E-mail this pageSECTION V - EMPLOYMENT POLICIES, PROCEDURES & PRACTICES
STANDARDS AND CODE OF ETHICS MANDATED BY NEW YORK STATE LAW
In 1987, New York's new Ethics in Government Act was passed by the Legislature and signed into law by Governor Cuomo. The sweeping reforms made by the Act are intended to restore the public's trust and confidence in government through the prevention of corruption, favoritism, undue influence and abuses of official position.
The Act imposes restrictions on the business and professional activities of state officers and employees and political party officers, and requires that financial disclosure statements be filed by statewide elected officials and candidates for statewide elected office, certain state officers and employees, members of the Legislature, legislative employees and others.
As a condition of employment, state officers and employees must file with the Secretary of State a statement (known as the Oath of Office) acknowledging that they have received a copy of Sections 73 and 78 of the Public Officers Law (Chapter 1012, Laws of New York 1965, as amended, January, 1989), and that they have read and will conform to their provisions. Below is a summary of selected provisions most applicable to University employees.
Business or Professional Activities by State Officers and Employees (Section 73)
A state employee may not receive compensation from outside sources in return for services rendered by him/her in relation to matters before a state agency where such compensation is contingent upon the action taken by the agency.
A State employee may not receive compensation in any form for appearance or rendition of services, or transacting business, in matters before the Court of Claims.
Competitive bidding is required where goods or services valued in excess of $75 are sold to state agencies by firms or associations in which the state employee has specific interests.
Gifts valued at $25 or more may not be accepted.
Generally, no former state employee may, within two years after termination of his/her employment with the state, appear before his/her former agency or render certain services to any person or firm relating directly to matters he/she participated in while in state service.
Firms or associations, of whom the state officer or employee is a member, may render certain services to state agencies provided the profits resulting therefrom are not shared by the state employee.
Violation: In addition to any penalty contained in any other provision of law, any person who knowingly and intentionally violates the above provision of Section 73 shall be guilty of a misdemeanor and subject to a civil penalty up to $10,000.
Section 73-a Financial
State employees in titles which have not been exempted who receive annual compensation equivalent of job rate level of SG24 or hold policy-making positions must file with the State Ethics Commission an annual financial disclosure statement on or before May 15th of each year.
Section 73-a Ethics
The State Ethics Commission has concluded that State University employees serving in academic titles at the State-operated campuses (with the exception of the librarian series) who earn the equivalent of job rate level of SG24 annually must file abbreviated financial disclosure forms under section 73-a of the Public Officers Law.
Covered faculty will be required to file abbreviated disclosure forms in two situations:
1. Thirty (30) days after distribution by the campuses of Form 1 (and, in subsequent years, 30 days after the beginning of the fall semester) all covered faculty (i.e., those earning over the threshold compensation level) must file a statement of the nature and source of outside employment, honoraria and lecture fees for the previous academic year and anticipated for the current academic year. For 1990, the threshold compensation levels equivalent of job rate level of SG24.
2. At the time of filing of each application for sponsored program grants or contracts, covered faculty submitting such applications must file a statement of their own and spouse's investment holdings and business interests (Form 2).
Forms for compliance with both the annual and sponsored funds application disclosure requirements have been developed with the assistance of the Ethics Commission and are available in the Office of Personnel. (SUNY 1, SUNY 2)
Code of Ethics (Section 74)
A State Employee:
May not have direct or indirect interest, financial or otherwise in any transaction or activity, which conflicts with the proper discharge of his/her duties in the public interest.
Shall not accept other employment, which may impair his/her judgment in the exercise of his/her official duties.
Shall not accept other employment, or engage in any business of professional activity, which may require him/her to disclose confidential information, which he/she has gained by reason of his/her state employment.
Shall not disclose confidential information acquired in the course of official duties, or shall such information be used to further the state employee's personal interest.
Shall not use his/her official position to secure unwarranted privileges.
Shall not act as agent of the state with any firm in which he/she has a direct or indirect financial interest, which might tend to conflict with his/her duty in the public interest and his/her private interest.
Shall conduct himself/herself in a manner, which will inspire confidence and trust among the public.
Shall not sell goods or services to any person, firm, association, or corporation which is licensed or whose rates are fixed by the state agency in which he/she is employed. Nor shall any firm or association of which he/she is a member, or a corporation in which the state employee directly or indirectly owns or controls a substantial portion of the stock, be so engaged.
