/2024</td>
<td>09/05/2024</td>
</tr></tbody></table>
<p><em>* Early deadline due to a holiday</em></p>
</div>
</article>
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<h1>
2022-2023 Pay Schedule For Hourly Paid Personnel
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<tr>
<th>
Paid In Payroll #
</th>
<th>
Work Period Start
</th>
<th>
Work Period End
</th>
<th>
Timesheets Due In Payroll
</th>
<th>
Check Date
</th>
</tr>
<tr>
<td>
01
</td>
<td>
3/17/2022
</td>
<td>
3/30/2022
</td>
<td>
4/1/2022
</td>
<td>
4/27/2022
</td>
</tr>
<tr>
<td>
02
</td>
<td>
3/31/2022
</td>
<td>
4/13/2022
</td>
<td>
4/15/2022
</td>
<td>
5/11/2022
</td>
</tr>
<tr>
<td>
03
</td>
<td>
4/14/2022
</td>
<td>
4/27/2022
</td>
<td>
4/29/2022
</td>
<td>
5/25/2022
</td>
</tr>
<tr>
<td>
04
</td>
<td>
4/28/2022
</td>
<td>
5/11/2022
</td>
<td>
5/13/2022
</td>
<td>
6/8/2022
</td>
</tr>
<tr>
<td>
05
</td>
<td>
5/12/2022
</td>
<td>
5/25/2022
</td>
<td>
5/27/2022
</td>
<td>
6/22/2022
</td>
</tr>
<tr>
<td>
06
</td>
<td>
5/26/2022
</td>
<td>
6/8/2022
</td>
<td>
6/10/2022
</td>
<td>
7/6/2022
</td>
</tr>
<tr>
<td>
07
</td>
<td>
6/9/2022
</td>
<td>
6/22/2022
</td>
<td>
6/24/2022
</td>
<td>
7/20/2022
</td>
</tr>
<tr>
<td>
08
</td>
<td>
6/23/2022
</td>
<td>
7/6/2022
</td>
<td>
7/8/2022
</td>
<td>
8/3/2022
</td>
</tr>
<tr>
<td>
09
</td>
<td>
7/7/2022
</td>
<td>
7/20/2022
</td>
<td>
7/22/2022
</td>
<td>
8/17/2022
</td>
</tr>
<tr>
<td>
10
</td>
<td>
7/21/2022
</td>
<td>
8/3/2022
</td>
<td>
8/5/2022
</td>
<td>
8/31/2022
</td>
</tr>
<tr>
<td>
11
</td>
<td>
8/4/2022
</td>
<td>
8/17/2022
</td>
<td>
8/19/2022
</td>
<td>
9/14/2022
</td>
</tr>
<tr>
<td>
12
</td>
<td>
8/18/2022
</td>
<td>
8/31/2022
</td>
<td>
9/2/2022
</td>
<td>
9/28/2022
</td>
</tr>
<tr>
<td>
13
</td>
<td>
9/1/2022
</td>
<td>
9/14/2022
</td>
<td>
9/16/2022
</td>
<td>
10/12/2022
</td>
</tr>
<tr>
<td>
14
</td>
<td>
9/15/2022
</td>
<td>
9/28/2022
</td>
<td>
9/30/2022
</td>
<td>
10/26/2022
</td>
</tr>
<tr>
<td>
15
</td>
<td>
9/29/2022
</td>
<td>
10/12/2022
</td>
<td>
10/14/2022
</td>
<td>
11/9/2022
</td>
</tr>
<tr>
<td>
16
</td>
<td>
10/13/2022
</td>
<td>
10/26/2022
</td>
<td>
10/28/2022
</td>
<td>
11/23/2022
</td>
</tr>
<tr>
<td>
17
</td>
<td>
10/27/2022
</td>
<td>
11/9/2022
</td>
<td>
11/11/2022
</td>
<td>
12/7/2022
</td>
</tr>
<tr>
<td>
18
</td>
<td>
11/10/2022
</td>
<td>
11/23/2022
</td>
<td>
11/25/2022
</td>
<td>
12/21/2022
</td>
</tr>
<tr>
<td>
19
</td>
<td>
11/24/2022
</td>
<td>
12/7/2022
</td>
<td>
12/9/2022
</td>
<td>
1/4/2023
</td>
</tr>
<tr>
<td>
20
</td>
<td>
12/8/2022
</td>
<td>
12/21/2022
</td>
<td>
<strong>12/22/2022**</strong>
</td>
<td>
1/18/2023
</td>
</tr>
<tr>
<td>
21
</td>
<td>
12/22/2022
</td>
<td>
1/4/2023
</td>
<td>
1/6/2023
</td>
<td>
2/1/2023
</td>
</tr>
<tr>
<td>
22
</td>
<td>
1/5/2023
</td>
<td>
1/18/2023
</td>
<td>
1/20/2023
</td>
<td>
2/15/2023
</td>
</tr>
<tr>
<td>
23
</td>
<td>
1/19/2023
</td>
<td>
2/1/2023
</td>
<td>
2/3/2023
</td>
<td>
3/1/2023
</td>
</tr>
<tr>
<td>
24
</td>
<td>
2/2/2023
</td>
<td>
2/15/2023
</td>
<td>
2/17/2023
</td>
<td>
3/15/23
</td>
</tr>
<tr>
<td>
25
</td>
<td>
2/16/2023
</td>
<td>
3/1/2023
</td>
<td>
3/3/2023
</td>
<td>
3/29/2023
</td>
</tr>
<tr>
<td>
26
</td>
<td>
3/2/2023
</td>
<td>
3/15/2023
</td>
<td>
3/17/2023
</td>
<td>
4/12/2023
</td>
</tr>
</tbody>
</table>
<p>
**Timesheets are due early as a result of a holiday.
</p></div>
</article>
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<h1>State Employee Payroll Calendar</h1>
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<p class="intro">The following chart shows processing deadlines and pay dates for the regular State payroll.</p>
<h2 class="bport_structure_hidden">Main Page Content</h2>
<p><strong>The Personnel Deadline date is the absolute deadline date for personnel to receive appointment/PageUp transaction for processing in the associated payroll period.</strong> After that cutoff, any late transactions will be processed in the following pay period. It is important to note that without written justification, the Office of the State Comptroller will not process retroactive appointments going back more than two pay periods. Consequently, it is important that appointments be processed correctly and on time.</p>
<table><tbody>
<tr>
<th colspan="3">If Employee starts between</th>
<th colspan="3">Personnel Deadline</th>
</tr>
<tr>
<th>Pay Period Begin Date</th>
<th>Pay Period End Date</th>
<th>PR #</th>
<th>Must Submit Appointment/PageUp Transaction By</th>
<th>*Check Date</th>
<th>Internal HR to Payroll Deadline</th>
</tr>
<tr>
<td>07/20/2023</td>
<td>08/02/2023</td>
<td>9</td>
<td>07/06/2023</td>
<td>08/16/2023</td>
<td>07/27/2023</td>
</tr>
<tr>
<td>08/03/2023</td>
<td>08/16/2023</td>
<td>10</td>
<td>07/20/2023</td>
<td>08/30/2023</td>
<td>08/10/2023</td>
</tr>
<tr>
<td>08/17/2023</td>
<td>08/30/2023</td>
<td>11</td>
<td><strong> 07/01/2023**</strong> | 08/03/2023</td>
<td>09/13/2023</td>
<td>08/24/2023</td>
</tr>
<tr>
<td>08/31/2023</td>
<td>09/13/2023</td>
<td>12</td>
<td>08/17/2023</td>
<td>09/27/2023</td>
<td>09/07/2023</td>
</tr>
<tr>
<td>09/14/2023</td>
<td>09/27/2023</td>
<td>13</td>
<td>08/31/2023</td>
<td>10/11/2023</td>
<td>09/21/2023</td>
</tr>
<tr>
<td>09/28/2023</td>
<td>10/11/2023</td>
<td>14</td>
<td>09/14/2023</td>
<td>10/25/2023</td>
<td>10/05/2023</td>
</tr>
<tr>
<td>10/12/2023</td>
<td>10/25/2023</td>
<td>15</td>
<td>09/28/2023</td>
<td>11/08/2023</td>
<td>10/20/2023</td>
</tr>
<tr>
<td>10/26/2023</td>
<td>11/08/2023</td>
<td>16</td>
<td>10/12/2023</td>
<td>11/22/2023</td>
<td>11/02/2023</td>
</tr>
<tr>
<td>11/09/2023</td>
<td>11/22/2023</td>
<td>17</td>
<td>10/26/2023</td>
<td>12/06/2023</td>
<td>11/16/2023</td>
</tr>
<tr>
<td>11/23/2023</td>
<td>12/06/2023</td>
<td>18</td>
<td>11/09/2023</td>
<td>12/20/2023</td>
<td>11/30/2023</td>
</tr>
<tr>
<td>12/07/2023</td>
<td>12/20/2023</td>
<td>19</td>
<td>11/23/2023</td>
<td>01/03/2024</td>
<td>12/14/2023</td>
</tr>
<tr>
