CSEA - Classified Service Employees Benefits Summary
CSEA - Classified Service Employees Benefits Summary
This is a general guide to the benefit programs available to employees of SUNY Delhi represented by the Civil Service Employees Association (CSEA) and serving in positions within the Administrative Services, Operational Services, or Institutional Services negotiating units. It does not provide complete details or descriptions. The information provided is based on the benefit provisions in effect at this time (June 2020) and is subject to change. This summary will not convey, grant or guarantee any benefits or employment rights.
- Holidays, Vacations & Leaves of Absence
The following days are observed as holidays:
- Labor Day
- Martin Luther King Day
- Columbus Day
- Lincoln’s Birthday*
- Election Day*
- Washington’s Birthday
- Veterans’ Day
- Memorial Day
- Thanksgiving Day
- Independence Day
- Christmas Day
*The Governor’s office designates this day as a floating holiday. Employees who are scheduled to work and are eligible to observe the holiday will earn a compensatory day off.
Employees who are entitled to time off with pay on days observed as holidays by the State are entitled to be compensated in pay for time worked, unless they waive such additional compensation and, instead, elect to receive compensatory time off.
Holiday pay may be waived for all holidays which fall during the period of the waiver, but may not be waived for individual holidays. Time worked on Thanksgiving and/or Christmas will be earned (compensatory time or additional compensation based on employee's annual chosen option) at the rate of time and one-half. Employees are entitled to change their holiday waiver during the holiday waiver period of April 1 to April 30 each year.
Part-time employees who are eligible to observe holidays shall be granted leave with pay for the observance of a holiday only if the holiday falls on a normal workday for such employee.
Vacation and Sick Leave Accruals
Full-time and part-time employees covered by the New York State Civil Service Time & Attendance Rules who are compensated on an annual salary basis, and who are employed on a fixed schedule of at least half-time, shall be eligible to earn and accumulate vacation and sick leave.
Employees covered by the New York State Civil Service Time & Attendance Rules who are compensated on a per-diem or hourly basis (including those designated as seasonal), and who are employed on a fixed schedule of at least half time continuously for nine (9) months without a break in service exceeding one full payroll period, shall be eligible for vacation, sick leave, and personal leave benefits on a prorated basis.
Full-time employees start to earn vacation upon completion of thirteen (13) qualifying pay periods of employment. Six and one-half (6½) days are credited after this period, after which the employee accumulates vacation at the rate of one-half day per pay period. The employee must be in a full-pay status for at least seven (7) working days during each bi-weekly pay period in order to earn vacation credits for that pay period. Eligible part-time employees earn vacation accruals on a pro-rata basis.
During the second through seventh year of employment, a “bonus” vacation day is credited for each year of completed service. After completing seven (7) years of service, bonus vacation days are no longer credited.
Long-term employees receive additional vacation days depending upon agreements reached with their respective negotiating units. The maximum number of vacation days that can carry over to the next fiscal year is forty (40). For those with more than forty (40) vacation days accrued on April 1, the vacation leave accrual record will be adjusted to reflect the maximum of forty (40) days.
Sick Leave Usage
An employee may request sick leave when they are unable to perform their duties because of a temporary mental or physical disability; sick leave may also be used for medical or dental appointments. Up to twenty-five (25) days a year may be charged for illness or death in an employee’s family. Full-time employees earn sick leave at the rate of one-half day per pay period. Eligible part-time employees earn sick leave on a pro-rata basis. Employees may accumulate up to a maximum of two hundred (200) sick leave days.
Upon retirement, eligible employees may use the equivalent of up to two hundred (200) days of accumulated sick leave credits to offset their health insurance premiums in retirement.
Depending on employee’s retirement tier, unused sick leave credits may be used toward the employee’s service time calculation under the NYS Employees’ Retirement System.
The credit is determined by dividing the number of accrued sick days by two hundred sixty (260).
Sick Leave at Half Pay
A permanent employee who has at least one full year of service, depending upon bargaining unit, may be eligible for consideration of sick leave at half pay for an absence due to a personal illness, after exhausting all other leave credits (e.g., sick leave, vacation, holiday comp, etc). For each complete six (6) months of employment, the employee may not exceed one payroll check at half pay. Sick leave at half pay must be granted in full day units only.
When an employee is determined to be permanently disabled and unable to perform the duties of their position, sick leave at half pay may be terminated, or not granted.
Contact the Office of Human Resources for more details at 607-746-4495.
New Child Leave
Upon approval, an employee, male or female, is entitled to a leave of absence without pay for up to seven (7) months following delivery or adoption of their child. If a child is required to remain hospitalized following birth, at the employee's request the seven (7) month period can begin when the child is released from the hospital.
In cases of adoption, unpaid leave for either parent will be granted up to seven (7) months after adoption. If the child is placed with the family prior to final adoption, the seven (7) month period may begin upon placement.
