Purpose

To provide instructions for processing of the LLS payment for eligible employees in Bargaining Unit 97

Affected Employees

Longevity-eligible employees in Bargaining Unit 97

Background

Pursuant to the SUNY Construction Fund’s Board Resolution a new LLS payment began April 2010. The October Longevity Lump Sum payments will be in the amount of $1,250 or $2,500.

Effective Date(s)

Payments may be submitted in Pay Period 14, paychecks dated October 27, 2010 (Administration). Payments will be paid in a separate check. There will be no direct deposit for this payment.

Eligibility – CSEA Employees

Employees in NS (Grade 600) positions are eligible for the payment provided the employee:

• Is on the payroll September 30, 2010 (Active, on Paid Leave of Absence, or a Military Stipend Leave) in a BU 97 position; and
• As of September 30, 2010, has five (5) or more years of continuous service* at a base annual salary equal to or greater than the Job Rate for the employee’s current grade; and
• Did not receive an “Unsatisfactory” evaluation on their last rating date. Employees who were not rated or not reported as “Unsatisfactory” during the period will receive the payment.

*Continuous service, as used in determining eligibility for the LLS payment, is paid service (including part-time annual-salaried service, paid Military Leave and Sick Leave at Half Pay) or time on Workers’ Compensation Leave or Military Leave without Pay.

Employees who were previously established on the April cycle will continue to receive future LLS payments on the April cycle.

An employee who meets the continuous service eligibility requirement for payment in October 2010, but who receives an “Unsatisfactory” rating, will not receive a payment in October 2010 and will remain on the October payment cycle.

The following employees will become eligible for the LLS payment during 2010-2011:

• An employee who otherwise qualifies but is on an approved Leave of Absence without Pay including Workers’ Compensation Leave or on a preferred list on September 30, 2010 and who returns from such leave between October 1, 2010 and September 30, 2011 is eligible for the payment. There is no minimum service requirement following the employee’s return to active payroll status. The agency should request the LLS payment in the same pay period the employee returns to active payroll status.
• Demotion after September 30, 2010 - An employee who is not eligible for the payment becomes eligible if the employee returns to a lower graded position between October 1, 2010 and September 30, 2011, provided the employee otherwise would have been eligible if the employee had been in the lower graded position on September 30, 2010 and remained in the lower graded position for at least six (6) pay periods; and
• The promotion was temporary and the employee has been reinstated to their previous position or has been appointed to another lower graded qualifying position; or
• The promotion was permanent, but the demotion occurred:
  • in lieu of layoff; or
  • voluntarily during the probationary period; or
  • as a result of failure of a probationary period.

The agency should request the LLS payment after the completion of six (6) full pay periods in the lower grade using the same effective date as the demotion.

An employee demoted as a result of a disciplinary action or who takes a voluntary demotion from a permanent position after the completion of a probationary period in the higher grade is not eligible for an LLS payment in the lower grade.

Agency Actions

The agency must insert a row on the employee’s Additional Pay page using the Earnings Code LLS to make the payment. The payment amount is $1,250 for five (5) or more years and $2,500 for ten (10) or more years or a prorated amount, as described below:

• Employees who are full-time on September 30, 2010 or full-time employees who are on a Paid Leave of Absence, Military Stipend Leave or on a Voluntary Reduction in Work Schedule (VRWS) receive the full payment amount.

Note: For employees on the Voluntary Reduction in Work Schedule program, the agency must verify that the Full/Part Time Indicator on the Job Data/Job Information page is “Voluntary.”

• Employees who are part-time on September 30, 2010 receive a prorated payment based on the employee's part-time percentage on September 30, 2010.
• Part-time employees who are on a Paid Leave of Absence, or Military Stipend Leave on September 30, 2010 receive a prorated amount based on the employee's regular part-time percentage prior to the leave.

The Additional Pay page must be populated for eligible employees with the following:

To Correct an Increment Code

If an employee is eligible to receive an LLS payment but has an incorrect Increment Code in the Job Record, the agency must, in addition to submitting the LLS payment, submit a Job Action Request using the Action/Reason code of DTA/CIC (Data Change/Correct Increment Code). The appropriate Increment Code must be entered in the Increment Code field.

Employee Becomes Eligible for Payment Due to Demotion

If an employee was ineligible on 9/30/10 and becomes eligible in 2010-2011 due to demotion as explained above, the agency should enter a comment on the General Comments page verifying the employee is eligible for LLS

Retirement and Overtime Calculation Information

The LLS is a one-time, lump sum payment which is included as salary for retirement purposes and in the calculation of overtime compensation (refer to “Overtime Compensation,” Part III, Page 1 of the OSC Salary Manual). The October 2010 Longevity Lump Sum payment will be included in the calculation of overtime earned from October 1, 2010 through September 30, 2011.

Taxes and Deductions

This payment is subject to Federal, State, and local income taxes and Social Security/Medicare employment taxes. Deductions will be taken for mandatory retirement contributions, garnishments and Federal levies.

Payroll Register and Employee’s Paycheck/Advice

The Earnings Code LLS and the amount will be displayed on the payroll register. The earnings description, Longevity LSP, and the amount will be printed on the employee’s paycheck.

This payment will be made in a separate check regardless of when paid. There will be no direct deposit for this payment. The separate check will be issued along with the employee’s regular paycheck or direct deposit advice for the check date submitted.

Questions

Questions may be directed to the Salary Determination mailbox.