Shall not by conduct, give reasonable basis for the impression that any person can improperly influence his/her or unduly enjoy his/her favor in the performance of his/her official duties, or that he/she is affected by the kinship, rank, position, or influence of any party or person.
Having a direct or indirect financial interest valued at $10,000 or more in any activity under the jurisdiction of a state regulatory agency, shall file with the Secretary of State a written statement of such interest.
Violation: In addition to any penalty contained in any other provision of law, any such officer, member, or employee who shall knowingly and intentionally violate any of the provisions of Section 74 may be fined, suspended, or removed from office or appointment in the manner provided by law.
HONORARIA AND TRAVEL REIMBURSEMENT*
The regulations on receipt of honoraria and travel reimbursement apply to all compensated State employees, with the exception of academic employees in SUNY and CUNY engaging in activities within their academic discipline.
Honoraria
Under the regulations, an honorarium is defined as a "payment, fee, or other compensation made as a gratuity or as an award or honor" for services rendered by a covered employee not related to the covered employee's official duties. It also includes a payment for travel expenses incurred by the employee in the course of services unrelated to the employee's duties. The regulations set forth specific conditions under which honoraria may be accepted.
Obtaining prior approval of requests to receive honoraria is optional rather than mandatory. Requests, if made, are subject only to University action and the filing of the determination with the Ethics Commission. Employees receiving honoraria without prior approval of the University, however, are required to report annually (by April 1) to their campus, the source, date, amount, and nature of the activities for which honoraria were received in the previous year. In turn, a compilation of individual reports must be filed with the Ethics Commission on an annual basis (by June 1 of each year). Employees who have obtained prior approval from the University of requests to receive honoraria need not file these annual reports. No special form for submission of the request for prior approval or the annual report has been specified.
Requests for prior approval of honoraria or annual reports regarding honoraria should be submitted by affected employees to the President or the President's designee. Requests or reports involving a President should be submitted to the Executive Vice Chancellor. The campus designee will be responsible for filing approved advance requests for receipt of honoraria and annual reports with the Ethics Commission.
Travel Expense Reimbursement
Advance approval by the campus is required for receipt of travel expense reimbursement related to an employee's official duties. The same process described for advance approval of honoraria should be utilized for approval of travel reimbursement that complies with the criteria contained in the regulations. No filings with the Ethics Commission are required.
Any honorarium or travel reimbursement received which is over $1000 must also be reported on an employee's annual financial disclosure statement, where filing of that form is required. Any questions relating to compliance with these regulations may be directed to the Office of Personnel at (518) 564-3062. *Ethics Advisory Notice 90-9.
RECRUITMENT OF PROFESSIONAL STAFF AND FACULTY
To obtain a copy of the most current recruitment/search procedures, contact the Human Resource Office.
1. Plattsburgh State University offers its qualified graduate students a limited number of assistantships.
The types of graduate assistantships offered in various departments and offices at Plattsburgh State University include: Residence Director, Administrative Assistant, and Research/Teaching Assistant. A Residence Director is responsible for all managerial and programmatic aspects of operating a Residence Hall and supervises a staff of undergraduate Resident Assistants. Administrative Assistants provide programmatic and administrative support to various administrative and academic offices throughout campus. Research/Teaching Assistants are associated with academic departments on campus and may involve students in the following kinds of learning experiences: tutoring, supervising laboratories and clinics, conducting research, and assisting faculty with scholarly and pedagogical endeavors. Not all Graduate Assistantships are available every year. Graduate Assistantships offer a stipend and a tuition scholarship. Residence Directors also receive housing and partial meal plan.
2. Typically, assistantships are awarded on an academic year basis. However, when circumstances warrant, one semester appointments can be made. All appointments are made using guidelines outlined in the Procedures for Awarding Graduate Assistantships. Students need to reapply annually, and assistantships may be renewed for up to two years after initial appointment. Graduate Assistants, in addition to their status as students, are employees of the State University of New York and are represented by the Graduate Student Employees Union (GSEU). The terms and conditions of their employment are determined through collective bargaining and are enumerated in the Agreement between GSEU and the State of New York. A Graduate Assistant will receive a stipend and a tuition scholarship.