Absences for these purposes may be charged to vacation, overtime, compensatory time, or personal leave credits. However, use of leave credits does not extend the seven month period.
Personal leave is intended to provide employees with time off with pay to attend to matters that cannot be reasonably attended to outside of normal work hours, (e.g., religious observances, lawyer appointments, extraordinary weather conditions, etc.), and is subject to supervisor approval.
A new full-time employee is given five (5) full days of personal leave upon hire, and is restored to five (5) days of personal leave each year on their personal leave anniversary date.
Eligible part-time employees are credited with five (5) pro-rated days of personal leave. An employee who is not in a pay status on their anniversary date will not be credited personal leave until returning to the payroll.
Employees may not accumulate personal leave, and any balance remaining the day prior to the employee’s personal leave anniversary date will be forfeited.
Workers' Compensation is intended to protect employees against loss of income or loss of employment when they are necessarily absent from work because of an on-the-job injury or disease. It is essential that the employee report any job-related accident immediately to their supervisor. Failure to do so could mean loss of benefits.
Here are the steps to ensure that workers' compensation claims are handled properly:
- If necessary, seek medical treatment.
- Notify the supervisor and complete employee accident report.
- If the injury or illness involves an absence from work greater than four (4) consecutive work days, a note from the employee's medical provider must be provided to the Office of Human Resources, 103 Bush Hall, or via facsimile to: 607-746-4158.
- A call must also be placed to the Accident Reporting System (ARS) toll-free number, 888-800-0029. This call to ARS will ensure that workers' compensation benefits are available as soon as possible.
- Express Scripts, Inc. is the pharmacy network through which employees who incur a work-related injury/illness should obtain their medications. If the employee is obtaining medication through a workers’ compensation claim, they should obtain that medication through a pharmacy that participates with Express Scripts. To find a participating pharmacy, contact Express Scripts Call Center at 866-533-7011. For more information, visit the Express Scripts website.
Family Medical Leave Act (FMLA)
To be eligible for FMLA leave, an employee must have completed at least one year of service and have worked a minimum of 1,250 hours during the twelve (12) month period immediately preceding the requested date of leave.
Eligible employees are entitled to an aggregate of twelve (12) weeks of FMLA leave during each calendar year for absences necessitated by a personal serious health condition (including child birth and bonding with a newborn) or to care for a seriously ill spouse, child, parent or qualifying military exigency leave. The twelve (12) week maximum will include any FMLA qualifying absences that are charged to leave credits. Up to twenty-six (26) work weeks may be granted for military caregiver leave.
If an employee qualifies for FMLA leave and does not have sick leave, vacation, or other leave credits to charge, the employee will be in an unpaid status once their leave credits are exhausted.
For additional information, please contact the Office of Human Resources at 607-746-4495.
New York State is on a two (2) week lag payroll. This means that the employee will receive compensation for their first two (2) weeks of work approximately one-month after they begin work. CSEA employees are subject to a five (5) day withholding, which means that the first five paychecks are reduced by 10% of the full biweekly pay. Reimbursement of the five (5) day withholding is made at the end of service at the employee’s current rate of pay.
NYS Payroll Online - allows the employee to view and update their employee payroll information online, and opt out of paper statements. This allows for greater control in managing withholdings and other changes.
Direct Deposit is available upon employment.
- Education & Training
SUNY Delhi values education and continuous improvement, not only for our students, but also for our employees. Accordingly, there are various opportunities for SUNY Delhi employees to engage in education and training.
The NYS/CSEA Partnership offers a plethora of options. For information and course options, visit the NYS & CSEA Partnership Catalog.
The Tuition Reimbursement Program (B-140W) may be available and could pay for a portion of the tuition expense, based upon the total amount of funds available. Courses must be taken at SUNY institutions. Instructions and application are available at: B-140W Application for Tuition and Fee Assistance (delhi.edu) (pdf)
On-campus education and training opportunities are also available. Stay tuned to Delhi Today and visit the BroncoCONNECT web page for engagement options.
- Health Insurance, Dependent Care & Health Care Spending Account
Employees who work at least half time on a regularly scheduled basis, and when it is anticipated that they will be employed for at least three (3) months, are eligible to apply for enrollment in the New York State Health Insurance Program (NYSHIP) immediately upon employment.
Employees may select individual coverage, which provides protection for the employee only, or family coverage, which provides protection for the employee and eligible dependents, which may include a qualified domestic partner.
Effective Date of Coverage
Coverage for eligible employees who enroll within the first thirty (30) days of employment and remain on the payroll will become effective on the 43rd day of employment.
New York State Health Insurance Program (NYSHIP) Choices
The health insurance carrier choices are different depending on where the employee works and lives. Current options available for those living and/or working in Delaware County include: The Empire Plan, CDPHP, HMOBlue, MVP, Opt-out program, and others.
Please visit the SUNY Health Insurance website for information regarding current choices and more information.