<td>12/21/2023</td>
<td>01/03/2024</td>
<td>20</td>
<td>12/07/2023</td>
<td>01/17/2024</td>
<td>12/28/2023</td>
</tr>
<tr>
<td>01/04/2024</td>
<td>01/17/2024</td>
<td>21</td>
<td><strong>12/01/2023**</strong> | 12/21/2023</td>
<td>01/31/2024</td>
<td>01/11/2024</td>
</tr>
<tr>
<td>01/18/2024</td>
<td>01/31/2024</td>
<td>22</td>
<td>01/04/2024</td>
<td>02/14/2024</td>
<td>01/25/2024</td>
</tr>
<tr>
<td>02/01/2024</td>
<td>02/14/2024</td>
<td>23</td>
<td>01/18/2024</td>
<td>02/28/2024</td>
<td>02/08/2024</td>
</tr>
<tr>
<td>02/15/2024</td>
<td>02/28/2024</td>
<td>24</td>
<td>02/01/2024</td>
<td>03/13/2024</td>
<td>02/22/2024</td>
</tr>
<tr>
<td>02/29/2024</td>
<td>03/13/2024</td>
<td>25</td>
<td>02/15/2024</td>
<td>03/27/2024</td>
<td>03/07/2024</td>
</tr>
<tr>
<td>03/14/2024</td>
<td>03/27/2024</td>
<td>26</td>
<td>02/29/2024</td>
<td>04/10/2024</td>
<td>03/21/2024</td>
</tr>
<tr>
<td>03/28/2024</td>
<td>04/10/2024</td>
<td>1</td>
<td>03/14/2024</td>
<td>04/24/2024</td>
<td>04/04/2024</td>
</tr>
<tr>
<td>04/11/2024</td>
<td>04/24/2024</td>
<td>2</td>
<td>03/28/2024</td>
<td>05/08/2024</td>
<td>04/18/2024</td>
</tr>
<tr>
<td>04/25/2024</td>
<td>05/08/2024</td>
<td>3</td>
<td>04/11/2024</td>
<td>05/22/2024</td>
<td>05/02/2024</td>
</tr>
<tr>
<td>05/09/2024</td>
<td>05/22/2024</td>
<td>4</td>
<td>04/25/2024</td>
<td>06/05/2024</td>
<td>05/16/2024</td>
</tr>
<tr>
<td>05/23/2024</td>
<td>06/05/2024</td>
<td>5</td>
<td>05/09/2024</td>
<td>06/19/2024</td>
<td>05/30/2024</td>
</tr>
<tr>
<td>06/06/2024</td>
<td>06/19/2024</td>
<td>6</td>
<td>05/23/2024</td>
<td>07/03/2024</td>
<td>06/13/2024</td>
</tr>
<tr>
<td>06/20/2024</td>
<td>07/03/2024</td>
<td>7</td>
<td>06/06/2024</td>
<td>07/17/2024</td>
<td>06/27/2024</td>
</tr>
<tr>
<td>07/04/2024</td>
<td>07/17/2024</td>
<td>8</td>
<td>06/20/2024</td>
<td>07/31/2024</td>
<td>07/11/2024</td>
</tr></tbody></table>
<p><em>* The check date applies to all payment types except hourly. Please refer to the Pay Schedule for Hourly Paid Personnel.</em></p>
<p><em>** Semester startup deadlines for faculty appointments</em></p>
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<h1>2023-2024 Pay Schedule For Hourly Paid Personnel</h1>
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<tr>
<th>Paid In Payroll #</th>
<th>Work Period Start</th>
<th>Work Period End</th>
<th>Timesheets Due In Payroll</th>
<th>Check Date</th>
</tr>
<tr>
<td>01</td>
<td>3/16/2023</td>
<td>3/29/2023</td>
<td>3/31/2023</td>
<td>4/26/2023</td>
</tr>
<tr>
<td>02</td>
<td>3/30/2023</td>
<td>4/12/2023</td>
<td>4/14/2023</td>
<td>5/10/2023</td>
</tr>
<tr>
<td>03</td>
<td>4/13/2023</td>
<td>4/26/2023</td>
<td>4/28/2023</td>
<td>5/24/2023</td>
</tr>
<tr>
<td>04</td>
<td>4/27/2023</td>
<td>5/10/2023</td>
<td>5/12/2023</td>
<td>6/7/2023</td>
</tr>
<tr>
<td>05</td>
<td>5/11/2023</td>
<td>5/24/2023</td>
<td>5/26/2023</td>
<td>6/21/2023</td>
</tr>
<tr>
<td>06</td>
<td>5/25/2023</td>
<td>6/7/2023</td>
<td>6/9/2023</td>
<td>7/5/2023</td>
</tr>
<tr>
<td>07</td>
<td>6/8/2023</td>
<td>6/21/2023</td>
<td>6/23/2023</td>
<td>7/19/2023</td>
</tr>
<tr>
<td>08</td>
<td>6/22/2023</td>
<td>7/5/2023</td>
<td>7/7/2023</td>
<td>8/2/2023</td>
</tr>
<tr>
<td>09</td>
<td>7/6/2023</td>
<td>7/19/2023</td>
<td>7/21/2023</td>
<td>8/16/2023</td>
</tr>
<tr>
<td>10</td>
<td>7/20/2023</td>
<td>8/2/2023</td>
<td>8/4/2023</td>
<td>8/30/2023</td>
</tr>
<tr>
<td>11</td>
<td>8/3/2023</td>
<td>8/16/2023</td>
<td>8/18/2023</td>
<td>9/13/2023</td>
</tr>
<tr>
<td>12</td>
<td>8/17/2023</td>
<td>8/30/2023</td>
<td>9/1/2023</td>
<td>9/27/2023</td>
</tr>
<tr>
<td>13</td>
<td>08/31/23</td>
<td>9/13/2023</td>
<td>9/15/2023</td>
<td>10/11/2023</td>
</tr>
<tr>
<td>14</td>
<td>9/4/2023</td>
<td>9/27/2023</td>
<td>9/29/2023</td>
<td>10/25/2023</td>
</tr>
<tr>
<td>15</td>
<td>9/28/2023</td>
<td>10/11/2023</td>
<td>10/13/2023</td>
<td>11/8/2023</td>
</tr>
<tr>
<td>16</td>
<td>10/12/2023</td>
<td>10/25/2023</td>
<td>10/27/2023</td>
<td>11/22/2023</td>
</tr>
<tr>
<td>17</td>
<td>10/26/2023</td>
<td>11/8/2023</td>
<td>11/10/2023</td>
<td>12/6/2023</td>
</tr>
<tr>
<td>18</td>
<td>11/9/2023</td>
<td>11/22/2023</td>
<td>11/24/2023</td>
<td>12/20/2023</td>
</tr>
<tr>
<td>19</td>
<td>11/23/2023</td>
<td>12/6/2023</td>
<td>12/8/2023</td>
<td>1/3/2024</td>
</tr>
<tr>
<td>20</td>
<td>12/7/2023</td>
<td>12/20/2023</td>
<td><strong>12/21/2023**</strong></td>
<td>1/17/2024</td>
</tr>
<tr>
<td>21</td>
<td>12/21/2023</td>
<td>1/3/2024</td>
<td>1/5/2024</td>
<td>1/31/2024</td>
</tr>
<tr>
<td>22</td>
<td>1/4/2024</td>
<td>1/17/2024</td>
<td>1/19/2024</td>
<td>2/14/2024</td>
</tr>
<tr>
<td>23</td>
<td>1/18/2024</td>
<td>1/31/2024</td>
<td>2/2/2024</td>
<td>2/28/2024</td>
</tr>
<tr>
<td>24</td>
<td>2/1/2024</td>
<td>2/14/2024</td>
<td>2/16/2024</td>
<td>3/13/2024</td>
</tr>
<tr>
<td>25</td>
<td>2/15/2024</td>
<td>2/28/2024</td>
<td>3/1/2024</td>
<td>3/27/2024</td>
</tr>
<tr>
<td>26</td>
<td>2/29/2024</td>
<td>3/13/2024</td>
<td>3/15/2024</td>
<td>4/10/2024</td>
</tr></tbody></table>
<p>**Timesheets are due early as a result of a holiday.</p>
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State Employee Payroll Calendar
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The following chart shows processing deadlines and pay dates for the regular State payroll.
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Main Page Content
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<p>
<strong>The Personnel Deadline date is the absolute deadline date for personnel to receive appointment/EagleEmploy transaction for processing in the associated payroll period.</strong> After that cutoff, any late transactions will be processed in the following pay period. It is important to note that without written justification, the Office of the State Comptroller will not process retroactive appointments going back more than two pay periods. Consequently, it is important that appointments be processed correctly and on time.
