INFORMATION FOR NEW PROVISIONAL EMPLOYEES
(Except Section 220/Provaling Rate Employees)

Welcome to Bronx Community College.

The information below has been prepared to answer some of the questions you may have about your employment status and fringe benefits as a new provisional employee.

'PROVISIONAL" EMPLOYMENT

As a provisional, your employment is temporary. Reasons for discontinuance of your employment could include the establishment of an appropriate eligible list or failure to meet performance expectations,

BECOMING A 'PERMANENT" OR "CIVIL SERVICE" EMPLOYEE

In order to become a permanent employee in your title, you must pass a Civil Service Exam and be appointed from a Civil Service List. Announcements of exams are printed in the City Record and in the Civil Service newspaper, 'The Chief". The Office of Human Resources also posts announcements on its bulletin board outside Room  B215 . Whenever possible, individual notices are sent to eligible staff members.

When you pass the exam for your title and are appointed from the resulting Civil Service list, your status will be changed from "provisional" to "probable permanent". Permanent status is gained upon satisfactory completion of a probationary period which is usually one year.

HEALTH INSURANCE COVERAGE

The Employee Health Benefits Program of the City of New York has provided the enclosed summary program description booklet outlining the following hospitalization and medical plans offered.

*Empire Blue Choice             *Med Team/Choice (DC 37 titles only)

*CIGNA Healthcare              *Physicians Health Services

*GHI-CBP/EBC/BS              *Aetna U.S. HEALTHCARE HMO

*HIP/HMO                            *Aetna U.S. HEALTHCARE QPOS

*HIP/CHOICE PLUS            VYTRA (Queens and Long Island)

*GHI HMO Select (Formerly WellCare)

*These plans are Health Maintenance Organizations (HMOs). Some provide options for using healthcare providers outside the HMO panel.

The City of New York will pay 100% of the basic plan for GHI-CBPIEBC/BS , HIP/HMO, and Med- Team. The remaining plans require payroll deductions for the basic plan. Optional coverage may be purchased for all the health plans through additional payroll deductions.

You have the option of joining one of the above health plans. Coverage for you and your eligible dependents will begin 90 days  after the date of your employment. The definition of eligible dependent has been expanded to include a registered  domestic partner.

COVERAGE IS NOTAUTOMATIC

 The required enrollment forms are available in the Human Resources Office. If you do not desire health insurance coverage, you must complete a waiver. Under certain circumstances, you may be entitled to an annual cash incentive payment when you waive health benefits.

If you do not desire health insurance coverage, you must complete a waiver.

UNION WELFARE BENEFITS

Union Welfare Benefits may be available to you through the Welfare Fund covering your title.

Benefits may include:

*Basic Life Insurance       *Optical                           *Accidental Death & Dismemberment         
*Hearing Aids                  *Short Term Disability      *Podiatry          
*Dental                              Supplementary Surgical Benefit                                
*Prescription Drug Plan      Survivor Benefit

A list of the major welfare funds is attached. Contact your union representative for further information.

A voluntary life insurance program is available to all employees in titles covered by DC-37, their spouses and eligible dependents. Payments are made through payroll deductions. If your title is covered by DC-37 (see Welfare Fund list attached) contact your union representative for further information.

PRE-TAX BENEFITS

A number of City benefit programs are designed to save employees taxes on contributions paid for enrollment. They are as follows:

THE MEDICAL SPENDING CONVERSION PROGRAM (MSC)

MSC allows employees who contribute to their health insurance plan to pay for this coverage on a pre-tax basis, Employees are automatically enrolled in the MSC program unless they elect otherwise by completing a form declining the benefit.

THE DEPENDENT CARE PROGRAM (DECAP)

The DECAP program allows employees, through pre-tax payroll deductions, to set aside a fund to pay for day care, child care or in-home care for a disabled spouse or parent.

THE HEALTH CARE FLEXIBLE SPENDING ACCOUNT PROGRAM (HCFSA)

HCFSA permits employees, through pre-tax payroll deductions, to set aside a small fund to pay for eligible health care expenses which are not reimbursable under their health and welfare insurance coverage. More information on these benefits and the necessary forms for enrollment are available through the Human Resources Office.  

LONG TERM CARE PLAN

The City of New York offers a long term care plan that is available to all CUNY employees. New employees are guaranteed acceptance if they enroll within 30 days of employment. Thereafter, employees may enroll at any time but will be required to provide medical evidence of good health. This plan may be paid for through payroll deduction. Premiums are based on each individual's age upon enrollment and the option chosen. This plan is available to spouses, parents, parents-in-law, grandparents and grandparents-in-law. COVERAGE CONTINUES AS LONG AS PREMIUMS ARE PAID.

RETIREMENT BENEFIT

You may  join the New York City Employees' Retirement System when you are appointed. For employees hired after 6/28/95, who have no previous City or State service there is a pre-tax contribution of 5.35% of your salary. Part of your contributions plus 5% interest can be withdrawn if you resign or are otherwise terminated from your position within a 5 year period. Information about the pension plan and applications are available in the Human Resources Office.

TAX DEFERRED ANNUITIES (TDA)

You may participate in a Tax Deferred Annuity Program known as a 403(b). Through a salary reduction agreement you can set aside a percentage of your salary before taxes. This program is made available through Metlife. The Metlife representative can be reached at: 1-800-492-9553 X28563.

WORKERS' COMPENSATION

You are covered by Workers' Compensation. Accidents must be reported immediately to the Security Office. DO NOT PAY for any medical/hospital expenses incurred as a result of your injury. All claims must be processed through the Human Resources Office. For questions or assistance with completing the forms, contact extension 5118.

LEAVE BENEFITS (With pay)

SICK LEAVE (Blue Collar[White Collar Agreements) You accrue one day of paid sick leave per month.