The Empire Plan
The Empire Plan provides coverage for hospitalization through Blue Cross and combined medical/surgical and major medical coverage through United HealthCare.
The Plan features a network of participating providers. Services rendered by participating providers will generally be paid in full, with the exception of the appropriate co-payment. The insurance carrier pays the provider directly.
For details about co-payments, claims, in-network/out-of-network services, etc., visit the SUNY Health Insurance website.
Employees may elect to pay their share of health insurance premiums on a pre-tax basis. These costs are subject to change.
If an employee takes leave without pay or is otherwise temporarily removed from the payroll, they may pick up the full cost of the health insurance program and thereby continue coverage while off the payroll. Should such leave without pay occur as part of an authorized leave under FMLA or PFL, the employee may be entitled to continue coverage by paying the employee share. Arrangements for continued coverage must be made in advance through the Office of Human Resources.
If an employee covered by the Empire Plan is totally disabled (non-workers comp only) and on authorized leave without pay, or unpaid Family and Medical Leave, the requirement that they pay a premium may be waived for a period of up to one year. There is an application process for this benefit. This does not apply to individuals enrolled in an HMO. Please request additional information from the Office of Human Resources.
Eligible employees of New York State who have other employer-sponsored group health insurance (Non-NYSHIP) may opt out of their NYSHIP coverage in exchange for an annual incentive payment of $1,000 for waiving individual coverage and $3,000 for waiving family coverage (pro-rated for new employees). Proof of other insurance is required, along with enrollment form PS-404, and accompanying documents.
Cost of Coverage
The State pays approximately 84-88% of the cost of the premium for individual coverage and approximately 69-73% of the cost of dependent coverage provided under the Empire Plan. The employee’s portion of the premium will be automatically deducted from their bi-weekly salary. Employees may elect to pay their share of health insurance premiums on a pre-tax basis.
*Note, these costs are subject to change.
If an employee takes leave without pay or is otherwise temporarily removed from the payroll, they may pick up the full cost of the health insurance program and thereby continue coverage while off the payroll. Should such leave without pay occur as part of an authorized leave under FMLA or PFL, they may be entitled to continue coverage by paying the employee share. Arrangements for continued coverage must be made in advance through the Office of Human Resources.
If an employee covered by the Empire Plan is totally disabled, and on authorized leave without pay or unpaid Family and Medical Leave, the requirement that they pay a premium may be waived for a period of up to one year. There is an application process for this benefit. This does not apply to individuals enrolled in an HMO. Please request additional information from the Office of Human Resources.
How to Enroll (or Opt Out)
Employees who wish to enroll or opt out must complete the appropriate sections of the NYS Health Insurance Transaction form (PS-404) and submit it to the Office of Human Resources.
Proof of eligibility, and proof of other coverage if opting out must be provided in order for the employee and eligible dependent(s) to enroll or opt out of NYSHIP.
For enrollee, spouse and child(ren), documentation of the following is required:
- Date of Birth (original birth certificate)
- Social Security Number (social security card)
- Date of Marriage (marriage certificate, in addition, if married over one (1) year must provide proof of inter-financial dependence, e.g., joint bank statement, joint mortgage, joint lease)
The following documentation may also be required:
- Domestic Partner - Completed PS-425, proof of date of birth, and proof of social security number
- Adopted child(ren) - proof of adoption
- Stepchild(ren) who do not reside with the employee - proof of substantial support or legal requirement to pay (biological parent must be on the employee’s health insurance plan)
- Other Child(ren) - PS-457
Change of Enrollment Status
If an employee wishes to change health insurance coverage (individual to family, family to individual, or add a family member) as a result of a birth, death, or other change in family status, they must submit an application for change to the Office of Human Resources within thirty (30) calendar days of the qualifying event. Delay in filing in a timely manner will result in a waiting period.
Change of Plan Option
Employees who meet specific criteria are eligible to continue individual coverage and that of eligible dependents during retirement. In general, an employee must complete at least ten (10) years of benefits-eligible service, be at least fifty-five (55) years of age or retirement age eligible, and have NYSHIP coverage at the time they retire.
The employee may defer coverage at the time of retirement if they have other coverage, or at their discretion, suspend health insurance coverage after retirement.
Prescription Drug Program
Each of the health insurance options provide prescription drug coverage for covered employees and dependents.
There is a mandatory generic substitution requirement. Employees who purchase a brand name drug with a generic equivalent will pay the co-payment plus the difference in cost between the brand name and generic drug.
NYSHIP Young Adult Option
New York State law allows a young adult child up to age thirty (30) to purchase coverage through their parent's group health insurance policy (for medical coverage only). The young adult's coverage is subject to all terms of the group policy; however, premiums are to be paid by the young adult or their parent, not the employer. The premium is the full cost of individual coverage for the NYSHIP option selected.