</p>
<table>
<tbody>
<tr>
<th colspan="3">
If Employee starts between
</th>
<th colspan="3">
Personnel Deadline
</th>
</tr>
<tr>
<th>
Pay Period Begin Date
</th>
<th>
Pay Period End Date
</th>
<th>
PR #
</th>
<th>
Must Submit Appointment/Eagle Employ Transaction By
</th>
<th>
*Check Date
</th>
<th>
Internal HR to Payroll Deadline
</th>
</tr>
<tr>
<td>
07/21/2022
</td>
<td>
08/03/2022
</td>
<td>
9
</td>
<td>
7/7/2022
</td>
<td>
08/17/2022
</td>
<td>
7/28/2022
</td>
</tr>
<tr>
<td>
08/04/2022
</td>
<td>
08/17/2022
</td>
<td>
10
</td>
<td>
7/21/2022
</td>
<td>
08/31/2022
</td>
<td>
8/11/2022
</td>
</tr>
<tr>
<td>
08/18/2022
</td>
<td>
08/31/2022
</td>
<td>
11
</td>
<td>
<strong>7/1/2022**</strong> | 8/4/2022
</td>
<td>
09/14/2022
</td>
<td>
8/25/2022
</td>
</tr>
<tr>
<td>
09/01/2022
</td>
<td>
09/14/2022
</td>
<td>
12
</td>
<td>
8/18/2022
</td>
<td>
09/28/2022
</td>
<td>
9/8/2022
</td>
</tr>
<tr>
<td>
09/15/2022
</td>
<td>
09/28/2022
</td>
<td>
13
</td>
<td>
9/1/2022
</td>
<td>
10/12/2022
</td>
<td>
9/22/2022
</td>
</tr>
<tr>
<td>
09/29/2022
</td>
<td>
10/12/2022
</td>
<td>
14
</td>
<td>
9/15/2022
</td>
<td>
10/26/2022
</td>
<td>
10/6/2022
</td>
</tr>
<tr>
<td>
10/13/2022
</td>
<td>
10/26/2022
</td>
<td>
15
</td>
<td>
9/29/2022
</td>
<td>
11/09/2022
</td>
<td>
10/20/2022
</td>
</tr>
<tr>
<td>
10/27/2022
</td>
<td>
11/09/2022
</td>
<td>
16
</td>
<td>
10/13/2022
</td>
<td>
11/23/2022
</td>
<td>
11/3/2022
</td>
</tr>
<tr>
<td>
11/10/2022
</td>
<td>
11/23/2022
</td>
<td>
17
</td>
<td>
10/27/2022
</td>
<td>
12/07/2022
</td>
<td>
11/17/2022
</td>
</tr>
<tr>
<td>
11/24/2022
</td>
<td>
12/07/2022
</td>
<td>
18
</td>
<td>
11/10/2022
</td>
<td>
12/21/2022
</td>
<td>
12/1/2022
</td>
</tr>
<tr>
<td>
12/08/2022
</td>
<td>
12/21/2022
</td>
<td>
19
</td>
<td>
11/24/2022
</td>
<td>
01/04/2023
</td>
<td>
12/15/2022
</td>
</tr>
<tr>
<td>
12/22/2022
</td>
<td>
01/04/2023
</td>
<td>
20
</td>
<td>
12/8/2022
</td>
<td>
01/18/2023
</td>
<td>
12/29/2022
</td>
</tr>
<tr>
<td>
01/05/2023
</td>
<td>
01/18/2023
</td>
<td>
21
</td>
<td>
<strong>12/1/2022**</strong> | 12/22/2022
</td>
<td>
02/01/2023
</td>
<td>
01/12/2023
</td>
</tr>
<tr>
<td>
01/19/2023
</td>
<td>
02/01/2023
</td>
<td>
22
</td>
<td>
01/5/2023
</td>
<td>
02/15/2023
</td>
<td>
01/26/2023
</td>
</tr>
<tr>
<td>
02/02/2023
</td>
<td>
02/15/2023
</td>
<td>
23
</td>
<td>
01/19/2023
</td>
<td>
03/01/2023
</td>
<td>
02/9/2023
</td>
</tr>
<tr>
<td>
02/16/2023
</td>
<td>
03/01/2023
</td>
<td>
24
</td>
<td>
02/2/2023
</td>
<td>
03/15/2023
</td>
<td>
02/23/2023
</td>
</tr>
<tr>
<td>
03/02/2023
</td>
<td>
03/15/2023
</td>
<td>
25
</td>
<td>
02/16/2023
</td>
<td>
03/29/2023
</td>
<td>
03/9/2023
</td>
</tr>
<tr>
<td>
03/16/2023
</td>
<td>
03/29/2023
</td>
<td>
26
</td>
<td>
03/2/2023
</td>
<td>
04/12/2023
</td>
<td>
03/23/2023
</td>
</tr>
<tr>
<td>
03/30/2023
</td>
<td>
04/12/2023
</td>
<td>
1
</td>
<td>
03/16/2023
</td>
<td>
04/26/2023
</td>
<td>
04/6/2023
</td>
</tr>
<tr>
<td>
04/13/2023
</td>
<td>
04/26/2023
</td>
<td>
2
</td>
<td>
03/30/2023
</td>
<td>
05/10/2023
</td>
<td>
04/20/2023
</td>
</tr>
<tr>
<td>
04/27/2023
</td>
<td>
05/10/2023
</td>
<td>
3
</td>
<td>
04/13/2023
</td>
<td>
05/24/2023
</td>
<td>
05/4/2023
</td>
</tr>
<tr>
<td>
05/11/2023
</td>
<td>
05/24/2023
</td>
<td>
4
</td>
<td>
04/27/2023
</td>
<td>
06/07/2023
</td>
<td>
05/18/2023
</td>
</tr>
<tr>
<td>
05/25/2023
</td>
<td>
06/07/2023
</td>
<td>
5
</td>
<td>
05/11/2023
</td>
<td>
06/21/2023
</td>
<td>
06/1/2023
</td>
</tr>
<tr>
<td>
06/08/2023
</td>
<td>
06/21/2023
</td>
<td>
6
</td>
<td>
05/25/2023
</td>
<td>
07/05/2023
</td>
<td>
06/15/2023
</td>
</tr>
<tr>
<td>
06/22/2023
</td>
<td>
07/05/2023
</td>
<td>
7
</td>
<td>
06/8/2023
</td>
<td>
07/19/2023
</td>
<td>
06/29/2023
</td>
</tr>
<tr>
<td>
07/06/2023
</td>
<td>
07/19/2023
</td>
<td>
8
</td>
<td>
06/22/2023
</td>
<td>
08/02/2023
</td>
<td>
07/13/2023
</td>
</tr>
</tbody>
</table>
<p>
<em>* The check date applies to all payment types except hourly. Please refer to the Pay Schedule for Hourly Paid Personnel.</em>
</p>
<p>
<em>** Important Semester Startup Payroll Deadlines</em>
</p></div>
</article>
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<h1>Drug-Free Schools and Communities Act Policy</h1>
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<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Compliance</li> <li>General</li> <li>Health</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of VP for Student Affairs</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Student Affairs</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>2013-08-01</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td>2020-10-13</td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td>2020-06-30</td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
This policy provides information on the University’s compliance with the regulations set forth by the Drug-free Schools and Communities Act concerning alcohol and drug prevention services, program and policies and publication of the Biennial Review. In addition, this policy informs students of the implications for eligibility of financial aid when students are convicted of possession or sale of illegal drugs.
</p>
<h2>Purpose/Scope</h2>
<p>
This policy impacts all students and employees, and is a federal compliance mandate for SUNY Brockport.  
</p>
<h2>Applicability</h2>
<p>
This policy applies to all students and employees. 
</p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<h3>
Drug-Free Schools and Communities Act Amendments of 1989
</h3>
<p>
In compliance with the Drug-free Schools and Communities Act Amendments of 1989, as mandated by section 22 of Public Law 101-226, SUNY Brockport provides the following information to all students and employees annually:
</p>
<ol>
<li>Standards of conduct prohibiting the unlawful possession, use or distribution of illicit drugs and alcohol, and the disciplinary sanctions the University will impose for violations of laws and standards of conduct, are contained in the <a href="/support/policies/student/code_of_conduct/index.html" target="_blank" rel="noopener">Code of Student Conduct</a> and the Residence Halls and University’s Alcohol Policy; and for employees, in the Office of Human Resources employee policy on <a href="/support/policies/adopted/af_hr_drug_alcohol_use_workplace.html" target="_blank" rel="noopener">Drug and Alcohol use in the Workplace</a>.
</li>
<li>The health risks associated with the use of illicit drugs and alcohol abuse can be obtained by visiting the <a href="/life/health_center/" target="_blank" rel="noopener">Hazen Center for Integrated Care</a> which includes the Health Center, Counseling Center, and Prevention and Outreach Services.
</li>
<li>For personal health information about the effects of alcohol use and abuse on the body, refer to <a href="https://www.collegedrinkingprevention.gov/specialfeatures/interactivebody.aspx" target="_blank" rel="noopener">College Drinking Prevention - Alcohol and You</a>. For a comprehensive list of health and social consequences of alcohol misuse among university students, refer to <a href="https://www.collegedrinkingprevention.gov/statistics/consequences.aspx" target="_blank" rel="noopener">College Drinking Prevention - Consequences</a>.
</li>
<li>The legal sanctions imposed by local, state and federal laws for the illegal possession and/or distribution of illicit drugs or alcohol can be found on the <a href="https://ypdcrime.com/index.php">New York State Law</a> website, refer to NYS Penal Law Section 220.00 – 221.55.
</li>
<li>For information on illicit drug use and abuse, refer to the <a href="https://www.drugabuse.gov/publications/" target="_blank" rel="noopener">National Institute on Drug Abuse</a> website.
</li>
<li>Information on counseling and treatment programs are available in the following offices in the Hazen Center for Integrated Care: <a href="/life/counseling_center/" target="_blank" rel="noopener">Counseling Center</a>, Student Health Center, and Prevention and Outreach Services; as well as via the <a href="/support/employee_assistance_program/" target="_blank" rel="noopener">Employee Assistance Program</a>. To make an appointment with a counselor concerning a screening for, and treatment of, substance abuse disorders, students can either stop in to the Hazen Center for Integrated Care or call (585) 395-2414.
</li>
<li>The <a href="/support/policies/student/substance_abuse_report.html" target="_blank" rel="noopener">Biennial Review Report</a> is available at the Office of the Vice President for Enrollment Management and Student Affairs, 7th floor of Allen Administration Building. This report contains a comprehensive analysis of the University’s alcohol and drug prevention program, including policy and enforcement. The report is also available on the Student Policies web page.
</li>
</ol>
<p>
<strong>Please Note:</strong> Drug convictions while enrolled as a student at the University may affect your eligibility for federal student aid. “Drug convictions during a period of enrollment in which the student is receiving Title IV, HEA program funds, under any federal or state law <strong>involving the possession or sale of illegal drugs will result in the loss of eligibility</strong> for any Title IV, HEA grant, loan, or work-study assistance” [HEA Sec. 484(r)(1); 20 U. S. C. 109®(1)]. For more information, refer to the <a href="https://studentaid.gov/" target="_blank" rel="noopener">Federal Student Aid website</a>.
