Announcements

  • If you do not have 4 consecutive hours to vote, either from the opening of the polls to the beginning of your working shift, or between the end of your working shift and the closing of the polls, you may take off up to 2 hours, without loss of pay, to allow you time to vote if you are a registered voter.
  • You may take time off at the beginning or end of your working shift, as your employer may designate, unless otherwise mutually agreed.
  • You must notify your employer not less than 2 days, but not more than 10 days, before the day of the election that you will take time off to vote.

Retirement Education and Strategies:

Annual Disclosure: Retirement Savings Contribution Limits - Learn how much you can contribute into a retirement savings account, available at Universal Availability Notice

To meet with a representative or attend a group presentation, open a link below:

FIDELITY

Schedule a personal meeting to obtain financial guidance at no cost. Our Fidelity representative will be on campus:

New schedule to be published soon!

TIAA

Schedule a personal meeting to obtain financial guidance at no cost. Our TIAA representative will be on campus:

New schedule to be published soon!

AIG (formerly VALIC)

Schedule a personal meeting to obtain financial guidance at no cost. Our AIG representative will be on campus:

New schedule to be published soon!

New schedule will be published soon!

VOYA

Schedule a personal meeting to obtain financial guidance at no cost. Our Voya representative will be on campus:

New schedule to be published soon!

New schedule will be published soon!

DEFERRED COMPENSATION PLAN (DCP)

​​​​Schedule a personal meeting to obtain financial guidance at no cost. Our DCP representative will be on campus:

New schedule to be published soon!


Prepare for retirement at your convenience!

Visit tiaa.org and register to attend a live webinar, watch a previously aired webinar, access other resources to improve your financial fitness and prepare for retirement!


Parking for people with disabilities

Parking spaces designated for people with disabilities ensures safe and equal access to goods and services, similar to access people without disabilities enjoy. Parking spaces designated for people with disabilities is a legal requirement, not just a courtesy. The NYS DMV issues plates and local municipalities issue parking permits to people with disabilities after reviewing and approving the appropriate application completed by a physician. Forms and information

Please note the following:

  • DO obey state and local parking regulations.
  • DO park in designated accessible spaces* only if you have an appropriate permit or license plate and only when the person who received the permit or plate is actually in the vehicle. *If access to a designated accessible space is blocked by snow, debris, another vehicle, etc., park in the closest available legal space and notify UPD immediately by contacting them at 607-436-3550.
  • DO hang the parking permit from the inside rearview mirror of the vehicle. Remove the permit from the mirror before driving.
  • Do NOT park in the access aisle or striped area next to a designated accessible parking space. This area is needed by people who use wheelchairs and specially-equipped vehicles.
  • Do NOT allow others to misuse your plates or permit. Thank you for your kind consideration of others!

Holidays November-December 2021

NOVEMBER 2021

Election Day, Tuesday, November 02, 2021. This is a floating holiday for most employees.

Veteran’s Day, Thursday, November 11, 2021. Observed on the actual day of the holiday.

Thanksgiving Day, Thursday, November 25, 2021. Observed on the actual day of the holiday.

The day after Thanksgiving, Friday, November 26, 2021. For UUP employees only, Lincoln’s Birthday is observed on this day.

DECEMBER 2021

Christmas Day, Saturday, December 25, 2021. This will be observed as a pass day holiday.

Voluntarily update your disability status

SUNY Oneonta is committed to providing equal opportunity in hiring and in employment to all individuals including qualified individuals with disabilities. In compliance with applicable federal regulations, this is to remind all employees that they may voluntarily update their disability status with the college at any time.

If you wish to do so, contact Gail Feuer in Human Resources at 607-436-2509 or at gail.feuer@oneonta.edu.

Voluntarily update your veteran status

SUNY Oneonta is committed to ensuring equal employment opportunity to all qualified individuals. As a federal contractor, we are required to reach out and take affirmative action to employ and advance in employment protected veterans. This is to remind all employees that you may voluntarily update your veteran status with the college at any time.

