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NEW "PROBABLE PERMANENT" CLASSIFIED STAFF EMPLOYEES
(Except Section 220/Prevailing Rate Employees)
The information below has been prepared to answer some of the questions you may have about your employment status and fringe benefits. PROBABLE
PERMANENT
Your appointment to a 'Classified Staff' position at Hostos was made from a Civil Service List established by The City University of New York. Since all appointees from a Civil Service List must serve a probationary period before attaining permanent status, your status during this probationary period is called 'probable permanent'. The probationary period is usually one year. During your probationary period, your work performance will be evaluated periodically by your supervisor.
HEALTH INSURANCE COVERAGE
The Employee Health Benefits Program of the City of New York has provided the enclosed summary program description booklet outlining the following hospitalization and medical plans offered.
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*Empire Blue Choice |
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*Med Team/Choice (DC 37 titles only) |
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*CIGNA Healthcare |
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*Health Net (Formerly
Physicians Health Services) |
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*GHI-CBP/EBC/BS |
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*Aetna U.S. HEALTHCARE HMO |
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*HIPIHMO 'Aetna U.S. HEALTHCARE QPOS |
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*HIP/CHOICE PLUS |
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*VYTRA (Queens and Long Island) |
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*GHI HMO Select (Formerly Well Care) |
*These plans are Health Maintenance Organizations (HMOs). Some provide options for using healthcare providers outside the HMO panel. The City of New York will pay 100% of the basic plan for GHI-CBPIEBC/BS , HIP/HMO, and Med- Team. The remaining plans require payroll deductions for the basic plan. Optional coverage may be purchased for all the health plans through additional payroll deductions.
You have the option of joining one of the above health plans. Coverage for you and your eligible dependents will begin 90 days after the date of your employment. The definition of eligible dependent has been expanded to include a registered domestic partner.
COVERAGE IS NOT AUTOMATIC. The required enrollment forms are available in the Human Resources Office, Room 215B. For additional information or an appointment call (718) 518-6650.
If you do not desire health insurance coverage, you must complete a waiver. UNION WELFARE BENEFITS
Union Welfare Benefits may be available to you through the Welfare Fund covering your title. Benefits may include:
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*Basic Life Insurance Optical
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*Accidental Death & Dismemberment
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*Hearing Aid
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*Short Term Disability
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*Podiatry
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Dental Supplementary Surgical Benefit Prescription Drug Plan
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Survivor Benefit
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*Transit Benefit Program
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PICA Drug Program (PICA covers
medications in four specific drug categories:
Psychotropic, Injectable, Chemotherapy, and
Asthma-through NPA)
*Only for covered employees. Dependents are not covered.
A list of the major welfare funds is attached. Contact your union representative for further information. A voluntary life insurance program is available to all employees in titles covered by DC-37, their spouses and eligible dependents. Payments are made through payroll deductions. If your title is covered by DC-37 (see Welfare Fund list attached) contact your union representative for further information.
PRE-TAX BENEFITS A number of City benefit programs are designed to save employees taxes on contributions paid for enrollment. They are as follows: THE MEDICAL SPENDING CONVERSION PROGRAM (MSC)
MSC allows employees who contribute to their health insurance plan to pay for this coverage on a pre-tax basis. Employees are automatically enrolled in the MSC program unless they elect otherwise by completing a form declining the benefit. THE DEPENDENT CARE PROGRAM
(DECAP)
The DECAP program allows employees, through pre-tax payroll deductions, to set aside a fund to pay for day care, child care or in-home care for a disabled spouse or parent. THE HEALTH CARE FLEXIBLE SPENDING ACCOUNT PROGRAM (HCFSA)
HCFSA permits employees, through pre-tax payroll deductions, to set aside a small fund to pay for eligible health care expenses which are not reimbursable under their health and welfare insurance coverage. More information on these benefits and the necessary forms for enrollment are available through the Human Resources Office.
LONG TERM CARE PLAN (Cigna)
The City of New York offers a long term care plan that is available to all CUNY employees. New employees are guaranteed acceptance if they enroll within 30 days of employment. Thereafter, employees may enroll at any time but will be required to provide medical evidence of good health. This plan may be paid for through payroll deduction. Premiums are based on each individual's age upon enrollment and the option chosen. This plan is available to spouses, parents, parents-in-law, grandparents and
grandparents-in-law. COVERAGE CONTINUES AS LONG AS PREMIUMS ARE PAID.
