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Guide to Leave Benefits for SUNY Plattsburgh Employees & Supervisors

This handbook was prepared by Human Resource Services in March 1998 (revised Jan. 2000, Jan. 2003, Jan. 2004, Jan. 2005, May. 2009, Sept. 2010, Jan. 2015, July 2015, Jan. 2018, April 2017, Jan. 2019 and June 2019) borrowing freely from a publication of the same name from the NYS Governor’s Office of Employee Relations.

This handbook was prepared to assist SUNY Plattsburgh supervisors in the interpretation and application of the attendance and leave provisions of the collective bargaining agreements and the attendance rules for employees in the New York state departments and institutions. It should be viewed as a worksite companion piece to the Department of Civil Service New York State Attendance and Leave Manual, which is available in the Human Resource Services department. It is intended to offer guidance to supervisors in day-to-day issues of attendance supervision. It is not intended to be applicable to all situations, nor does it supersede the terms of duly negotiated agreements, laws, rules or regulations, or otherwise established policies or practices of state departments or agencies.

Because of the cost and impact of inappropriate use of sick leave on productivity and morale, the handbook places an especially strong emphasis on insuring the appropriate use of sick leave. It is designed to supplement rather than to replace programs offered by agencies. Since it addresses only broad policies and common procedures, each agency is encouraged to continue to provide supervisors with formal training and informal guidance in specific agency policies and procedures. In addition, supervisors are encouraged to discuss problems or unusual circumstances with their supervisors or the Human Resource Services department.

This handbook covers attendance and leave polices and procedures for full-time annual classified service employees subject to the Civil Service Attendance Rules. It does not cover part-time, seasonal, hourly or per diem employees, academic and professional staff in the state university system, uniformed members of the Division of State Police, or employees in the Division of Military and Naval Affairs.


The handbook provides an overview of leave benefits available to state employees and the general policies governing them. It is important to keep in mind that certain aspects of leave policies may vary from bargaining unit to bargaining unit. Accordingly, it is essential to remember that specific answers to specific questions about attendance and leave issues may be different depending on the bargaining unit of the employee involved. It is also important to keep in mind that this handbook provides only a basic overview of leave policies. Supervisors should continue to consult with the Human Resource Services department for guidance on specific or complex questions.

Additional information can be obtained from:

Attendance & Leave

Policies & Procedures

SUNY College at Plattsburgh Flex Time Work Scheduling CSEA-ASU

SUNY College at Plattsburgh Flex Time Work Scheduling CSEA-OSU

SUNY College at Plattsburgh Release Time Policy for Classified Staff

Release Time is defined as time off from normal work hours, not required to be charged to leave credits, for attendance at a college event/function for which such time has been authorized by the college president or designee.

An employee’s use of Release Time is not automatic. Permission must be sought from the supervisor to attend the event/function if that attendance is during work hours. Permission to attend may be denied by the supervisor if such attendance would significantly disrupt operations.

While permission to grant Release Time may not be automatic, neither should it be routinely denied. Every effort should be made by the supervisor to make adjustments within a department or office to accommodate attendance at an authorized event/function.

Release Time will be considered for educational purposes when those events are sponsored by the college, offered under negotiated programs or considered job-related or career-related. Employees utilizing their SUNY tuition waiver, CSEA LEAP voucher, or other waivers are not automatically eligible for Release Time. However, the employee and supervisor may reach a Flex Time* agreement, Voluntary Reduction in Work Schedule (VRWS)* agreement, or the employee may elect to charge leave accruals to attend a course during normal work hours.

Course work must meet one of the following criteria to be approved as job-related:

  • It is specifically required by New York state, or by law or regulation, to maintain salary, status, or job; or
  • It directly supports or improves skills required for current job assignments, duties, or responsibilities.

Course work must meet one of the following criteria to be approved as career-related:

  • It directly prepares employees for advancement within the employees current title series or occupation;
  • It directly develops the administrative or management capacity of employees; or
  • For non-degreed employees, it is course work necessary to obtain an undergraduate degree to qualify them for job opportunities within State service at the paraprofessional or professional level.

Based on current federal guidelines, even if course work meets these conditions, it does not sufficiently meet the test of job-relatedness if:

  • It is required to meet the minimum educational requirements to qualify employees for permanent status in present job assignments; or
  • It is part of a program of study that can qualify employees for a new occupation or profession, even if there are no plans to enter that occupation or profession.

*See Flex Time Work Scheduling and Voluntary Reduction in Work Schedule (VRWS) agreements for further details.

Request for Release Time for Educational Purposes

SUNY College at Plattsburgh Procedure for Late/Absent Classified Employee Time Records

Time records are due the day following the end of the pay period and are considered late the following Monday.

When an employee time record is late:

  1. The first time a record is late, Payroll will notify the employee via phone, e-mail or memorandum requesting immediate submission of the absent time record. If the record is not received by the time checks are released, the employee may pick up his/her paycheck in the Payroll office when submitting the delinquent time record.
  2. The second time a record is late, an e-mail or memorandum will be sent to the employee and employee’s supervisor with a copy to the employee’s personnel file. This notification will also inform the employee that delinquent time records may jeopardize the right to direct deposit. The employee will be required to obtain his/her paycheck from the Payroll office in exchange for the time record.
  3. The third time a record is late, the employee’s supervisor must submit the missing record(s) to Human Resource Services in order to receive the employee’s paycheck. If the employee had direct deposit, the direct deposit will be cancelled. The employee will not be allowed to return to direct deposit until the time records have been submitted according to procedure for a period of three months. In addition, a letter to the direct supervisor will be copied to the employee’s personnel file and copied to others in the employee's chain of command.
  4. If this process does not resolve the issue of late time records, the respective vice president will be notified to rectify the situation.
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