The Young Adult Option is available to young adults who meet all of the following eligibility requirements:
- Be a child, adopted child, or stepchild of a NYSHIP enrollee (including those enrolled under COBRA)
- Be age twenty-nine (29) or younger
- Be unmarried
- Not be insured by or eligible for coverage through the young adult's own employer-sponsored health plan, whether insured or self-funded, provided that the health plan includes both hospital and medical benefits
- Live, work or reside in New York State or the plan's service area
- Not be covered under Medicare
In addition, the young adult does not need to live with the parent, be financially dependent upon the parent, or be a student. The young adult's parent does not need to have family coverage, nor is the young adult required to have been previously covered as a dependent under NYSHIP to be eligible to enroll in this option.
When Young Adult Children Can Enroll
Either the young adult or their parent may enroll the young adult in the Young Adult Option, and either may pay the NYSHIP premium. A young adult or their parent has the following opportunities to elect this option:
- Within sixty (60) days of when the young adult would otherwise lose coverage due to age under the parent's coverage;
- Within sixty (60) days of when the young adult becomes eligible due to: a loss of their employer coverage; relocation of residence or employment into New York State or the Plan's service area (please note: the Empire Plan provides coverage regardless of place of residence); or otherwise becomes newly eligible due to a change in circumstances (such as divorce);
- During the annual thirty (30) day open enrollment period.
How to Enroll in the Young Adult Option
To enroll in NYSHIP's Young Adult Option, the young adult child or their parent must complete and sign the Young Adult Option form and send it to the Employee Benefits Division in Albany, NY (contact the HR office for a form). Applicants should include the first month's premium with the form to ensure the earliest possible effective date of coverage.
For questions, please call the Employee Benefits Division of Civil Service at 518-457-5754, or 1-800-833-4344, Monday to Friday, between 9 a.m. and 3 p.m.
Dental and Vision Insurance
Newly eligible employees can enroll in these plans upon completion of twenty-eight (28) days continuous service. Detailed information concerning the Dental and Vision Care plans will be mailed directly to the employee’s home address by the CSEA Employee Benefit Fund.
Details about dental and vision plans can be found on the CSEA Employee Benefit fund website.
Dental/Vision Insurance Eligibility
The Civil Service Employees Association (CSEA) Employee Benefit Fund provides ASU, OSU and ISU employees who work half time or more and their dependents with a group dental plan. Note: the union benefit fund exists solely to provide benefit coverage to CSEA-represented employees.
There is no contribution by the employees for coverage in these plans and employees do not need to be members of the CSEA Union to participate.
Using a Participating Provider
Members/spouses/domestic partners and dependents over the age of nineteen (19) are entitled to a routine eye examination every two years (24-months). The benefits provided are:
- One (1) pair of eyeglasses (lenses and frames); or
- Plan contact lenses; or
- A $25 allowance toward non-plan contact lenses. Specialty contact lenses (e.g., colored, toric gas permeable, etc., are not covered in full.)
Dependent children up to the age of nineteen (19) are entitled to:
- A routine eye examination every year (12 months). One pair of eyeglasses (lenses and frames); or
- Plan contact lenses; or
- A $25 allowance toward non-plan contact lenses. Specialty contact lenses (e.g., colored, toxic gas permeable, etc., are not covered in full).
Using a Non-Participating Provider
When an employee chooses to receive services from a non-participating provider, payments will be made to the employee based on a fee schedule.
Video Display Terminal (VDT) Eye Glass Benefit
Members/employees whose job duties require 50% or more of their work hours on a video display terminal will be examined and a determination made, which may warrant a different prescription and an additional pair of glasses.
The VDT benefit is for eligible employees only and does not include dependents. The panel provider determines if an additional pair of glasses is required. If the employee is eligible for a VDT benefit, they will receive their regular corrective wear and the VDT glasses at a panel provider at the same time.
Flex Spending Account Program
There are two parts to the Flex Spending Account (FSA): the Dependent Care Advantage Account (DCAA) and the Health Care Spending Account (HCSA). FSAs give employees a way to pay for dependent care or health care expenses with pre-tax dollars. FSAs are voluntary; employees decide how much to have taken out of their paycheck and put into their DCAA and/or HCSA.
Enrollment/re-enrollment is required every year.
Change in Family Status
The IRS regulations allow participants to modify contribution elections to their dependent care account if the family situation changes.
A change in family situation includes:
- Divorce or separation
- Birth or adoption of a child
- Change in employee or spouse employment status, or situation
- Death of a dependent
Dependent Care Advantage Account
New York State employees are eligible to participate in this benefit. Under this plan, participating employees contribute pre-tax dollars to a flexible spending account to pay for expenses incurred for dependent care.
Generally, a qualifying dependent is a person who:
- qualifies as a dependent on employee’s federal tax return; and
- in the case of a family member, is a child under age 13, or an individual physically or mentally incapable of self care.