3. Graduate Assistants must be matriculated at the start of the appointment period. A graduate student who withdraws or reduces enrollment from full-time to part-time status may jeopardize the stipend and tuition scholarship which affects tuition liability.
4. Graduate Assistants who are full-time students take a minimum of 12 credit hours per semester. When the graduate assistantship is directly related to the educational program e.g., when the assistantship is within the academic department Graduate Assistants may take a minimum of nine hours. Other exceptions would require the approval of the appropriate department head/dean. Graduate Assistants may not be employed outside the College without the approval of the employing department head/dean. Maintenance of good academic standing shall be a requirement for continuation and/or reappointment.
5. Graduate Assistants who have been awarded full or partial tuition scholarships must either apply for a Tuition Assistance Program (TAP) grant, or submit a completed TAP ineligibility certificate each academic year. Details about TAP eligibility and application process are available in the Financial Aid Office. The tuition scholarship will be reduced by the TAP award amount or any other tuition specific grant. Students who have not submitted a TAP award certificate or filed an explanation of their ineligibility for TAP by October 15 of each academic year in which a tuition scholarship has been granted, may forfeit the tuition scholarship and will be liable for tuition charges. All other fees are charged on a full-time basis and are the student's responsibility.
6. Tuition scholarships will be limited to instate equivalency.
Following are the policies and procedures governing the selection of faculty members for summer session appointments.
The policies and procedures result from several considerations. Most important is the purpose of the college to serve the taxpayers of the State of New York by offering within its financial limits the highest quality and more comprehensive program during the summer session.
- STEP I The Dean of the Center for Lifelong Learning, in conjunction with the Provost and Vice President for Academic Affairs and Deans, determines the program of courses and special workshops to be offered during the coming summer. This program will be based primarily on the needs of potential students.
- STEP II In consultation with the Dean of the Center for Lifelong Learning, the Deans will recommend to the Vice President for Academic Affairs summer session faculty. Important factors of competence to be considered in selecting faculty are:
- Quality of classroom teaching.
- Teaching experience in terms of the specific courses to be taught.
- Formal preparation for college teaching including advanced degrees.
- Capacity to perform necessary services to the college other than classroom teaching.
A limited number of visiting staff members will be appointed each summer with the following considerations being made:
A. The number of outside staff members appointed shall be held a minimum in order that a maximum number of regular staff members may be given the opportunity for summer assignments.
B. Visiting staff members shall be selected on the basis of their ability to broaden the instructional program which our graduate students had during their four years of undergraduate study.
C. When possible, visiting professors shall be well known in order that their presence on campus may add to the prestige of the program.
D. Whenever possible, the Vice President for Academic Affairs and the Dean shall arrange for an equitable exchange of professors, so that visitors to this campus in turn create for our regular staff members summer positions on their campuses.
E. Recruitment for visiting staff members must comply with affirmative action guidelines.
- STEP III Approval by the Provost and Vice President for Academic Affairs who will write the letter of appointment.
- STEP IV Personnel forms (CP-1 or CP-3) must be submitted to the Human Resources Department, along with appointment letter, prior to the first day of summer employment.
Individuals who are employed for summer session shall typically be paid per credit hour. Instructors teaching courses with greater or fewer credit hours will receive a pro-rated salary. Course offerings are contingent on enrollment minimums which are subject to change each semester. Courses not meeting these enrollment minimums are subject to cancellation, but faculty desiring to teach courses not meeting minimums will be paid a pro-rated salary.
PRIVATE INSTRUCTION AND TUTORING
1. It is the general policy of the college that faculty members shall not give private instruction (tutoring) to college students for remuneration in those areas which they teach as members of the college faculty. (This includes mathematics, speech correction, remedial reading and all academic areas as well as the arts).
2. As in all general policies, it may be for the welfare of the college to make certain exceptions, if such exceptions can be honestly made in terms of the faculty member's commitments to the college and in accordance with accepted professional ethics.
3. A faculty member who wishes to accept extra pay for offering private lessons to a college student should carefully describe the situation to the other members of his/her department and explain why it would be a special benefit to the college to make an exception to the general policy. In this explanation, it should be clear that the student cannot get adequate instruction from the private teachers in the area. If applicable, he/she should also explain that the parents are fully aware of the situation, and have made a special request for this kind of help. It should also be clear that such private lessons will in no way diminish the amount of time that the faculty member has for departmental committees, formal class instruction, group lessons, extra demands made on all faculty.