</p>
<p>
<strong style="color: #000000;">Part 86, the Drug-Free Schools and Campuses Regulations (Education Department General Administrative Regulations [EDGAR]):</strong> <span style="color: #000000;">As a condition of receiving funds or any other form of financial assistance under any federal program, an institution of higher education (IHE) must certify that it has adopted and implemented a program to prevent the unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees.</span>
</p>
<p>
For further information on the Drug-Free Schools and Communities Act, refer to the <a href="https://www2.ed.gov/about/offices/list/oese/oshs/aboutus.html" target="_blank" rel="noopener">U.S. Department of Education Office of Safe and Healthy Students</a>.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
<a class="go" href="/support/policies/student/substance_abuse_report.html" target="_blank" rel="noopener">Biennial Review Report</a>
</p>
<p>
<a class="go" href="/support/policies/student/code_of_conduct/index.html" target="_blank" rel="noopener">Code of Student Conduct</a>
</p>
<p>
<a class="go" href="https://www.collegedrinkingprevention.gov/specialfeatures/interactivebody.aspx" target="_blank" rel="noopener">College Drinking Prevention - Alcohol and You</a>
</p>
<p>
<a class="go" href="https://www.collegedrinkingprevention.gov/statistics/consequences.aspx" target="_blank" rel="noopener">College Drinking Prevention - Consequences</a>
</p>
<p>
<a class="go" href="/life/counseling_center/index.html">Counseling Center</a>
</p>
<p>
<a class="go" href="/support/policies/adopted/af_hr_drug_alcohol_use_workplace.html" target="_blank" rel="noopener">Drug and Alcohol Use in the Workplace</a>
</p>
<p>
<a class="go" href="/support/employee_assistance_program/">Employee Assistance Program</a>
</p>
<p>
<a class="go" href="https://studentaid.gov/">Federal Student Aid</a>
</p>
<p>
<a class="go" href="/life/health_center/" target="_blank" rel="noopener">Hazen Center for Integrated Care</a>
</p>
<p>
<a class="go" href="https://www.drugabuse.gov/publications/">National Institute on Drug Abuse</a>
</p>
<p>
<a class="go go" href="https://ypdcrime.com/penal.law/">New York State Law</a>
</p>
<p>
<a class="go" href="https://www2.ed.gov/about/offices/list/oese/oshs/aboutus.html" target="_blank" rel="noopener">U.S. Department of Education Office of Safe and Healthy Students</a>
</p>
<h2>Contact Information</h2>
<p>
<a class="go" href="mailto:[email protected]">Assistant to the Vice President for Enrollment Management and Student Affairs</a>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2025-06-30
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2020-10-13
</td>
<td>
Updated Applicability, added Scope and Links.
</td>
</tr>
<tr>
<td>
Review/Revision Date
</td>
<td>
2020-06-30
</td>
<td>
Added Applicability, corrected a phone number and weblink.
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
2013-08-01
</td>
<td>
Policy Adopted
</td>
</tr>
<tr>
<td>
Draft Review Date
</td>
<td>
N/A
</td>
<td>
Draft Policy under 30-day Campus Review
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p>
This policy was approved by <strong>President’s Cabinet</strong> on <strong>2020-11-11</strong>
</p>
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<h1>COVID Vaccination Leave</h1>
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Legislation enacted on March 12, 2021 entitles all employees up to four hours of paid leave without charge to leave credits, to receive the COVID-19 vaccination.
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Employees who receive a vaccination that is administered in two doses would get up to four hours of paid leave for each dose. Travel time (based on travel to and from the employee’s worksite) is included in this four-hour cap. Absence beyond the four-hour caps must be charged to leave credits.
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This provision allows for paid leave for COVID-19 vaccinations scheduled during employees regular work hours. Employees may be required to submit satisfactory medical documentation that the absence was for the purpose of the COVID-19 Vaccination. Employees who undergo vaccinations outside their regular work schedules do so on their own time.
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Timesheet Reporting
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Employees using the online SUNY Time and Attendance System should enter the hours/days as Non-Chargeable leave, with the Non-Chargeable Leave Type of COVID Vaccine.
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Employees completing paper timesheets should report the number of hours in the Remarks column of the timesheet, with the notation of No Charge COVID Vaccination.
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For More Information
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Debbie Looney: <a href="mailto:[email protected]">[email protected]</a>
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<h1>Extension of Probationary Periods Due to Leaves of Absence Policy</h1>
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<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li></ul></td>
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<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
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<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
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<th class='audit_label'>Adoption Date</strong></td>
<td>Unavailable</td>
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<th class='audit_label'>Last Revision Date</td>
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<th class='audit_label'>Last Review Date</strong></td>
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<h2>Policy Statement</h2>
<p>
The State Personnel Management Manual (SPMM) allows for extensions of probation due to absence as follows:
</p>
<p>
“Absence During Probationary Term—Authorized or unauthorized absences may, in the discretion of the appointing authority, be considered as time served in the probationary term within the following limits and conditions:
</p>
<ul>
<li>Up to 10 workdays if the maximum probationary term is 26 weeks or less and up to 20 workdays if the maximum term exceeds 26 weeks may be considered as time served (these absences may be deemed as time served either to complete the probationary term, or to terminate an unsatisfactory probationer prior to eight weeks of actual probationary service);
</li>
<li>In the case of a trainee appointment or trainee promotion that requires a probationary term that exceeds one year, 20 workdays per year multiplied by the number of years may be considered as time served;
</li>
<li>Any absences in excess of those allowed in (a) and (b) above and any absences not counted by the appointing authority as time served in the probationary term shall be added to the minimum and maximum periods of the probationary term;
</li>
<li>Time spent on military duty as defined in §242 of the Military Law is treated the same as any other authorized or unauthorized absence if the agency has established fixed objective performance standards for satisfying the probation, and has a program of periodic review of each probationer against fixed objective standards. If not, the time must be credited as completed satisfactory service for purposes of probation;
</li>
<li>Time spent on military duty as defined in §243 of the Military Law must be credited as completed satisfactory service for purposes of probation.”
</li>
</ul>
<p>
In an effort to standardize procedures for extension of probationary period due to leaves, the following guidelines have been established.
</p>
<p>
Guidelines Absences of up to 10 workdays will be treated as time served.
</p>
<ul>
<li>
<em>In the event that an employee is absent from work (excused absences) for any extended period of time (longer than two (2) consecutive weeks), the duration of this “probationary period” will be extended for a time period equal to the extent of his absence(s).</em>
</li>
</ul>
<p>
For absences of 10 days or more, the probationary period will be extended. The procedures will apply to all classified probationary appointments regardless of length.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<p><em>There is no applicability provided for this policy at this time</em></p>
<h2>Definitions</h2>
<p>
<em>There are no definitions for this policy at this time.</em>
</p>
<h2>Policy Procedures</h2>
<p>
1. When the Office of Human Resources becomes aware that a classified probationary employee is on a leave of 10 days or more, the maximum end date of the appointment will be extended by the length of time of the leave.
</p>
<p>
2. If the leave is subsequently extended, the maximum end date will be extended again accordingly.
</p>
<p>
3. Each time an extension of the probationary period is made, the employee and supervisor will be notified via letter.
</p>
<p>
4. Although the probationary maximum end date will be automatically extended due to leaves of absence as indicated above, the supervisor may recommend that an employee pass their probationary period at any time after the completion of the minimum term.
</p>
<h2>Links to Related Procedures and Information</h2>
<p>
<em>There are no links for this policy at this time.</em>
</p>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
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Date
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Explanation
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Next Review Date
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<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
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<td>
Adoption Date
</td>
<td>
Unavailable
</td>
<td>
Policy Adopted
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<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
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<h1>Family and Medical Leave Act Policy</h1>
</div>
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<div class="row space-above more">
<div id='grid_layout_container'>
<article>
<div class='space-below'>
<div class='policy_audit'>
<table class='lw_table_original'>
<tbody>
<tr>
<th class='audit_label'>Category</strong></td>
<td><ul class="multi_value"><li>Employment</li> <li>Health</li></ul></td>
</tr>
<tr>
<th class='audit_label'>Responsible Unit</strong></td>
<td>Office of Human Resources</td>
</tr>
<tr>
<th class='audit_label'>Responsible Cabinet Member</strong></td>
<td>VP for Administration and Finance</td>
</tr>
<tr>
<th class='audit_label'>Adoption Date</strong></td>
<td>2009-01-16</td>
</tr>
<tr>
<th class='audit_label'>Last Revision Date</td>
<td>2010-02-23</td>
</tr>
<tr>
<th class='audit_label'>Last Review Date</strong></td>
<td></td>
</tr>
</tbody>
</table>
</div>
</div>
<h2>Policy Statement</h2>
<p>
Employees who meet certain service requirements are entitled, through the federal Family and Medical Leave Act (FMLA), to take leave of up to 12 weeks per year for serious personal or family health conditions. This leave can also be used for the arrival of a new child by birth, adoption, or foster placement.
</p>
<p>
Although FMLA leave is unpaid, the employee may elect to charge appropriate leave credits in order to continue income during such an absence. FMLA may be taken in consecutive “blocks” of time, or intermittently as needed.
</p>
<h2>Purpose/Scope</h2>
<p><em>There is no purpose/scope provided for this policy at this time</em></p>
<h2>Applicability</h2>
<h3>
Eligibility
</h3>
<ol>
<li>Employee has completed a minimum of one year of State Service (months do not need to be consecutive).
</li>
<li>Employee has at least 1250 working hours for the employer during the 12-month period before the leave begins (These months are consecutive).
</li>
<li>Employee works at a work site that employs at least 50 employees at or within a 75-mile radius of that work site.
</li>
<li>Absence due to a serious health condition of the employee, the child, parent, or spouse of the employee.
</li>
</ol>
<h2>Definitions</h2>
<p>
<strong>Serious health condition</strong> - an illness, injury, impairment or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job or prevents the qualified family member from participating in school or other daily activities.
</p>
<p>
<strong>Child</strong> - a newborn, a child 18 and under, a child 18 and over unable to care for self due to disability, foster children, wards of the state, stepchildren.
</p>
<p>
<strong>Parent</strong> - biological or legal guardian since childhood.
</p>
<h2>Policy Procedures</h2>
<h3>
Medical Documentation
</h3>
<p>
Satisfactory medical documentation must accompany all requests for FMLA leave. Acceptable documentation should include prognosis, start date of the illness, and anticipated return to work date. For a personal serious health condition, employees should ask their health care provider to complete the Certification of Health Care Provider Form WH-380-E. For a family member’s serious health condition, employees should ask the health care provider to complete the Certification of Health Care Provider Form WH-380-F.