Employees who presently qualify for participation in the Dependent Care Advantage Account (DCAA) must enroll in the program within sixty (60) days of their State appointment. If they do not enroll within this window of time, they will not be able to enroll at a later date, unless during an annual open enrollment period or based on a qualifying event. Employees who wish to participate in this program should carefully estimate the cost of their dependent care for the year before deciding on the amount they wish to contribute per pay period, since the annual election to contribute to the plan is irrevocable (i.e., cannot be changed) except for a change in family status or based on a qualifying event.
The deadline for filing a claim for reimbursement from a DCAA is March 31 following the year in which the services were rendered.
If employees are interested in participating in this Dependent Care Advantage Account, contact the DCAA Hotline at 800-358-7202, or visit the NYS Flex Spending Account website.
Adoption Advantage Account
Eligible employees may now enroll in a Flexible Spending Account for expenses related to the adoption of an eligible child. Pre-tax payroll deductions contributed to the Adoption Advantage Account can help pay for a qualified adoption.
Eligible expenses may include:
- Home study and application fees
- Reasonable and necessary legal adoption fees
- Court costs
- Attorney fees
- Agency fees
- Medical services associated with a child with special needs
- Travel and lodging fees
- Other expenses which are directly related to and for the principal purpose of a legal adoption
For additional information, please visit the NYS Flex Spending Account website.
Health Care Spending Account
The Health Care Spending Account (HCSA) allows State employees to pay for eligible health-related expenses with pre-tax dollars. This includes medical, hospital, laboratory, prescription drug, dental, over-the-counter medicines (requires a doctor's prescription or directive to be eligible), medical supplies, and vision and hearing expenses that are not reimbursed by insurance.
To be reimbursed through the HCSA, expenses must be for health care received primarily for the prevention or treatment of a physical or mental defect or illness. Out-of-pocket expenses are generally eligible if they are not reimbursed by insurance. Whether these expenses are incurred by the employee or eligible dependents, they must be incurred during the Plan Year. An expense is incurred when the employee or their dependents receives the health care service, and not when they are billed, charged for, or pay for the service. To be eligible for reimbursement, a health care expense must be:
- for the employee or an eligible dependent;
- permitted under the Internal Revenue Code;
- medically necessary; and
- not reimbursed by health insurance.
Employees may claim eligible expenses under the HCSA program for the following individuals:
- their spouse; and
- their eligible tax dependents.
Before participating in the HCSA program, employees should carefully consider what their eligible expenses might be. Reviewing the expenses from previous years may help. Once the employee has estimated the amount of their expenses, they may then determine how much to contribute to their HCSA. Under federal law, any money that is put into an HCSA must be used for expenses incurred during the Plan Year in which it was contributed.
No reimbursement can be made prior to the service actually being provided. However, employees are entitled to receive full reimbursement for eligible expenses up to the amount of their annual election, once proper documentation has been submitted, even before they have fully contributed to their HCSA.
Employees have until March 31 of the following year to send in claims for expenses incurred the previous year. Employees will forfeit any money that remains in their account. Any forfeitures will be used by the State to offset the costs of administering the program. This is the “use it or lose it” feature of the plan, as required by the Internal Revenue Code.
To participate, new employees must submit an enrollment form within sixty (60) calendar days of their employment start date. The Plan Year contribution amount will be prorated over the remaining pay periods. Employees will also have an opportunity to enroll in the HCSA each fall during an open enrollment period.
If an employee is interested in participating in the Health Care Spending Account, contact the FSA Hotline at 800-358-7202 or visit the NYS Flex Spending Account website.
Optional Benefits for CSEA Members
Visit the CSEA “Insurance for CSEA Members” website for information about a variety of insurance products, which may include: life, auto, disability, home, etc., or contact Pearl Insurance at 518-640-8100.
- Retirement Programs
NYS Employees' Retirement System (ERS) - Defined Benefits Plan
Benefits vary by tier. Presently, there are six (6) tiers. Employees who join the ERS on or after April 1, 2012, are Tier 6 members.
Membership in ERS for full-time employees is effective as of their entry into service and provides for immediate participation. Membership for part-time employees is effective the date their application is received by the Retirement System. Tier 6 members may retire at age sixty-three (63) or later, with full benefits, or as early as age fifty-five (55), with reduced benefits.
ERS is a contributory retirement system. Employees in Tier 6 will contribute throughout active membership (before federal income taxes) based on their salary.
Please visit the ERS website for detailed information about particular tiers. Visit the NYS and local retirement system website to review key benefits for Tiers 3-6.
*Final Average Salary - Average salary with certain limitations, for the highest salaried 60 consecutive months of employment. The amount earned above the Governor's salary will not be eligible for pension calculation under Tier 6 when determining Final Average Salary.
Detailed information concerning this Plan can be obtained from the Employees Retirement System, 866-805-0990, or by contacting the Office of Human Resources at 607-746-4495.