4. If, in the opinion of the department staff, this exception is warranted, the request should go to the dean of the appropriate faculty who will make the decision in terms of the total welfare of the department and the college.
A faculty member is expected to carry as part of his/her regular instructional assignment those students for tutorial study, which may be assigned to him/her by his/her departmental chairperson. There will be no additional compensation for guidance of tutorial study during the regular academic year.
EXTRA SERVICE POLICY AND PROCEDURES FOR ACADEMIC AND PROFESSIONAL STAFF
The following policy is applicable to performance of service beyond that normally required by the professional obligation as defined by the individual's performance program.
Extra service for professional staff of the State University of New York is defined in two ways:
1. Work performed by academic and professional staff in a payroll agency other than the payroll agency to which the employee is regularly assigned. (A campus is a payroll agency, an individual academic unit is not.)
2. Special assignments performed by academic and professional staff at their own campus which are substantially different from or in addition to an individual's professional responsibilities.
Authority for approval of such service has been granted to the Chancellor by the Board of Trustees. Responsibility for action on individual requests for other than M/C employees has been delegated by the Chancellor to the Chief Administrative Officer of each campus. Extra service for M/C employees requires approval of the Chancellor or his designee.
These special assignments may be performed on the home campus but must not interfere with the individual's regular professional responsibilities. Such assignments may include service by those holding positions of other than academic rank (i.e., administrators and other professionals) and outside of regularly assigned working hours. These assignments may involve but are not limited to teaching, research, and public service. It must be clearly demonstrated that such research or other service exceeds that which is normally performed under the regular obligation. Additional compensation for research activities must be consistent with any policies of the Grant Sponsor.
Compensation for extra service may not exceed an amount equal to 20% of base annual salary in any academic or calendar year beginning July 1 or September 1, as appropriate. For example, a professional staff member earning a salary of $25,000 may not be paid more than $5,000 for extra service during the course of his or her annual professional obligation. Summer employment of persons having academic year obligations does not constitute extra service. Compensation for such summer employment is covered by other policies and procedures.
No employee may engage in other employment, which interferes with the performance of the employee's professional obligation. No full-time employee of the State University may assume another full-time position or obligation either within or without the University while receiving
compensation from the University. Additionally, all extra service activities must conform to the ethical Standards mandated by Section 74 of the Public Officer's Law.
Extra service compensation is not to be used in lieu of overtime for a professional employee deemed eligible under the Fair Labor Standards Act.
Written approval for extra service assignments must be obtained prior to the commencement of the service. Service performed in advance of such approval will not be compensated.
Extra Service forms (UP-8 for UUP and UP-6 for M/C) are available in the Human Resource Services Office.
GUIDELINES FOR FACULTY MEMBERS TAKING COURSES
1. Auditing Courses
a) Faculty or staff may attend classes offered by other faculty and should adhere to the rights and responsibilities of any college student.
b) Instructing faculty should be extended the courtesy of knowing in advance of colleagues wishing to audit the course.
2. Taking Courses for Credit
There are means available by which all faculty and staff can receive some form of tuition assistance or waiver for credit courses. Refer to the PLATTSBURGH State University of New York Employees Educational Development Policy available through the Office of Personnel.
All faculty are expected to maintain a regular schedule of office hours for consultation with students. The number of hours and the particular schedule are determined by the faculty member, both with the condition that they are sufficient enough and convenient enough to assure accessibility to students.
A suggested schedule would be at least one office hour for each class section taught on campus, the time of such hours to be distributed throughout the week as far as possible. Special provisions should be made through appointments for students unable to meet with instructors at announced times. The schedule of office hours should be posted outside instructors' offices and announced in class.
Official campus office hours are 8:00 a.m. to 4:30 p.m.; Monday through Friday.
Report of Absence from Class and Coverage of Instructional Responsibilities
Teaching faculty who must be absent from class for reasons other than illness or emergencies, must arrange for class coverage and secure the approval of their Dean prior to the absence. (see form)
Absences for illness do not require advance approval of the Dean via the Class Absence Report but should be recorded on Monthly Leave Record(s) (see the next section - attendance records).