</p>
<h3>
FMLA and the NDAA
</h3>
<p>
On January 28, 2008, President Bush signed into law H.R. 4986, the National Defense Authorization Act for FY 2008 (NDAA). Among other things, section 585 of the NDAA amends the Family and Medical Leave Act of 1993 (FMLA) to permit a “spouse, son, daughter, parent, or next of kin” to take up to 26 workweeks of leave to care for a “member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness.” 
</p>
<p>
The NDAA also permits an employee to take FMLA leave for “any qualifying exigency arising out of the fact that the spouse, or a son, daughter, or parent of the employee is on active duty (or has been notified of an impending call or order to active duty) in the Armed Forces in support of a contingency operation.”
</p>
<p>
The final rule, effective January 16, 2009; defines “qualifying exigency” as follows:
</p>
<ol>
<li>Short-notice deployment
</li>
<li>Military events and related activities
</li>
<li>Childcare and school activities
</li>
<li>Financial and legal arrangements
</li>
<li>Counseling
</li>
<li>Rest and recuperation
</li>
<li>Post-deployment activities
</li>
<li>Additional activities not encompassed in the other categories, but agreed to by the employer and employee 
</li>
</ol>
<p>
On October 28, 2009, President Obama signed into law the Fiscal Year 2010 National Defense Authorization Act (H.R. 2647), which expands coverage for military exigency leave and military caregiver leave under the FMLA. The FMLA had previously been amended to provide “exigency leave” of up to 12 weeks for urgent needs related to a reservist family member’s call to active service but was confined to family members of those in the National Guard or Reserves. The new requirement extends that leave to the family members of a member of any regular component of the Armed Forces during deployment to a foreign country, and removes the requirement that it be in support of a contingency operation. Provisions also expand caregiver leave to assist with treatment for an injury or illness incurred within a five year period before the leave. The changes take effect immediately.
</p>
<h3>
Documentation
</h3>
<p>
Employees requesting leave under this section should ask the health care provider to complete the Certification for Serious Injury of Illness of Covered Service member for Military Family Leave, Form WH-385 or Certification of Qualifying Exigency for Military Family Leave, Form WH-384 as applicable.
</p>
<h3>
Procedures and Responsibilities for Requesting FMLA Leave
</h3>
<h4>
Employee:
</h4>
<p>
1. Employee submits written request to supervisor of need for FMLA as soon as possible (within thirty days for a scheduled surgery or other planned absence). Written request should be accompanied by a Leave Request Form detailing current accruals, the planned charging of accruals while on leave or request for leave without pay, or other type of leave (e.g. Additional Sick or Title F) and the appropriate medical certification. If unsure of accruals the employee should contact the timekeeper at x2744. <strong>Supervisors have a responsibility to keep medical information and documentation confidential. Employees may submit medical documentation directly to Human Resources</strong> (HR will alert supervisor of receipt of documentation, in this instance).
</p>
<p>
2. Employee completes timesheets for submission to payroll with a clear indication if time accruals are to be used. *Supervisor may complete upon verbal verification with employee.
</p>
<h4>
Supervisor:
</h4>
<p>
1. Alerts the Office of Human Resources immediately upon notification of an employees’ possible need for leave. This does not have to be a written notice (may be verbal) from the employee, nor does the employee specifically need to mention the word “leave”. Supervisors should be aware of indicators of need for leave. Examples: Employee requests time off for surgery, employee has been/will be absent 10 business days or greater due to illness, a request for time off due to a member of the employee’s immediate family suffering a catastrophic injury or illness.
</p>
<p>
2. The supervisor prepares an <em>Appointment Form/s</em> placing the employee on FMLA leave. The supervisor will indicate leave date and expected return to work date. The supervisor will also indicate if the leave is to be taken using accruals at full, partial, or no pay. The <em>Appointment Form</em>, Leave Request Form, and the appropriate medical certification (unless submitted directly to HR) should be routed through the chain of command up to the appropriate vice president. Upon approval the vice president will route to the Office of Human Resources for final verification and approval. Partial documentation may be sent back to the supervisor for completion.
</p>
<h4>
Human Resources:
</h4>
<p>
1. Upon request of the supervisor or employee a Human Resources representative will meet with the parties to discuss the leave process and leave alternatives to create an individualized leave plan for the employee. This meeting is not required and is at the discretion of the supervisor or employee.
</p>
<p>
2. Upon notice of the need for possible FMLA leave, the Office of Human Resources mails the employee the Employee Notice of Eligibility and Rights and Responsibilities, within 2 business days, cc:to supervisor. If the employee is not eligible for FMLA leave, the HR representative will discuss alternatives with the supervisor.
</p>
<p>
3. If the employee is eligible for FMLA and upon receipt of medical documentation, the Human Resources representative will complete and mail to the employee the Designation Notice of FMLA leave, within five business days, cc: to supervisor. If there is lack of sufficient medical documentation this will be addressed in the letter.
</p>
<p>
4. Upon receipt of Appointment Form and Leave Request Form the employee will receive a letter detailing their leave plans and the approval for charging accruals.
</p>
<p>
*Please note, the Appointment Form, Leave Request Form, and medical certification should be routed together. The only exception to this is in the instance where medical certification is submitted directly to HR.
</p>
<h3>
Procedure for Requesting Unplanned FMLA
</h3>
<p>
1. Employee should notify supervisor verbally as soon as possible. Employee should include expected dates of absence, usage of accruals for said absence, and reason for absence.
</p>
<p>
2. Employee should complete and return the Leave Request Form and appropriate medical certification as soon as is practical; FMLA leave protection may be delayed or denied if the employee fails to do so.
</p>
<p>
3. The supervisor prepares an <em>Appointment Form/s</em> placing the employee on FMLA leave. The supervisor will indicate leave date and expected return to work date. The supervisor will also indicate if the leave is to be taken using accruals at full, partial, or no pay. The <em>Appointment Form</em>, Leave Request Form, and the appropriate medical certification (unless submitted directly to HR) should be routed through the chain of command to the Office of Human Resources for final verification and approval. Partial documentation may be sent back to the supervisor for completion.
</p>
<p>
4. HR follows process as detailed above.
</p>
<h3>
Extended Absences
</h3>
<p>
If the medical provider extends the employee’s absence, the employee must submit additional medical documentation to Human Resources (HR will notify supervisor).
</p>
<h3>
Returning to work
</h3>
<p>
Employees must submit a Return To Work Authorization Form or acceptable documentation indicating that they are able to perform the full range of duties <strong>prior</strong> to being allowed to return to work after being out on leave for a serious health condition (If said leave was for the employee, not an eligible family member, or approved intermittent leave). The supervisor should e-mail, call, or fax the Office of Human Resources indicating when the employee is returning to work. The supervisor must complete an <em>Appointment Form</em> returning the employee from leave on the date the employee returns to work and route the form through the chain of command to the Office of Human Resources.
</p>
<h2>Links to Related Procedures and Information</h2>
<h3>
Related Forms
</h3>
<ul>
<li>Appointment/Status Change Recommendation Form
</li>
<li>Leave Request Form
</li>
<li>Certification- Form WH-380-E, WH-380-F, WH384, or WH-385
</li>
<li>Return To Work Authorization Form
</li>
</ul>
<h2>Contact Information</h2>
<p>
<em>There is no contact information for this policy at this time.</em>
</p>
<h2>History <em>(in descending order)</em></h2>
<table class="bport_data_table">
<thead>
<tr>
<th>
Item
</th>
<th>
Date
</th>
<th>
Explanation
</th>
</tr>
</thead>
<tbody>
<tr>
<td>
Next Review Date
</td>
<td>
2019-12-01
</td>
<td>
Five-year review
</td>
</tr>
<tr>
<td>
Revision Date
</td>
<td>
2010-02-23
</td>
<td>
Policy Revised
</td>
</tr>
<tr>
<td>
Adoption Date
</td>
<td>
2009-01-16
</td>
<td>
Policy Adopted
</td>
</tr>
</tbody>
</table>
<h2>Approval</h2>
<p><em>There are no approvals for this policy at this time.</em></p>
</article>
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<h1>2022 Annual Student Housing Fire Safety Report</h1>
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<p tabindex="-1">SUNY Brockport, like all institutions of higher learning, is dedicated to the personal and professional development of its students and staff and to the overall betterment of our shared community. We strive towards these goals through scholarship, mentorship and fellowship in a safe, secure and nurturing environment.</p>
<p tabindex="-1">This publication is your guide to our on-campus student residence fire safety policies and requirements. You will also find a description of the campus’s student residence fire safety conditions and fire history. This information is made available to students, potential students, and their parents in compliance with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act of November 8, 1990.</p>
<p tabindex="-1"><strong tabindex="-1">Our Promise</strong> - SUNY Brockport promises to reveal to each student each day his or her capacity for intellectual, physical and creative accomplishment.</p>
<p tabindex="-1">Our promise is the fundamental statement of the work of SUNY Brockport. Through our unwavering commitment to our students – each student, each day– we help them to see their potential – reveal their capacity – in the three main modes of human expression – the intellectual, the physical and the creative – so that they may accomplish their dreams.</p>
<p tabindex="-1">To fulfill this promise demands the tireless dedication of the campus community, strong and supportive faculty-student relationships, and respect for and recognition of all areas of study and human endeavor as worthwhile to the development of the whole person.</p>
<h3 tabindex="-1">Definitions</h3>
