The following message was sent to all faculty and staff via email on June 17.
The Telecommuting Pilot Agreement expires on July 2, 2021. Under the current guidance, SUNY campuses are expected to resume in-person instruction and residential operations for the fall and offices should plan to resume in-person services and operations. We recognize that despite the progression of public health and safety guidelines, many campus employees are still navigating the final weeks of various K-12 instruction scenarios and challenges of available childcare. We empathize that this pandemic has been very hard on families and that there remain challenges even into the summer.
However, as a campus, we are excited to welcome back students, employees, and visitors and want to provide guidance and support to offices as they plan for increasing in-person staffing across the summer and into the fall 2021 semester. The information below will help set expectations for departments. We want to offer a flexible work options framework. Flexible work options are not available for all employee classifications due to state employment regulations that prohibit local changes to classified service positions. The flexible options framework is available to UUP and MC employees at this time. This framework empowers supervisors and employees to explore more flexible approaches to work while supporting operational needs, excellence in service, and our institutional values.
All such plans must be approved by divisional leadership such as a VP, AVP or Dean following discussion between an employee and supervisor. Flexible work planning may not be appropriate for all areas, given the needs of the students we serve in the classroom, in their campus residences, and in other campus settings.
As of July 6, all CSEA, PEF, NYSCOBA and NYSPBA represented employees who have been all or partially remote under the pilot telecommuting program should expect to begin shifting to a five-day-per-week campus presence or to the schedule of your normal appointment. Please check with your supervisor if you have questions or need to confirm your schedule. Staggered schedules may be permitted to meet social distancing guidelines as long as scheduled hours are met. Individuals with ADA needs will continue to be supported and should complete appropriate paperwork. Remote work will no longer be accommodated. Employees are encouraged to explore Voluntary Reductions in Work Schedule (VRWS) as it offers some options for flexible scheduling, including the voluntary reduction of FTE.
As of July 6, all UUP (non-instructional) and MC employees who have been all remote should prepare for a return to campus presence, consistent with operational needs of the area, and in compliance with social distancing guidelines. Individuals with ADA needs will continue to be supported and should complete appropriate paperwork. Extensions or continuation of fully remote assignments may not be considered at this time. If you have questions regarding a request for fully remote work, please consult the Office of Human Resources, Diversity & Inclusion (HRDI) as soon as possible for guidance.
As of July 6, UUP (non-instructional) and MC employees who are returning from all remote or currently have hybrid work schedules may, with consultation and approval from divisional leadership (VP, AVP or Dean) as well as appropriate planning with supervisors, be permitted to design flexible work schedules and modalities. Staggered scheduling or hybrid options must meet operational needs and the supervisor must attest to the employee’s ability to effectively and consistently meet performance standards. Divisional heads and supervisors should have conversations about expectations for required campus presence, work product and general expectations, and these should be documented in a work plan. If you need assistance with framing or organizing these conversations, please contact HRDI at firstname.lastname@example.org with subject: Flex Work Planning.
As of July 6, instructional faculty should adhere to the obligation as articulated in your appointment letter or as otherwise determined by your Chair and Dean. TAs and GAs in GSEU should adhere to the obligation as articulated in your appointment letter or as otherwise determined by your supervisor. Individuals with ADA needs will continue to be supported and should complete appropriate paperwork.
Donald P. Christian, President
Stephanie Blaisdell, Vice President for Student Affairs
Tanhena Pacheco Dunn, Associate Vice President for Human Resources, Diversity & Inclusion
Jeffrey Gant, Vice President for Enrollment Management
Michele Halstead, Vice President for Administration & Finance
Barbara Lyman, Interim Provost & Vice President for Academic Affairs
Erica Marks, Vice President for Development & Alumni Relations
Shelly Wright, Vice President for Communication & Chief of Staff