SUNY Voluntary Savings Program - 403(b)
SUNY employees are eligible to participate in the SUNY Voluntary Savings Program with AIG, TIAA or VOYA, as well as a 403(b)(7) custodial account with Fidelity Investments. This program affords an opportunity to make supplemental contributions via payroll deductions to a retirement annuity. Employees have a choice of pre-tax contributions or post-tax (ROTH) contributions, or a combination of both options.
The pre-tax amount employees elect to contribute is subtracted from their income before federal and state taxes are computed. Employees will be taxed on contributions, plus earnings, when withdrawing the funds. Post-tax (ROTH) contributions are subject to income taxes now, but the principal and growth are not subject to income tax when withdrawn (subject to certain exceptions).
Additional information can be obtained from the Office of Human Resources at 607-746-4495, or by viewing SUNY's 403b Retirement Savings Program brochure (pdf).
NYS Deferred Compensation Plan - 457(b)
The New York State Deferred Compensation Plan is a voluntary savings plan available to employees of New York State that has the following features:
- Contributions are made automatically through the convenience of payroll.
- Employees don't pay federal or New York State income tax on Plan savings until the money is withdrawn from their Plan Account.
- Investment options are grouped into three tiers: Retirement Date Funds, Do-It-Yourself, and Self-Directed Option.
- Enrolled participants can make Roth (post-tax) contributions. Roth designated contributions are deducted from participants’ paychecks on an after-tax basis.
- Participants select the total percentage or amount to be deferred from their paycheck and how that amount is allocated between regular pre-tax deferrals and Roth designated deferrals.
- An annual fee of $20 (two $10 fees assessed semi-annually) will be charged to each New York State Deferred Compensation Plan participant, regardless of the investment fund(s) selected.
- Participants are also charged a variable asset-based fee that is assessed quarterly against investment returns.
Additional information may be obtained by calling NYS Deferred Compensation at 800-422-8463.
Social Security is the United States’ basic method of providing income when family earnings are reduced or cease upon retirement, disability, or death. Social Security retirement benefits are based on salary history up to the maximum Social Security taxable wage base. Each pay period, payroll deductions for Social Security are deducted from employees’ paychecks. New York State matches this deduction. For additional information, please visit the Social Security Administration website.
- Disability Coverage
Note: New York State Employees are NOT covered by New York State Statutory Disability.
Ordinary Disability Retirement
The New York State Employees Retirement System (ERS) provides an employee with at least ten (10) years of service credit a disability retirement allowance, if it is determined that they are permanently unable to perform their job duties. The ten (10) year service credit is waived if disability is the result of a work-related illness/injury.
Accidental Disability Allowance
In the case of disability resulting from an on-the-job accident, the ten (10) year requirement is waived, providing the disabling accident is not a result of the employee’s own willful negligence. An application must be filed with the Retirement System in a timely manner in order to apply for this benefit
Additional information and appropriate application forms can be obtained from the Office of Human Resources, or from the New York State Employees’ Retirement System at 866-805-0990, or the NYS Retirement Disabilities website.
CSEA Disability Insurance Protection for Members Only
The Civil Service Employees Association (CSEA) sponsors an optional Disability Insurance Protection Plan exclusively for its members. Employees selecting this plan pay the full low cost of the insurance. Please find more information on the CSEA Member Insurance website.
The plan pays participants a monthly benefit in the event of total disability resulting from sickness, accident (on or off the job), or pregnancy. The benefit payable is based on the employee’s annual salary at the time of the application and does not increase automatically as salary increases. The employee must apply to the insurance carrier for additional coverage, as salaries increase.
Benefits are not provided for a disability due to any condition which required medical care or treatment during the six-month (6) period before coverage commences, until such time as coverage has been in effect for twelve (12) consecutive months.
The plan is available to CSEA members under age sixty-five (65). Survivor benefits and accidental death and dismemberment benefits are also provided. More complete details are contained in the booklet, CSEA Sponsored Insurance Program, or by contacting Pearl Carroll & Associates at 800-929-6656.
Social Security Disability Allowance
The U.S. Social Security Administration provides a disability benefit to employees who are disabled to the extent that they cannot perform substantial gainful work and who are fully insured - that is, have the necessary amount of quarters of coverage.
The amount of disability benefit is the employee’s Primary Insurance Amount (PIA) at the time they became disabled. There is a “waiting period” of five (5) full, consecutive months from the time a disability is determined until benefits begin. Additionally, disability benefits may be reduced if the employee is receiving payments under a workers’ compensation or another disability plan.
Additional information concerning this benefit can be obtained from the Social Security Administration at 800-772-1213 or the Social Security Administration website.
- Death Benefits
If an employee dies while in State service, their designated beneficiaries may be eligible to receive the following death benefits. For detailed information relative to both Ordinary death benefits and Accidental death benefits, please visit the NYS and local retirement system website.
NYS Employees' Retirement System Benefits
Ordinary Death Benefit - Tier 6 Members
An ordinary death benefit may be payable to a designated beneficiary if the member completed at least one year of service since last joining the Retirement System and meets other eligibility requirements.