<p tabindex="-1"><strong tabindex="-1">Fire</strong> – Any instance of open flame or other burning in a place not intended to contain the burning or in an uncontrolled manner.<br tabindex="-1" /><br tabindex="-1" /><strong tabindex="-1">Unintentional Fire</strong> – a fire that does not involve an intentional human act to ignite or spread fire into an area where fire should not be.<br tabindex="-1" /><br tabindex="-1" /><strong tabindex="-1">Intentional Fire</strong> – a fire that is ignited by, or that results from, a deliberate human action in circumstances where the person knows there should not be a fire.<br tabindex="-1" /><br tabindex="-1" /><strong tabindex="-1">Undetermined Fire</strong> – a fire for which the cause cannot be determined.<br tabindex="-1" /><br tabindex="-1" /><strong tabindex="-1">Fire-related Injury</strong> – any instance in which a person is injured as a result of fire, including an injury sustained from natural or accidental cause while involved in fire control, attempting rescue, or escaping from the dangers of the fire. The term “person” may include students, employees, visitors, fire fighters, or any other individuals.</p>
<p tabindex="-1"><strong tabindex="-1">Fire-related Death</strong> – any instance in which a person is killed as a result of a fire, including death resulting from natural or accidental causes while involved in fire control, attempting rescue, or escaping from the dangers of a fire, or, a death within one year of injuries sustained as a result of the fire.<br tabindex="-1" /><br tabindex="-1" /><strong tabindex="-1">Value of Property Damage</strong> – the estimated value of the loss of the structure and contents, in terms of the replacement in like kind and quantity. The estimate includes contents damaged by fire, and related damages caused by smoke, water, and overhaul; however, it does not include indirect loss, such as business interruption.</p>
<h3 tabindex="-1">Student Residence Alarm and Evacuation Policy</h3>
<p tabindex="-1"><strong tabindex="-1">Do not sound an alarm unless there is real cause and do not fail to activate the alarm when real cause is present.</strong> No resident or visitor may activate any alarm or attempt to manipulate any electrical or mechanical device for the purpose of creating a false fire alarm. However, every resident and visitor has the responsibility to help ensure their own safety and the safety of other residents by activating an alarm and evacuating whenever they reasonably believe a fire is present.</p>
<p tabindex="-1">In addition to activating alarms, fires, fire safety issues or concerns can be reported to the Environmental Health and Safety (EHS) Office (all positions and titles), University Police (all positions and titles) or to Residential Life representatives (all positions and titles). The primary fire safety office is Facilities and Planning. Emergency response and planning is the primary responsibility of University Police.</p>
<p tabindex="-1">All evacuation alarms and emergency voice notification system messages are to be taken seriously and evacuation is mandatory. There are many reasons that may necessitate the need for a building to be evacuated (e.g., fire, spill, natural gas leak, flood, etc.). A building may not be re-entered until the “all clear” has been given by emergency personnel (i.e., campus or local emergency responders).</p>
<p tabindex="-1">It is a requirement of the New York State Office of Fire Protection and Control and New York State Law that all occupants evacuate the building once a fire alarm is activated, whether it is a drill or not.</p>
<p tabindex="-1">Fire doubles, on average, every 30 seconds so each and every moment counts before and during an emergency. Unfortunately, many people are afraid to activate a fire alarm, even if they smell or see smoke, out of fear that they would be doing something “wrong”, would “get into trouble” or “make a fuss.”</p>
<p tabindex="-1">The fact is, though, that many fires smolder for minutes or even hours before fully igniting. A person may become aware of smoke or fire long before it has progressed far enough to activate automated alarms and even longer before it has reached a level that would activate automatic sprinklers. Activating alarms manually when there is a need saves time and helps save lives.</p>
<p tabindex="-1">Don’t be afraid to raise the alarm.</p>
<p tabindex="-1"><strong tabindex="-1">Do you need urgent assistance?</strong> Would you like to ask a question, voice a concern, request a repair or just ask for someone to help walk you home? You can get assistance via:</p>
<ul tabindex="-1">
<li tabindex="-1">
University Police Emergency: (585) 395-2222
</li>
<li tabindex="-1">
University Police Non-Emergency: (585) 395-2226
</li>
<li tabindex="-1">
Campus escorts: (585) 395-SAFE (7233)
</li>
<li tabindex="-1">
Residential Life: (585) 395-2122 or (585) 395-2108
</li>
<li tabindex="-1">
Facilities & Planning Service Center: (585) 395-2408
</li>
<li tabindex="-1">
Environmental Health and Safety: (585) 395-2005 <span tabindex="-1">
<!-- decorative --></span>
</li>
</ul>
<h4 tabindex="-1">DURING AN EVACUATION ALARM:</h4>
<ul tabindex="-1">
<li tabindex="-1">
Grab only small items close to you. If they are in the same room as you, take your keys and phone with you.
</li>
<li tabindex="-1">
If it is safe to do so, close windows in your room.
</li>
<li tabindex="-1">
As the last person leaves a room or area, they should close the door behind them. <strong tabindex="-1">Do not lock the door.</strong>
</li>
<li tabindex="-1">
Evacuate the building quickly, but <strong tabindex="-1">do not run</strong>. Do not panic.
</li>
<li tabindex="-1">
All occupants will use the <strong tabindex="-1">nearest exit</strong>. If this exit is not usable, go to the next closest available exit.
<ul tabindex="-1">
<li tabindex="-1">
In areas where separate entrances/exits have been established, it is important to note that these do not apply in the event of an emergency. Individuals should use the nearest exit.
</li>
</ul>
</li>
<li tabindex="-1">
<strong tabindex="-1">Do not</strong> use elevators during a fire alarm. They are programmed to be shut down during a fire alarm.
</li>
<li tabindex="-1">
After you have left the building, proceed to the nearest <a tabindex="-1" href="/map/designated_assembly_areas">designated assembly area</a>.
</li>
<li tabindex="-1">
Never re-enter a building without the “all clear” from emergency personnel (i.e., campus or local emergency responders).
</li>
</ul>
<h4 tabindex="-1">INDIVIDUALS IN QUARANTINE OR ISOLATION:</h4>
<ul tabindex="-1">
<li tabindex="-1">
Please familiarize yourself with the evacuation route map posted on your bedroom door and the <a tabindex="-1" href="/map/designated_assembly_areas">Designated Assembly Areas</a> on campus. In the event of a building evacuation, proceed to the nearest exit with your mask on. While it is important to maintain social distance, you should not delay exiting the building in order to do so in the event of any emergency. Once outside, proceed to the designated assembly area. Also, follow social distancing protocols by remaining 6’ from other individuals. Wait for further instructions from emergency personnel. You will be notified when it is safe to re-enter the building. When re-entering the building, maintain social distance from others and avoid congregating in the entranceway or lobby. Take the stairs instead of the elevator whenever possible.
</li>
<li tabindex="-1">
Smoking or vaping indoors is not permitted on university property both indoors and outdoors, unless officially designated otherwise. You may contact the Student Health Center for a smoking cessation consultation at (585) 395-2414 if you are finding it difficult not to smoke while in quarantine or isolation.
</li>
</ul>
<h4 tabindex="-1">INDIVIDUALS IN NEED OF EXIT ASSISTANCE:</h4>
<p tabindex="-1">It is recommended that those individuals who may need assistance in exiting a building work with a colleague to develop a communication plan. It is generally advised that you:</p>
<ul tabindex="-1">
<li tabindex="-1">
Wait in the nearest area of refuge. If the building you are in does not have an area of refuge, wait inside a stairwell (one that is separated from the hallway with doors). If this is not possible, go into an office that has a window, attempt to block the bottom of the door with clothing, and wait by the window.
</li>
<li tabindex="-1">
Call University Police at (585) 395-2222 to inform them of your location.
</li>
<li tabindex="-1">
A colleague should also call University Police at (585) 395-2222 or find an on-scene emergency responder, and report the location of the individual.
</li>
</ul>
<p tabindex="-1">The following evacuation procedures must be followed.</p>
<h4 tabindex="-1">DESIGNATED ASSEMBLY AREAS</h4>
<p tabindex="-1">In the event of an emergency, staff from University Police, Facilities and/or Environmental Health and Safety, or emergency responders may be directing you to an appropriate <a href="https://webapp.brockport.edu/map/designated_assembly_areas" target="_blank" rel="noopener">designated assembly area</a>. The RAVE Alert system may also be used to communicate this information. Please do not choose to assemble in an area that may be closer to the building, as this may put you in danger and be in the way of emergency responders.</p>
<h3 tabindex="-1">Student Residence Fire Safety Policy</h3>
<p tabindex="-1">Each resident is required to be familiar with and abide by the fire and fire safety regulations applicable to their assigned room, suite, or other area and their assigned Residence Hall as a whole.</p>
<h4 tabindex="-1">FIRE SAFETY TIPS</h4>
<ul tabindex="-1">
<li tabindex="-1">
Keep fire evacuation routes accessible. An emergency may occur at any time; therefore your escape routes must constantly be available.
</li>
<li tabindex="-1">
Unplug electrical devices when not in use. Make sure curling irons, regular irons, and other appliances are unplugged after use. Never store until they are cool enough to touch.
</li>
<li tabindex="-1">
Know the location of fire extinguishers and fire alarms in your Residence Hall/Student Townhome.
</li>
<li tabindex="-1">
Don’t keep stacks of newspapers or excessive amounts of trash in your room.
</li>
<li tabindex="-1">
Be alert for fire dangers.
</li>
<li tabindex="-1">
Follow all fire safety requirements and promptly report fire safety violations.
</li>
</ul>
<h4 tabindex="-1">SPECIFIC PROHIBITIONS</h4>
<p tabindex="-1">The following are strictly prohibited anywhere in a SUNY Brockport Residence Hall:</p>
<ul tabindex="-1">
<li tabindex="-1">
Overloading of electrical outlets.
</li>
<li tabindex="-1">
Multi-plug adaptors or extension cords of any type (plug strips, e.g., surge protectors, with a fuse are allowed if they are plugged directly into an outlet - no daisy chains of plug strip to plug strip.
</li>
<li tabindex="-1">
Running cords under rugs, through doorways, or through other areas where they may be pinched, crushed, or worn.
</li>
<li tabindex="-1">
The possession or use of any halogen “torchiere” or five-light multi-colored floor lamps.
</li>
<li tabindex="-1">
The burning of candles and incense (battery operated candles and plug in aroma scents are allowed).
</li>
<li tabindex="-1">
Overloading with combustible materials such as papers, posters, or fabric.
</li>
<li tabindex="-1">
Using holiday or decorative lights unsafely, e.g., plugging one into another, placing them behind flammable materials/fabric, or hanging them in or around an entryway.