If you wish to do so, please complete the Invitation to Self-Identify for Veterans form. Once completed, please print, sign and date the form and forward to Human Resources at 208 Netzer Administration or e-mail a scanned copy of the form to Lorraine.Hall@oneonta.edu.

Voluntary Reduction in Work Schedule

What this is:

  • Full time employees may be allowed to voluntarily trade income for time off.
  • Employee can reduce their work schedules to reflect personal needs and interests.
  • The employee is the one who develops the plan for a reduced schedule for supervisor approval.
  • Work schedule and salary can be reduced in equal amounts between 5% and 30% in 5% increments.
  • Individual VRWS agreements can run from one to 26 payroll periods but the credits expire as shown below.
  • Employee receives partial pay for the duration of the agreement period while receiving paychecks each pay period at the agreed upon temporarily reduced level.
  • The employee remains on the payroll while using VR credits

What this is not:

  • It is not automatically granted. It must meet operational needs and it must be approved by supervisor and management before the employee accrues or uses VR credits.
  • It is not automatically renewed. The employee must apply every fiscal year that he or she wishes to be considered for VRWS. A fiscal year starts July 1st and ends June 30th.
  • The VRWS agreement is not transferable between campuses.
  • The VRWS credits may or may not be transferable if moving into another position or to another department on campus or if the employee is transferred to another campus.
  • Credits can not to be rolled into the following calendar year.

Eligibility:

  • The employee must be employed to work on a full‐time annual salary basis for a minimum of one bi‐weekly payroll period immediately prior to the time of entry into the VRWS Program. Time on paid or unpaid leave from a full‐time annual salaried position satisfies this requirement.
  • Employee must remain in a full time continuing, permanent, or term appointment during the duration of the VRWS agreement.
  • Employee must have one continuous year of SUNY service year at the campus at which they are employed on a qualifying schedule (any schedule which entitled the employee to earn leave credits.)

Duration:

  • Agreement can between one pay period to 26 pay periods and may be cancelled upon mutual agreement with employee and supervisor. Human Resources and Payroll must be notified prior to cancellation.

Time Frame:

  • VR credits are not to be earned or used until application form is approved.
  • The timeframe starts on the first day of a pay period and expires the last day of the pay period .
  • Agreements must end on or before the last payroll period in the fiscal year.

Life of VRWS credits:

  • VR credits expire on December 30th following the end of the fiscal year in which the individual VRWS agreement expires. A new agreement may be started before expiration of VR credits from prior agreement.

Definition of a day:

  • For purposes of creating a schedule for accruing and using leave credits, a day is defined as eight hours.

Overtime:

  • VR time used shall not be counted as time worked in determining eligibility for overtime payments within a work week. For non‐exempt employees, VR credit shall not be counted as time worked for determining eligibility for comp time.

Annual Leave:

  • Prorated for calendar year and college year employees based on the employee's VRWS percentage

Sick Leave:

  • Prorated accruals based on VRWS percentage.

Holidays:

  • No change in holiday benefits. Observe all holidays as a full time employee.

Retirement Benefits Earnings:

  • Participation will reduce the final average salary if the VRWS period is included in the three years of earnings used to calculate final average salary. Retirement Service Credit:
  • Prorate based on the VRWS percentage for TRS and ERS only.

Health Insurance:

  • No effect

Employee Benefit Fund:

  • No effect

Cancellation of Agreement:

  • Agreements can be discontinued by mutual agreement at the end of any payroll period.

Worker's compensation absences or any extended sick leave:

  • Employees should meet with Human Resources if absences due to illness or injury (work related or not work related) are anticipated to be 28 or more consecutive calendar days while on VRWS.

Tracking used VR Credits on absence reports:

  • As employees use their VR credits they need place the letters “VR” under Vacation on the appropriate days. VR credits are to be earned before they are to be used.