ATTENDANCE RECORDS, SERVICE AND ABSENCES (STATE/UUP AGREEMENT, ARTICLE 23.9 AND POLICIES OF THE BOARD OF TRUSTEES, ARTICLE XIII.)
When a faculty or professional staff member is unable to fulfill his/her assignments it is important that the exact length of such absence be officially recorded. In the case of illness where the length of absence cannot be determined, a substitute will be retained as required.
Employees shall be required to certify their presence and record any absences on forms to be provided by the Office of Personnel. Employees shall also be required to record on such forms charges to or accruals of vacation or sick leave credits. Such forms shall be certified by the immediate supervisor and submitted to the Office of Personnel for review on a monthly basis. Failure to submit monthly attendance records may delay distribution of payroll checks.
Sick Leave Accruals - Full-time faculty hired prior to July 1, 1982 accrue 1.75 days per month of service up to a maximum of 200 days.
Full-time faculty and professionals hired on or after July 1, 1982 accrue sick leave at the following rate:
Years of Completed Service Accrual Rate
- From Initial Date of Employment to 2nd
Year Anniversary Date 1.25 days/month - From 2nd Year Anniversary Date to 3rd
Year Anniversary Date 1.33 days/month - From 3rd Year Anniversary Date to 6th
Year Anniversary Date 1.50 days/month - From 6th Year Anniversary Date to 7th
Year Anniversary Date 1.66 days/month - From 7th Year Anniversary Date and after 1.75 days/month
Part-time faculty accrue sick leave at the following rate:
Number of Courses Taught Sick Leave Accrual Rate
1 .25 day/month
2 .50 day/month
3 1.00 day/month
Part-time professional staff accrue sick leave and annual leave credits subject to maximum accrual limits based upon the following schedule:
Annual Salary (effective 1/1/98) Accrual Rate
up to $8,796 .25 of a day/month
$8,797 to $13,195 .50 of a day/month
$13,196 to $17,594 1.00 day/month
$17,595 or higher 1.25 days/month
Faculty and professional staff who return to State service following a break in service of more than one year accrue leave at the beginning of the schedule of years of completed; that is, for purposes of leave accrual, these individuals must start over.
A staff member required to work a legal state holiday occurring Monday through Friday is credited with a day of leave termed a "compensatory day." Compensatory days off shall be scheduled at times mutually convenient to all parties. Absences for part of a workday should be reported rounded to the nearest 1/4 day.
The first type of compensatory time is accorded under Subdivisions 23.5 b, c, and d of the State-UUP Agreement. An employee who is eligible to observe holidays is entitled to a compensatory day off when the holiday falls on a Saturday, Sunday or a pass day or when he or she must work on the holiday.
Compensatory days off are scheduled within three months, at times mutually convenient to the employee and University. There has been some concern regarding the loss of compensatory time not actually used within three months. Compensatory time should not be lost if it is used after three months, provided that it is scheduled within three months. Every effort is made to ensure that employees are afforded the opportunity to schedule to compensatory time within the three-month period.
A second type of compensatory time is accorded to those managerial and professional employees whose service exceed their normal professional obligation. It should be noted that this situation arises when that work does not fall within the definition of extra service. Such additional efforts may be recognized by compensatory time off at a later date. Such non-holiday time is not described as an hour-for-hour exchange, rather, it should be accrued and used through informal arrangement between the employee and his/her supervisor and not reported on the monthly attendance reporting form. Non-holiday compensatory time should be used soon (within a few weeks) after it is earned. This type of compensatory time has been in place within the University since June 21, 1972 and is continued unchanged for employees who are exempt from the Fair Labor Standards Act.
Employee status under the Fair Labor Standards Act determines the manner of compensation. Those individuals who have been designated non-exempt under the Act are entitled to compensatory time off at a rate of time-and-one-half. Normally, overtime must be authorized in advance by a designated administrator. Compensatory time may then be used with approval of the appropriate campus supervisor.
Questions concerning compensatory time off and the impact of the Fair Labor Standards Act should be directed to the Human Resource Office, extension 5062.