</li>
<li tabindex="-1">
Tapestries covering more than 25% of the single wall surface or placed on the ceiling.
</li>
<li tabindex="-1">
Covering lamps with items such as scarves, clothes, or towels.
</li>
<li tabindex="-1">
Tube, rope, or string lighting of any type.
</li>
<li tabindex="-1">
The possession or use of lanterns, volatile solutions or fuels, explosives, fireworks, or other dangerous materials.
</li>
<li tabindex="-1">
The possession or use of open-element space heaters.
</li>
<li tabindex="-1">
Smoking in any residence or within 25 feet of any building.
</li>
<li tabindex="-1">
The storage, cooking, and other preparation of food anywhere in a residence hall unless the University has provided “or expressly sanctioned” refrigerators, ranges, ovens, microwave ovens, or other facilities clearly designed to be used for such purpose(s).
</li>
<li tabindex="-1">
Causing a false alarm, discharging a fire extinguisher, breaking or damaging an exit light, activating a heat or smoke detector, or removing or tampering with any fire or safety equipment is strictly prohibited. Law prohibits the covering of smoke detectors.
</li>
<li tabindex="-1">
Any item, behavior, or action that impedes egress from the building, compromises fire alarm system or sprinkler system operation, or diminishes the overall fire safety of the residence.
</li>
</ul>
<h4 tabindex="-1">ELECTRICAL APPLIANCE REQUIREMENTS</h4>
<p tabindex="-1">All electrical appliances must be UL or ETL approved and in good working order. Electrical appliances are not permitted which: (1) have exposed heating units; and (2) are used for cooking foods, except hotpots, popcorn poppers and coffee makers contained in an enclosed unit. Any cooking equipment that can produce grease or has an exposed heating element is prohibited. One microwave oven not to exceed 700 watts and one refrigerator not to exceed 5 cubic feet are permitted in each bedroom.</p>
<p tabindex="-1">The University reserves the right to limit or prohibit altogether the use of any appliance which causes or may cause unusual energy usage and/or constitutes a potential fire hazard. Each resident must provide a surge protector for his or her computer.</p>
<p tabindex="-1">Do you use a clothes iron, clothes steamer, hair curler, straightener or other small electric appliance? These everyday appliances generate considerable heat and can easily scorch surfaces and create smoke or fires. In one semester alone hair straighteners not being used or stored appropriately caused 24 separate fire alarms.</p>
<p tabindex="-1">Always:</p>
<ul tabindex="-1">
<li tabindex="-1">
Disconnect small appliances from power when they are not in use.
</li>
<li tabindex="-1">
Allow small appliances to fully cool before being stored.
</li>
</ul>
<p tabindex="-1">Never:</p>
<ul tabindex="-1">
<li tabindex="-1">
Leave small appliances unattended.
</li>
</ul>
<h4 tabindex="-1">ROOM INSPECTIONS</h4>
<p tabindex="-1">Per State requirement, residence halls rooms will be inspected once each academic year by an inspection team consisting of a State Fire Inspector and a representative from the Offices of Environmental Health and Safety, Facilities and Planning, and Residential Life/Learning Communities. The University may conduct additional inspections at any time. If violations are found, residents must correct them immediately. If the violation(s) is (are) present upon re-inspection, the student(s) will be referred to the Student Conduct System. Any prohibited materials, devices, or objects discovered during inspection will be confiscated and appropriate action taken under applicable laws and/or University rules and regulations.</p>
<h4 tabindex="-1">FIRE DRILLS</h4>
<p tabindex="-1">A minimum of four fire drills are held in each residence hall per year. These drills are a mix of announced and unannounced drills and day and evening drills. Residents must evacuate the building immediately when the alarm sounds.</p>
<h3 tabindex="-1">Fire Safety Training and Education</h3>
<p tabindex="-1">All Resident Assistants (RA) and Resident Directors (RD) receive fire training and education each year. The initial residence hall meeting with students includes fire safety, fire alarm responsibilities and evacuation procedures. Fire drills are an important part of fire safety training and are held in accordance with Office of Fire Prevention and Control standards. All students may also avail themselves of the fire safety training and fire extinguisher training provided on campus periodically.</p>
<p tabindex="-1">Students are given a copy of “Residence Hall Fire Safety” when they check-in at their residence halls. This document contains the fire alarm policy and the fire evacuation procedures for the residence halls. The students also receive a copy of the “Residence Hall license” which includes listings of items that are prohibited in the residence halls for fire and safety reasons and addresses the misuse of fire equipment including fire alarm systems in the residence halls.</p>
<p tabindex="-1">The NYS Office of Fire Prevention and Control training criteria is met when training RAs and RDs prior to the beginning of the fall semester and also for new RAs/RDs prior to the beginning of the spring semester. The OFPC training PowerPoint presentation has been customized to meet fire safety issues that are site specific to SUNY Brockport. The training lasts over 120 minutes and includes hands-on fire extinguisher training. Students can also view an EHS Orientation video that provided information on fire safety, emergency response, chemical safety and green/sustainable practices.</p>
<h3 tabindex="-1">Community Involvement and Plans for Future Improvement</h3>
<ul tabindex="-1">
<li tabindex="-1">
SUNY Brockport participates through the Committee on Community and University Relations in cooperation with the Village of Brockport. This committee shares information regarding housing of students in apartments, crime incidents, and fire safety issues. We have worked with the Village of Brockport Building Inspector on fire safety training issues, he has attended training sessions with RDs and RAs, and there has been an increase in inspections and citations issued to owners of off-campus student housing. Ongoing discussions with the Village of Brockport Building Inspector indicate more cooperation on this issue in the future.
</li>
<li tabindex="-1">
Newly constructed residential facilities as well as those that undergo reconstruction, as defined by the building code of New York State, must be fully sprinklered and provided with complete fire and smoke detection and alarm systems.
</li>
<li tabindex="-1">
The University actively cooperates with the Brockport Fire Department who utilizes our residence halls (especially high rise buildings) for fire safety training in order to maintain their competence and familiarity with our buildings. They also inspect and review any new buildings as part of a cooperative effort to assure buildings are fire safe. SUNY Brockport representatives meet with the Brockport Fire Department on a regular basis to discuss common goals and objectives and any fire related issues that need to be addressed.
</li>
</ul>
<p tabindex="-1"><a class="go" href="/support/environmental-safety/fire-safety-data/">Residence Halls Fire Safety Data</a></p>
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<p>SUNY Brockport strives to maintain a healthy work environment for all employees’ physical and mental well-being. The University’s policy is in accordance with federal and state laws and regulations prohibiting discrimination, harassment, and sexual harassment including sexual violence. These laws include:</p>
<p>The Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act of 1973, Title IX of the Education Amendments of 1972, Title VII of the Civil Rights Act of 1964 as Amended by the Equal Employment Opportunity Act of 1972, and the New York State Human Rights Law.</p>
<p>Please refer to the University’s <a href="/support/human-resources/nondiscrimination/">Statement of Non-Discrimination</a> for full disclosure of your protections as a student employee.</p>
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<h1>Working on Campus</h1>
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<h3>Step 8: follow up with your employer</h3>
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We suggest you follow up with the employer about the status of your application via email within 7-10 days. Below is a template to help you with the follow-up email to use as a guide. <br /><br />
<p>Dear Mr./Ms. <em>“Name,”</em></p>
<p>My name is <em>“Name,”</em> and I recently applied for the <em>“name of position”</em> job at <em>“organization-name”</em> on <em>“date.”</em> I wanted to email you today to reiterate my interest in the position and ask if there is any other information, I can provide you about myself. <em>“A sentence about why you are passionate about the job.”</em> Thank you very much for your time, and I look forward to being in touch with you shortly.</p>
<p>Sincerely,</p>
<p><em>“YOUR NAME”</em></p>
<p>Bachelor of Science, Health Studies <em>“Degree”</em><br />SUNY Brockport<br />555-555-5555 <em>“Phone #”</em><br />[email protected] <em>“Email”</em></p>
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<li> <a href="/academics/">Academics</a></li><li> <a href="/academics/career/">Career Services</a></li><li> <a href="/academics/career/eagle-connect/">Handshake</a></li>
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<h1>
Handshake
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The online source for students, alumni, faculty, staff, and employers to connect with opportunities for employment, internships, and much more!
</p>
<p>
<a class="tiny button" href="http://brockport.joinhandshake.com/">Log in</a>
</p>
<h4>
BROCKPORT STUDENTS ALREADY HAVE ACCOUNTS!
</h4>
<p>
Use your NetID and Password for access. ***CLICK BROCKPORT SINGLE SIGN ON***
</p>
<p>
<strong>Instructions for New Users (Alumni, Faculty, Staff & Employers):</strong> You need to create a username & password the first time you log in.
</p>
<hr/>
<h3>
Students
</h3>
<h4>
EASILY FIND THE BEST OPPORTUNITIES
</h4>
<p>
Simple but powerful search tools and alerts help you find the best fit from more than 1,000,000 jobs and internships posted by 200,000 companies, non-profits and government organizations. You’ll be able to view opportunities posted specifically for Brockport students, as well as opportunities posted from employers who are targeting students nation-wide. The Handshake platform is used at over 400 colleges and universities across the U.S.
</p>
<h4>
A COMPLETELY PERSONALIZED EXPERIENCE
</h4>
<p>
Handshake continually personalizes career recommendations based on your interests and connections, helping you discover exciting new opportunities. When you log on, fill out your profile and choose what types of opportunities you’re interested in, where you’d like to live, and connect with other students you know.
</p>
<h4>
STAND OUT TO EMPLOYERS
</h4>
<p>
Quickly build out a rich profile that helps you stand out when employers search for students. Complete your profile with your major, GPA, and graduation date. Upload your most recent resumé under the “Documents” section to be even more visible.