What this is:

  • Full time employees may be allowed to voluntarily trade income for time off.
  • Employee can reduce their work schedules to reflect personal needs and interests.
  • The employee is the one who develops the plan for a reduced schedule for supervisor approval.
  • Work schedule and salary can be reduced in equal amounts between 5% and 30% in 5% increments.
  • Individual VRWS agreements can run from one to 26 payroll periods but the credits expire as shown below.
  • Employee receives partial pay for the duration of the agreement period and receives paychecks each pay period at the agreed upon temporarily reduced level.
  • The employee remains on the payroll while using VR credits.

What this is not:

  • It is not automatically granted. It must meet operational needs and it must be approved by management before the employee accrues or uses VR credits.
  • It is not automatically renewed. The employee must apply every fiscal year that he or she wishes to be considered for VRWS. A fiscal year starts July 1st and ends June 30th.
  • The VRWS agreement is not transferable between campuses.
  • The VRWS credits may or may not be transferable if moving into another position or to another department on campus or if the employee is transferred to another campus.
  • Credits can not to be rolled into the following calendar year. They will expire as shown below.

Eligibility:

  • The employee must be employed to work on a full‐time annual salary basis for a minimum of one bi‐weekly payroll period immediately prior to the time of entry into the VRWS Program. Time on paid or unpaid leave from a full‐time annual salaried position satisfies this requirement.
  • Employee must remain in a full time annual salaried during the duration of the VRWS agreement.
  • Employee must have one continuous year of state service on a qualifying schedule (any schedule which entitled the employee to earn leave credits.)

Duration:

  • Agreement can for any number of pay periods up to 26 pay periods and may be cancelled upon mutual agreement with employee and supervisor. Human Resources and Payroll must be notified prior to cancellation.

Time Frame:

  • VR credits are not to be earned or used until application form is approved.
  • The time frame starts on the first day of a pay period and expires the last day of the pay period.
  • Agreements must end on or before the last payroll period in the fiscal year.

Life of VRWS credits:

  • VR credits expire on September 30th following the end of the fiscal year in which the individual VRWS agreement expires.
  • A new agreement may be started before expiration of VR credits from prior agreement.

Overtime:

  • VR time used shall not be counted as time worked in determining eligibility for overtime payments within a work week. For non‐exempt employees, VR credit shall not be counted as time worked for determining eligibility for comp time.

Annual Leave:

  • Prorated for the calendar year and college year employees based on the employee's VRWS percentage.
  • No adjustment upon return to full time.

Sick Leave

  • Prorated accruals based on VRWS percentage.

Personal Leave:

  • Newly granted Personal Leave is prorated based on VRWS percentage. Unused balance will be converted to full time days upon return to full time.

Holidays:

  • No change in holiday benefits. Observe all holidays as a full time employee.

Retirement Benefit Earnings:

  • Participation will reduce the final average salary if the VRWS period is included in the years of earnings used to calculate final average salary.

Retirement Service Credit:

  • Prorated

Health Insurance:

  • No effect

Employee Benefit Fund:

  • No effect

Benefit Fund

  • No effect

Survivor’s Benefit:

  • No effect

Changes:

  • An employee’s fixed schedule of VR time off cannot be changed without the consent of the employee except in an emergency.

Cancellation of Agreement:

  • Agreements can be discontinued by mutual agreement at the end of any payroll period. Human Resources and Payroll must be notified prior to cancellation.

Seniority:

  • No impact

Longevity Increase:

  • No impact

Eligibility for Promotion Exams:

  • No impact

Eligibility for Open Competitive Exams:

  • Prorate. VR time used shall not be considered time worked for determining length of service for open competitive examinations.

Worker's compensation absences or extended sick leave:

  • Employees should meet with Human Resources if absences due to illness or injury are anticipated to be 28 or more consecutive calendar days while on VRWS.
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