The death benefit is equal to annual earnings multiplied by the years of service, not to exceed three years of earnings. For example, if the member dies after one year of service, the death benefit equals one year of earnings. After two (2) years of service, the benefit equals two (2) times earnings, and after three (3) years of service, the benefit equals the maximum amount of three times earnings. The earnings are subject to limitations.
For members working beyond age 60, the death benefit that would have been payable if the member died at age 60 will be reduced by 4% for each year that the employee remains in public employment after age sixty (60), up to a maximum reduction of 40 percent.
Post Retirement Death Benefit
If the member retired directly from service, or was a vested member and the date of retirement is within one year of leaving public employment in NYS, the employee’s beneficiary may be eligible to receive a post-retirement death benefit.
The post-retirement death benefit is calculated at retirement. During the first year of retirement, the benefit is 50 percent of the ordinary death benefit payable at retirement; during the second year of retirement, the benefit is 25 percent. During the third year and thereafter, the benefit will be 10 percent of the ordinary death benefit that would have been payable at age 60, if any, or at retirement, whichever was earlier.
Accidental Death Benefit
In addition to the above outlined ordinary death benefits, accidental death benefits are payable on behalf of members of the retirement system who die as the direct result of on-the-job accidents which were not caused by the employee's willful negligence. There is no minimum service requirement for the accidental death benefit. The Article 15 accidental death benefit is a pension equal to one-half (50%) of the employee’s earnings during their last year of active service.
Detailed information concerning this plan can be obtained from the Employee Retirement System at 866-805-0990.
New York State Survivor's Benefit Program
New York State has resources and information relative to benefits for survivors of NYS employees.
NYS Accidental Death/Tuition Benefit
This program provides a $50,000 accidental death benefit and a college tuition benefit to eligible surviving children of New York State employees who die as a result of an accidental on-the-job injury, where a death benefit is paid under the New York State Workers’ Compensation Law.
The tuition benefit is full tuition reimbursement for dependent children admitted to the State University of New York, or any college in New York State, with tuition assistance limited to the amount charged for the SUNY system.
Detailed information concerning this program may be obtained from the Office of Human Resources at 607-746-4495.
Social Security Benefits
The U.S. Social Security Administration may provide a death benefit for those who are either currently insured or fully insured. The exact amount payable is determined by such factors as salary at the time of death, number and age of dependents, and whether any of the dependents has a disability. A lump-sum benefit may also be payable.
Additional information concerning these benefits may be obtained from the Social Security Administration at 800-772-1213.
CSEA Accidental Death Benefit
- $10,000 accidental death benefit up to age sixty-five (65)
- No cost to active employed members (worked at least 20 hours over the last 7 consecutive calendar days)
For more information, call 800-342-4146 or visit the CSEA Accidental Death Benefit website.
- Miscellaneous Benefits
State Employees Federal Credit Union (SEFCU)
Employees and their family members are eligible to join the State Employees Federal Credit Union (SEFCU). The Credit Union offers a wide variety of savings and investment accounts through payroll deduction, and lends funds to its members at very competitive rates. The National Credit Union Association insures savings up to $100,000.
The locator map indicates that there are “surcharge free” ATMs located in Delhi at Speedway and Walgreens. To find other SEFCU locations, please visit the SEFCU Branch Locator website.
For additional information, please contact the Credit Union Office at 800-727-3328
New York's College Savings Program (529 Plan)
A parent, grandparent, relative, or friend can set up an account for a future college student. Employees may even set up accounts for themselves. There are no restrictions based on age, income, or state of residence.
Contributions to the account are invested according to the investment options selected by the account owner. The Program’s investments are managed by the Vanguard Group, a leading financial services organization.
An account owner sets up an account for a specific beneficiary. The account owner can withdraw money without penalty to pay for qualified higher education expenses of the beneficiary.
The Program may provide tax advantages. If interested in learning more, check with a tax advisor.
The money in the account can be used to pay tuition and other qualified higher education expenses at any eligible public or private college or university, trade, vocational or professional school. Other qualified higher education expenses include fees, eligible room and board, books, supplies, and required equipment.
An account can be opened with as little as $25. Employees may make regular contributions of $15 or more per paycheck through payroll deduction.
For additional information, call 800-420-8580. Program representatives are available weekdays from 8 a.m. to 11 p.m. EST. For more information, please visit the NY College Savings Program website.
Delhi Campus Child Care Center, Inc. (DC4)
All employees are eligible to enroll their children (on a space available basis) in the Delhi Campus Child Care Center (DC4), which is a not-for-profit corporation licensed by the New York State Office of Children and Family Services and accredited by the National Association for the Education of Young Children.
The state-of-the-art facility includes: five (5) classrooms, four (4) large playgrounds, kitchen, large indoor gym, library, and parent resource area. DC4 is licensed to serve eighty-five (85) children ages six (6) weeks to twelve (12) years.