RETIREMENT BENEFIT
You may join the New York City Employees' Retirement System when you are appointed. For employees hired after
6/28/95, who have no previous City or State service there is a pre-tax contribution of 5.35% of your salary. Part of your contributions plus 5% interest can be withdrawn if you resign or are otherwise terminated from your position within a 5 year period.
Information about the pension plan and applications are available in the Human Resources Office.
You may also obtain additional information and
downloadable forms from our Benefits Related
Websites. TAX DEFERRED ANNUITIES (TDA)
You may participate in a Tax Deferred Annuity Program known as a 403(b). Through a salary reduction agreement you can set aside a percentage of your salary before taxes. This program is made available through The Copeland Companies. An appointment may be made with the agents for the program by calling (21 2)
840-8610.
WORKERS' COMPENSATION You are covered by Workers' Compensation. Accidents must be reported immediately to the Security Office. DO NOT PAY for any medical/hospital expenses incurred as a result of your injury. All claims must be processed through the Human Resources Office. For questions or assistance with completing the forms, contact extension 6650. (See attached insert in your orientation package for further information) LEAVE BENEFITS (With pay)
SICK LEAVE (Blue Collar/White Collar Agreements) You accrue one day of paid sick leave per month. 'Sick leave shall be used only for personal illness of the employee. Proof of disability must be provided by the employee, satisfactory to the College or University." Use of sick leave must be approved by your Supervisor and proof of disability may be requested at any time. Proof of disability is always required when:
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An employee requests sick leave for more than three (3) consecutive days, or
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An employee uses undocumented sick leave more than five (5) times in a six (6) month "sick leave period" (January 1st to June 30th inclusive and July 1st to December 31st inclusive). An employee who exceeds the number of undocumented absences in any "sick leave period" shall be required to submit medical documentation before further sick leave may be approved. The requirement for such documentation shall continue in effect until the employee has worked a complete "sick leave period' without being on sick leave more than two (2) times.
ANNUAL LEAVE (Blue Collar/White Collar Agreements, Time and Leave Regulations) 'Any employee who has completed four (4) months of service may be permitted to take approved annual leave as it accrues."
'Employee requests for annual leave shall be made in writing. Approval or disapproval of the request shall be made by a supervisor." Annual Leave Accruals Years of Service Maximum Annual Earnings (Days) Earnings (Days) 1st year to 4th year 15
plus 1 and 1/4 days
5th year 20
1 plus 2 /3 days
8th year 25
plus 2 days & 1 added at end of year
15th year 27plu
2 ¼ days
TERMINAL LEAVE (Blue Collar/White Collar Agreements) 'Terminal leave with pay shall be granted prior to final separation to employees who have completed at least ten (10) years of CUNY service on the basis of one (1) day terminal leave for each two (2) days of accumulated sick leave up to a maximum of one hundred twenty (120) days of terminal leave. Such leave shall be computed on the basis of work days rather than calendar days." JURY DUTY (Time and Leave Regulations) Employees
who are required to serve on jury, or are required
to report to Court in person in response to a jury
duty summon, or they are required to report for jury
examinations or to qualify for jury duty, shall
receive their regular salary during such absences
provided that they remit to the University an amount
equal to the compensation received by them, if any,
for jury duty. When you report for juror service, please indicate that you are an employee of The City University. Documentation from the court verifying juror service must be submitted to the Human Resources Office. DEATH IN FAMILY (Time and Leave Regulations) An absence, not to exceed four (4) work days in the case of death in the immediate family. 'Immediate family shall be defined as spouse; natural, foster or step-parent; child; brother or sister; father-in-law; mother-in-law; or any relative residing in the household. Documentation (such as death certificate) indicating relation of
deceased family member is required. FAMILY MEDICAL LEAVE ACT OF 1993 (FMLA) Employees of The City University of New York are eligible for leave under FMLA
(see enclosed materials in orientation package) CHILD CARE LEAVE A child care leave of absence without pay shall be granted to an employee (male of female) who becomes the parent of a child up to four (4) years of age, either by birth or by adoption for a period of up to forty-eight (48) months." HOLIDAYS (Blue
Collar/White Collar Agreements) See Holiday Schedule for your title. WORK HOURS CUNY Office Assistants work 35 hours per week, usually