</p>
<h4>
RESOURCES
</h4>
<p>
<a class="go" href="http://joinhandshake.com/students/" target="_blank" rel="noopener">Learn about some of the features of Handshake</a>
</p>
<hr/>
<h3>
Alumni
</h3>
<h4>
STAY CONNECTED WITH CAREER SERVICES
</h4>
<p>
Alumni can access all of the same services as current students, view jobs, schedule appointments with Career Services staff and learn about upcoming job fairs & events. To access Handshake create an account by using the link below.
</p>
<p>
Alumni accounts will be reviewed by Career Services staff and should be accessible within 48 hours. Make sure to check your email for confirmation.
</p>
<p>
<a class="go" href="https://support.joinhandshake.com/hc/en-us/categories/202711128-Student-Alumni">Alumni Guide</a>
</p>
<hr/>
<h3>
Employers
</h3>
<p>
Use our service to find the right candidate for your organization:
</p>
<ul>
<li>Post job opportunities
</li>
<li>Post internships
</li>
<li>View résumés
</li>
</ul>
<p>
You also can maintain an updated profile, participate in our On-Campus Recruiting Program, as well as register for Job/Internship Fairs and special events. Handshake helps over 180,000 top employers easily find, recruit and hire the best college talent across the country.
</p>
<h4>
RESOURCES
</h4>
<p>
<a class="go" href="https://support.joinhandshake.com/hc/en-us/categories/202707307-Employer">Employers Guide/Help Center</a>
</p>
<p>
<a class="go" href="http://teachme.joinhandshake.com/employers/">Employer Training Sessions</a>
</p>
<hr/>
<h3>
Faculty& Staff
</h3>
<p>
Faculty and staff who wish to learn more about handshake can access the system as a student/alumni or an employer, or both. Student accounts will allow you to see the resources, jobs and events advertised to students. Having a familiarity of our resources can be beneficial for Faculty and staff to provide helpful advice and referrals to Career Services. To access Handshake as a student please contact Career Services and we can help you get your account set-up.
</p>
<p>
Employer accounts will allow you to advertise jobs and schedule interviews. This is a great way to promote on-campus job opportunities to students. To gain employer access please review the <a href="/academics/career/eagle_connect#employers">employer section of this page</a>.
</p>
<h4>
RESOURCES
</h4>
<p>
<a class="go" href="https://support.joinhandshake.com/hc/en-us/articles/218692718-How-can-faculty-use-Handshake-">How can faculty & staff use Handshake?</a>
</p>
<hr/>
<h3>
Privacy Policies / Disclaimer
</h3>
<p>
<a class="go" href="/about/privacy/">Privacy Policy</a>
</p>
<p>
<a class="go" href="https://www.joinhandshake.com/privacy-policy/">Handshake Privacy Policy</a>
</p>
<h4>
DISCLAIMER
</h4>
<p>
Career Services acts solely as a referral service and makes no particular recommendations, endorsements or guarantees of employers, positions or employment. Career Services is not responsible for safety, wages, working conditions or other aspects of off campus employers. Do not disclose Social Security numbers, credit card information, bank account numbers, or other sensitive information to employers. We encourage students to contact employers with judgment and caution, and inform us of any difficulties that we might be helpful in resolving.
</p></div>
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<li> <a href="/life/">Student Life</a></li><li> <a href="/life/student-employment/">Student Employment</a></li><li> <a href="/life/student-employment/supervisor/on-campus/">On Campus Supervisor</a></li>
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<h1>On Campus Supervisor</h1>
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<p class="intro">The Student Employment Office makes the student hiring process easy.</p>
<p>If you are a new on-campus employer or would like a quick refresher, attend the <a href="https://forms.brockport.edu/view.php?id=4577400">“Student Employment 101”</a> training course offered through the Department of Career Services.</p>
<p>We are always available to answer your questions or guide you through the employment process.</p>
<hr />
<h3><a class="go" href="/life/student-employment/supervisor-manual/">Supervisor Manual</a></h3>
<p>The Supervisor Manual should be the supervisor’s first stop for best practices and guidelines on student employment. Refer to the sections below for frequently asked topics.</p>
<hr />
<h3>FAQs</h3>
<h4>Handshake for On Campus Supervisors</h4>
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<p>This <a href="https://support.joinhandshake.com/hc/en-us/articles/115015456708-How-to-Invite-Staff-Members-to-Join-Handshake">article</a> will walk you through how to add a staff member to your department Handshake account.</p>
<p>All current and past positions are available to you once you register.</p>
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<p>Learn how to post jobs on Handshake by visiting <a href="https://support.joinhandshake.com/hc/en-us/articles/360043600793-Navigating-the-Posting-Page"><strong>How to Post a Job</strong></a>.</p>
<p>All positions must be entered into Handshake and approved by the Student Employment Office. The position will be automatically assigned an ID number when created, which is the number used on a student employee’s hire form.</p>
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<p><strong>Eligibility</strong></p>
<p>Students must meet the following requirements to be eligible to work:</p>
<ul>
<li>
Completed I9
</li>
<li>
Full-time registration in a matriculated degree program for the academic semester
</li>
</ul>
<p><strong>Students may not begin working until supervisors have verified eligibility by physically viewing the SEO green slip from the student</strong></p>
<p>The following students are not eligible to work on campus:</p>
<ul>
<li>
Currently suspended
</li>
<li>
Leave of absence
</li>
<li>
Recently graduated
</li>
<li>
New incoming students may not begin working until they arrive on campus for the start of the semester
</li>
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<hr />
<h3 class="">Summer Employment</h3>
<p class="">The student employee must have been registered full-time the previous semester AND registered for at least three credits for the summer or fall sessions.</p>
<hr />
<h3 class="">Employment Process</h3>
<ol>
<li>
Check if someone in your department or division already serves as the student employment contact. In many cases, professors or other new supervisors will find a coordinator in their department who can assist with the Student Employment Process.
</li>
<li>
Post a position in <a href="https://app.joinhandshake.com/edu">Handshake</a> or refer to previous job postings to get the job referral number.
</li>
<li>
Submit the <a href="https://forms.brockport.edu/view.php?id=631144">Referral for Hire/Wage Increase</a> . Submit one student per referral.
</li>
<li>
Students who have never worked for SUNY Brockport must complete the required paperwork (link to forms pg 3).
</li>
</ol>
<hr />
<h3>MachForms</h3>
<ul>
<li>
<a href="https://forms.brockport.edu/view.php?id=631144">Referral for Hire/Wage Increase</a>
</li>
<li>
<a href="https://forms.brockport.edu/view.php?id=1238643">Notify Payroll of Work-Study to Temp-Services</a>
</li>
</ul>
<hr />
<h3>Switching Supervisors?</h3>
<p>This is important to keep updated for payroll purposes.</p>
<ul>
<li>
Step 1: Send a list to [email protected] and [email protected] with the following information:
<ul>
<li>
Student Name
</li>
<li>
800#
</li>
<li>
Work Study/Temp Services
</li>
<li>
Old Supervisors name
</li>
<li>
New Supervisors Name
</li>
</ul>
</li>
<li>
<p>Step 2: Payroll and Student Employment will send you an email once the change has been made.</p>
</li>
</ul>
<hr />
<h3>Student Hire Forms</h3>
<p>Students MUST complete all <a href="/life/student-employment/info/">paperwork</a> to begin working. Once complete, students will receive a green slip from student employment. This is a supervisor’s indication that a student may start working.</p>
<hr />
<h3><a class="go" href="/life/student-employment/supervisors/policies/">Policies</a></h3>
<p>SUNY Brockport strives to maintain a healthy work environment for all employees’ physical and mental well-being.</p>
<p>Please refer to the College’s <a href="/about/title_ix/">Statement of Non-Discrimination</a> for full disclosure of your protections as a student employee. Another helpful resource is the <a href="/support/human_resources/">Human Resources Home Page.</a></p>
<p><strong>If you feel you have been a victim of discrimination as a student employee at the College,</strong></p>
<p>We recommend that you report the incident to one of the following college officials:</p>
<ul>
<li>
<a href="https://cm.maxient.com/reportingform.php?SUNYBrockport&layout_id=5">Bias Related Incident Reporting Form</a>
</li>
<li>
Your work site supervisor if you feel comfortable discussing the incident with your supervisor.
</li>
<li>
Student Employment can be reached at (585) 395-2159 or <a href="mailto:[email protected]">[email protected]</a>
</li>
<li>
Human Resources at (585) 395-2126
</li>
</ul>
<hr />
<h3>Wage Information (WS, TS) </h3>
<p>Minimum wage in New York State is $14.20 effective December 22, 2022.</p>
<hr />
<h3><span style="font-weight: normal !msorm;">Payroll Machforms</span></h3>
<ul>
<li>
<a href="https://forms.brockport.edu/view.php?id=631144">Wage increase referral</a>
</li>
<li>
<a href="/support/human_resources/payroll/calendars.html">Payroll calendar</a>
</li>
</ul>
<hr />
<h3><span style="font-weight: normal !msorm;">SUNY Time and Attendance</span></h3>
<p>The following training resources should be used by faculty, staff & students to assist in understanding and utilizing the online time and attendance system.</p>
<ul>
<li>
<a href="https://www2.brockport.edu/live/files/4064-studentandsupervisorinstructionspdf">Instructions</a>
</li>
<li>
<a href="https://www2.brockport.edu/live/files/4066-studenttaspresentationpdf">Presentation</a>
</li>
</ul>
<hr />
<h3>Self-Service</h3>
<p>For additional information on the SUNY Self-Service Portal please use the following links:</p>
<ul>
<li>
<a href="https://www2.brockport.edu/live/files/4049-nyspayrollonlineselfservicepdf">New York State Payroll Online Self Service</a>
</li>
<li>
<a href="https://www2.brockport.edu/live/files/3972-selfservicepdf">Self Service and Notification Function</a>
</li>
<li>
<a href="https://www2.brockport.edu/live/files/3971-selfservicedemographicspdf">View and Update Personal Information Guide</a>
</li>
</ul>
<p>If you require additional assistance, contact the Payroll Office at (585) 395-2126.</p>
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