COMMENCEMENT - ATTENDANCE OF FACULTY AND PROFESSIONAL STAFF
The policy in regard to faculty attendance at the spring commencement is as follows:
All academic and professional staff members are obligated to be present at Spring Commencement unless an application for absence is approved in writing by the departmental chairperson and dean. Requests should be made at least two weeks in advance of the Commencement date. Please complete application forms, which are available in the office of each dean. Copies of approved applications should be forwarded to the Provost and Vice President for Academic Affairs at least ten days in advance of Commencement.
MAINTENANCE OF ORDER ON CAMPUS
See Section VIII of this Handbook.
ID cards may be obtained by completing the necessary forms at the Human Resource Office and then taking those forms to Clinton Dining Hall where your photograph will be taken for the ID. This card also serves as your library card and as access to other campus services.
The policy on sabbatical leaves with pay is defined in Article XIII of the Policies of the Board of Trustees and Article 23.6 of the Agreement between UUP, Inc. and the State of New York.
The Policies and Article 23.6 of the Agreement state that "sabbatical leaves may be granted for planned travel, study, formal education, research, writing or other experiences of professional value."
Eligibility
Academic employees having continuing appointments who have completed at least six (6) consecutive years of service within the University or who, if they previously have had a sabbatical leave, have completed at least six (6) years of service within the University from the date of return from their last sabbatical leave, shall be eligible for sabbatical leave.
The following campus policy applies:
1. Approval of an application for sabbatical leave shall be dependent upon a qualitative review of the proposed activity based on all of the following criteria:
a) The potential of the contribution that the proposed leave will make to 1) the college, 2) thought and knowledge within the disciplinary field, 3) the individual's professional development, and 4) the department;
b) The quality of the applicant's work within his/her field and the extent to which this work offers promise for a productive use of the sabbatical;
c) The overall quality of the conception, definition, organization, and description of the proposed activity; and
d) The likelihood that the proposed activity will be accomplished.
2. Requests for leaves will also be reviewed by the Department Chairs and Deans to ascertain the impact of the leave on both the departments involved (if more than one is affected) and the effect of such leaves on the total instructional program of the College.
Within one semester of return from sabbatical leave, a report reiterating the proposed objectives of the leave and detailing the accomplishments of the leave must be submitted to the College Provost with copies to the appropriate Dean and the Chairperson for their review. The report will also be reviewed by the President and sent to SUNY Central for review by the Chancellor's Office. It is essential that the report be carefully prepared to include substantive and complete information.
3. It is strongly recommended that each individual discuss with his/her chairperson his/her plans for sabbatical leave at least one (1) year in advance. Sabbatical leave applications are available from the offices of the Deans and Provost.
Half-year, full pay sabbatical leaves and full year, half-pay sabbatical leaves shall not adversely affect the teaching/learning environment for students or other reasonable academic services provided to them and are available for all academic employees who otherwise meet the criteria of the Board of Trustees Policies and the Agreement, and whose sabbatical leave proposals are approved.
A specific plan to assure coverage of the classroom seats of the academic employee going on leave will be prepared by the Departmental Chair/Center Director in consultation with the applicant and appropriate Dean(s) and attached to the leave application at the time the leave request is made. This plan must assure total coverage of the teaching capacity of the academic employee who goes on sabbatical leave.
Note that the Trustees' Policies and the Agreement permit academic employees to submit an application to the President of the college up to six (6) months in advance of the effective date of the leave, but in no event later than six months in advance of such date unless such requirement is expressly waived by the chief administrative officer. The College President may approve such sabbatical leave as the College President deems appropriate and such leave shall be reported to the Chancellor.
SUGGESTIONS TO FACULTY MEMBERS WHO ARE PLANNING TO APPLY FOR SABBATIC LEAVES IN THE FUTURE
The following points should not be in any way construed as an effort to curtail sabbatical leaves. On the contrary, it is hoped that the high ceiling of college teaching and the need for constantly renewing knowledge of subject disciplines may inspire more staff to take advantage of this opportunity offered by State University and the good offices of faculty colleagues.
1. The important consideration in supporting or denying support for sabbatical leaves is found in Title E, Section I of the Policies of the Board of Trustees in the following words: "The objective of such leave is to increase an employee's value to the University".
2. The College is in agreement with the American Federation of Teacher's Higher Education Program and Policy Councils statement on First Principles: "Research, scholarship and creative activity are essential to the success of American Higher Education. For ideas to flow between students and teachers, and reach society at large, knowledge must be continually expanded as well as transmitted. Colleges and universities differ greatly in their research activity, but good teaching always draws on new scholarship, and vice versa."