Tuition is on a sliding scale, based on salary, as well as full or part-time enrollment of the children, etc.
DC4 is located at 1104 Arbor Hill Road, Delhi.
For more information, please contact the Delhi Campus Child Care Center at 607-746-4710.
Employee Assistance Program (EAP)
All SUNY Delhi employees and their families can, if and when the need arises, obtain assistance for a variety of personal concerns through the Joint Labor-Management Employee Assistance Program (EAP).
This free referral program is designed to confidentially help employees and their families cope with personal concerns such as emotional stress, family and marital discord, financial and legal difficulties, alcoholism, drug abuse problems, etc., which may not only disrupt the employee’s personal life, but may seriously impair their ability to perform their job effectively.
Further details concerning this confidential program can be obtained by contacting B. Davis, SUNY Center for Student Leadership and Engagement, 221 Farrell Center, at 607-746-4841.
Family Access to Campus Fitness Center and Pool
Employees of SUNY Delhi may complete an application on behalf of family members (spouse, domestic partner, and/or minor children) for access to the Fitness Center and Pool.
For additional information, please contact the Office of Human Resources at 607-746-4495.
Delhi Golf Course Membership/Discounts
The SUNY Delhi Golf Course may offer employees a discount on membership, carts, use of the driving range, discounts at Bluestone Restaurant, etc.
For more information, please contact Dave Arehart, PGA Golf Professional, at 607-746-4791.
Other SUNY Delhi Miscellaneous Benefits
Employees of SUNY Delhi have other benefits available to them, including:
- Auto Repair Service: for a small “lab” fee, plus cost of parts, call the Automotive Lab at 746-4278.
- CADI discounts on food or food services: call CADI at 746-4750.
- Office 365 subscription: call Computer Information Services at 746-4660.
- Veterinary Services: Dog wash and other services, call the Veterinary Science Technology Department at 746-4425.
SUNY “Perks at Work”
The SUNY PerksCard and "Perks Connect" program enables members of the SUNY family to save money on many of their everyday purchases, including: dining, retail, auto services, pet needs, home services, health & beauty, fitness, recreation, travel, entertainment, and much more! Membership is free to members of the SUNY family.
Enroll today, using SUNY Perks Code: suny2015 to explore savings opportunities by calling 518-320-1149 or by visiting the SUNY Perks at Work website.
Please note that SUNY does not endorse, support, or benefit from any of the programs or offers listed, and this information is provided strictly for further exploration. Employees should review and research any programs or offers before enrolling or providing any personal information. Only representatives of each program, vendor, or merchant are knowledgeable and experienced enough to address questions or to assist with their respective programs.
*Note: If using a campus email address/system to access the SUNY Perks-Employee Discount Program, such must still be done in accordance with NYS P14-001 Acceptable Use of Information Technology Policy (pdf).
Please remember that employees are subject to all Delhi policies regarding use of campus electronic equipment. Failure to comply may lead to disciplinary action up to and including termination of employment.
Important Websites/Telephone Numbers
- Office of Human Resources: 607-746-4495
- Health & Counseling Services: 607-746-4688
- Title IX Coordinator: 607-746-4498
- University Police: 607-746-4700
- Auto Lab: 607-746-4278
- CADI: 607-746-4750
- Computer Information Services: 607-746-4660
- DC-4 Child Care: 607-746-4710
- Employee Assistance Program: 607-746-4688
- Golf Course: 607-746-4791
- Veterinary Science: 607-746-4425
CSEA of New York: 800-342-4146
CSEA Benefit Trust Fund (Dental/Vision): 800-323-2732
CSEA Insurance Representative: 800-697-2732
Use the general phone number listed above and select from the following menu options:
- Press 1. United HealthCare (Medical Surgical)
- Press 2. Empire Blue Cross and Blue Shield (Inpatient/Skilled Nursing/Transplant Pre-Certification)
- Press 3. Beacon Health Options (Psychiatric and Substance Abuse Pre-Certification)
- Press 4. CVS/Caremark (Prescriptions)
- Press 5. Nurse-line (Health Information, Education and Support 24 Hours a day)
Flex Spending Account
NYS Employees' Retirement System: 866-805-0990
NYS Teachers' Retirement System: 800-348-7298
Voluntary Retirement Programs
NYS Deferred Compensation (457(b)): 800-422-8463
New York State United Teachers (NYSUT)
General Information for NYS United Teachers: 800-342-9810
Member Benefits Department: 800-626-8101
NYS Department of Civil Service (See Section for Employee Benefits): 800-833-4344
NYS Governor's Office of Employee Relations: 800-473-8766
NYS Tax Information: 800-225-5829
Social Security Administration: 800-772-1213
Internal Revenue Service: 800-829-1040
State Employees Federal Credit Union: 800-428-8822
NY College Savings Program: 800-420-8580
Accidental Reporting System (ARS): 888-800-0029
Pearl Insurance: 518-640-8100