9AM to 5PM, with an hour for lunch. Other schedules require approval of the Department Head and the Human Resources Director. Employees in other titles may work 35 or 40 hours per week. Some positions require evening work, weekend work, and rotating shifts. You will be informed of your schedule when you start work. The Human Resources Office will give you a copy of the appropriate timekeeping regulations, inform you of the time reporting procedure for your title and give you any necessary forms. SHIFT DIFFERENTIAL There shall be a shift differential of ten percent
(10%) for all scheduled hours worked between 6PM and 8AM with more than one hour of work between 6PM and 8AM. An employee working overtime shall not receive a shift differential for such work, but shall receive overtime pay or compensatory time. SHORTENED SUMMER WORK DAYS (Non-Air Conditioned Work Areas) (Blue
Collar/White Collar Agreements) Summer work week shall be a period of shorter work days from the Monday following each College's Spring Commencement to September
1st. Shortened work day schedules do not apply to employees who work in air-conditioned
facilities. SUMMER WORK WEEK (Four-Day Week) For the past several years the College has closed on Fridays for a period during the summer and it is expected that this practice will continue. During these weeks most staff members work more
hours per day and complete their weekly work hours in four days. Others elect to continue their 9- 5 or other schedule and charge Fridays to annual leave. Memoranda regarding the summer work week are usually distributed in April. WAIVER OF TUITION FOR CUNY COURSES CUNY Office/Secretarial Assistants are eligible after six months of service. Employees in other Civil Service titles are eligible after one year of service. The required forms are available in the Human Resources Office. PAYCHECKS Paychecks are distributed every two weeks on Thursday, after 3:00 PM. Some departments pick up and distribute paychecks to their employees. In other departments employees go to the Bursar s Office, in the Savoy Building to get their paychecks. Ask your Department Head what the procedure is in your department. Arrangements can be made for direct deposit. Direct deposit statements can be picked up in the Payroll Office, Room 213B. Please contact the Payroll Office, extension 6671 for further information. UNION DUES/AGENCY SHOP FEE (Blue Collar White Collar Agreements) 'The University and union agree that employees shall be subject to an agency shop fee deduction." You will see a deduction for union dues or the Agency Shop Fee indicated by a code number on your salary check stub under "Other Deductions". The Agency Shop Fee is equal to the amount deducted from union members for union dues. FINGERPRINT FEE We are required to fingerprint and collect a $50.00 fingerprint processing fee. The $50.00 fee must be paid by Postal Money Order, American Express Money Order or Travelers Express Money Order only, without an expiration date, payable to the New York State Division of Criminal Justice Services. Personal checks and cash cannot be accepted. Before you start work, you must bring your money order to the Human Resources Office, Room 215B, and have your fingerprints taken. PARKING FACILITIES Parking space is limited. For further information you may contact the Campus Safety Office located in Room C030 in the East Academic Complex, 451 Grand Concourse. The telephone number is (718)
518-6888. ID CARDS All staff members are required to have current Hostos identification cards.
An ID authorization form will be given to you at the
benefits orientation or they are available in the
Human Resources Office. COMPLIANCE WITH THE IMMIGRATION REFORM AND CONTROL ACT OF 1986 Both citizens and non-citizens must submit documents to verify their identity and employability. All offers of employment are contingent on presentation of the proper documents. Whenever possible, verification should be completed prior to your start date. However, no later than your first day of employment, you must furnish the following to the Human Resources Office Room 215B.
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An 1-9 form (available in the Human Resources Office) with Section 1 completed.
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Original documents) proving your:
(a) identity
(b) eligibility to work in the United States
A complete list of the documents which may be used to fulfill the requirements of the Immigration Reform and
Control Act is included with your orientation materials. PLEASE TAKE NOTE:
The preceding pages are an attempt to summarize selected contract provisions, etc. Complete information is contained in the official booklets and policies of the applicable insurance companies, the CUNY Personnel Rules and Regulations, the White and Blue Collar Agreements, etc. These and other official sources take precedence over statements made above.
We hope this information is helpful. If you have questions or wish additional information, please contact the Director of Human Resources, extension 6650, Room 215B. AN EQUAL OPPORTUNITY/AFFIRMATIVE ACTION/AMERICAN DISABILITY ACT EMPLOYER
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