3. All sabbatical leaves should be planned well in advance so that one's chairperson, colleagues, and Dean have the opportunity to discuss the proposed project (usually 12 months in advance).
4. Academic employees are encouraged to seek external funding in support of their sabbatical activities. In the "idea" and initial preparation stages for these sabbatical projects where external support may be appropriate, academic employees need to consult with Sponsored Research and Programs, Kehoe 815, for assistance in locating possible additional funding sources. Furthermore, all academic employees may wish to consult with Sponsored Research to ascertain the viability of external support for their proposed activities.
LEAVES OF ABSENCE OTHER THAN SABBATICAL
The policies governing "other" leaves for academic employees and leaves of Absence for professional employees may be found in the Policies of the Board of Trustees, Article XIII and the UUP Agreement, Article 23.7 a & b and state: "Other leaves for academic employees and professionals, for the purpose of professional development, acceptance of assignments of limited duration with other universities and colleges, governmental agencies, foreign nations, private foundations, corporations and similar agencies, as a faculty member, expert, consultant or in a similar capacity, or for other appropriate purposes consistent with the needs and interests of the University. Leave of absence without salary may also be granted under appropriate circumstances for the purpose of childcare. Leaves of absence at full or reduced salary pursuant to provisions of this Section shall be subject to the approval of the Chancellor."
The approval request form or letter is available in the Dean's or Provost's Office, a copy of the President's letter of approval and a personnel change notice must be sent to the Human Resource Office to implement a leave. A personnel change notice is required to return an employee to full payroll status.
EVALUATION AND PROMOTION OF ACADEMIC EMPLOYEES
Please refer to the policies of the Board of Trustees, the NYS-UUP Contract, and the "Performance Reviews of Academic Employees: Policies and Procedures (an agreement between Plattsburgh State University and United University Professions, Inc). Copies are available in the Provost, Dean, and Human Resource Offices.
EVALUATION AND PROMOTION OF PROFESSIONAL EMPLOYEES
Please refer to the Policies of the Board of Trusties, the NYS-UUP Contract, and the "Performance Reviews of Academic Employees: Policies and Procedures (an agreement between Plattsburgh State University and United University Professions, Inc). Copies are available in the Provost, Dean, and Human Resource Offices.
Plattsburgh State University acknowledges the work of its employees in carrying out the mission of the organization. In recognition of the hard work and dedication of those employees who have spent their careers (or a substantial portion thereof) in loyal service to the college, its students, and the taxpayers of the State, and retire in good standing from their employment with the college, the following shall apply.
As specified in Article XV, Title D of the Board of Trustees Policies, all members of the University faculty who retire in good standing shall be entitled to append the term "Emeritus" to their academic or administrative title. All academic and administrative Emeriti, and all other retirees not covered by Article XV, but who nonetheless retire in good standing, shall be entitled to the privileges and benefits enumerated in the Employee Policy and Procedure Covering Retirees/Emeriti.
PETS/ANIMALS OF EMPLOYEES IN THE WORKPLACE
The establishment of College policy is intended to facilitate the effective and efficient delivery of education and related services to our students, parents, and members of the community. In order to accomplish this objective, it is necessary to treat every employee of the College in a fair and consistent manner; to establish, to the best of our ability, safe, clean working
conditions; and provide a workplace, equipment and materials appropriate for the task at hand.
It is acknowledged that the campus, in great part, is made up of public spaces. For this reason it is often difficult to differentiate between the truly public areas and those spaces which are work spaces.
Nevertheless the workplace is intended to be devoted to the principles described above and in those work spaces the presence of animals not devoted to accomplishing these objectives is disruptive, non-hygienic and potentially unsafe.
Therefore, it is the policy of Plattsburgh State University, to prohibit employees from bringing personal pets or other animals into the workplace. This applies to all campus buildings and all State vehicles at all times.
Contact Information
For more information about the SUNY Plattsburgh Campus Handbook, please contact:
Diana Laporte,
Assistance Vice President for Administration
Office: Kehoe 701-02
Phone: (518) 564-2539
E-mail: laportdm@plattsburgh.edu