'Sick leave shall be used only for personal illness of the employee. Proof of disability must be provided by the employee, satisfactory to the College or University." Use of sick leave must be approved by your Supervisor and proof of disability may be requested at any time.

Proof of disability is always required when:

1. An employee requests sick leave for more than three (3) consecutive days, or

2. An employee uses undocumented sick leave more than five (5) times in a six (6) month "sick leave period" (January 1st to June 30th inclusive and July 1st to December 31st inclusive). An employee who exceeds the number of undocumented absences in any "sick leave period" shall be required to submit medical documentation before further sick leave may be approved. The requirement for such documentation shall continue in effect until the employee has worked a complete "sick leave period" without being on sick leave more than two (2) times.

ANNUAL LEAVE (Blue Collar/White Collar Agreements, Time and Leave Regulations)

"Any employee who has completed four (4) months of service may be permitted to take approved annual leave as it accrues."

'Employee requests for annual leave shall be made in writing. Approval or disapproval of the request shall be made by a supervisor.'

Annual Leave Accruals

Years of Service Monthly Earnings (Days)	Maximum Annual Earnings (Days)	Maximum Monthly Earnings (Days)
1st year to 4th year	15	1 ¼ days
5th year	20	1 2/3 days
8th year	25	2 days & 1 added at end of year
15th year	27	2 ¼ days

TERMINAL LEAVE (Blue Collar/White Collar Agreements)

"Terminal leave with pay shall be granted prior to final separation to employees who have completed at least ten (1 0) years of CUNY service on the basis of one (1) day terminal leave for each two (2) days of accumulated sick leave up to a maximum of one hundred twenty (1 20) days of terminal leave. Such leave shall be computed on the basis of work days rather than calendar days."

JURY DUTY (Time and Leave Regulations)

"Leave for jury duty shall be granted to the employee provided that the employee remits to the College an amount equal to the amount received for such jury duty, less any amount received as reimbursement for travel expenses."

When you report for juror service, please indicate that you are an employee of The City University. Documentation from the court verifying juror service must be submitted to the Human Resources Office. Any check that you receive for juror service must be submitted to the Office of the Bursar, Colston Hall.  If you will not receive a check, obtain verification that payment will not be made. This must be submitted to the Human Resources Department, Room 106, South Hall with your documentation of days of jury service.  

DEATH IN FAMILY (Time and Leave Regulations)

An absence, not to exceed four (4) work days in the case of death in the immediate family. "Immediate family shall be defined as spouse; natural, foster or step-parent; child; brother or sister; father-in-law; mother-in-law; or any relative residing in the household.

Documentation (such as death certificate) indicating relation of deceased family member is required.    

FAMILY MEDICAL LEAVE ACT OF 1993 (FMLA)

Employees of The City University of New York are eligible for leave under FMLA - see enclosed materials.

CHILD CARE LEAVE

A child care leave of absence without pay shall be granted to an employee (male of female) who

becomes the parent of a child up to four (4) years of age, either  by  birth or by adoption for a period of up to forty-eight (48) months."

HOLIDAYS (Blue Collar/White Collar Agreements) See Holiday Schedule for your title

WORK HOURS

CUNY Office Assistants work 35 hours per week, usually  9AM to 5PM, with an hour for lunch.

Other schedules require approval of the Department Head and the Human Resources Director. Employees in other titles may work 35 or 40 hours per week. Some positions require evening work, weekend work, and rotating shifts. You will be informed of your schedule when you start work.

SHIFT DIFFERENTIAL

There shall be a shift differential of ten percent (10%) for all scheduled hours worked between 6 PM and 8 AM with more than one hour of work between 6 PM and 8 AM. An employee working overtime shall not receive a shift differential for such work, but shall receive overtime pay .

SHORTENED SUMMER WORK DAYS (Non-Air Conditioned Work Areas) (Blue Collar[White Collar Agreements)

"Summer work week shall be a period of shorter work days from the Monday  following each College's Spring Commencement.  "Shortened work day schedules do not apply to employees who work in air-conditioned facilities."

SUMMER WORK WEEK (Four-Day Week)

For the past several years the College has closed on Fridays for a period during the summer and it is expected that this practice will continue. During these weeks most staff members work more

hours per day and complete their weekly work hours in four days. Others elect to continue their 9- 5 or other schedule and charge Fridays to annual leave. Memoranda regarding the summer work week are usually distributed in April. (Employees in Public Safety are not covered by the summer four-day work week schedules.)

WAIVER OF TUITION FOR CUNY COURSES

CUNY Office Assistants are eligible after six months of service. Employees in other Civil Service titles are eligible after one year of service. The required forms are available in the Human Resources Office. Please allow at least 1 full business day for processing your request.

PAYCHECKS

Paychecks are distributed every two weeks on Thursday, after 3:3000 pm. Arrangements can be made for direct deposit. Direct deposit forms can be picked up in the Human Resources Office, South Hall Room 106., Outside the Payroll Office, Colston Hall 8^th Floor, and outside the Bursar’s Office in the information rack. Please contact the Human Resources Office, extension 5119 for further information.

UNION DUES/AGENCY SHOP FEES (Blue Collar[White Collar Agreements)

'The University and union agree that employees shall be subject to an agency shop fee deduction." You will see a deduction for union dues or the Agency Shop Fee indicated by a code number on your salary check stub under 'Other Deductions'. The Agency Shop Fee is equal to the amount deducted from union members for union dues.

FINGERPRINT FEE

We are required to fingerprint and collect a $50.00 fingerprint processing fee. The $50.00 fee must be paid by Postal Money Order, only. payable to the New York State Division of Criminal Justice Services. Personal checks and cash cannot be    accepted. Before you start work, you must bring your money order to the Human Resources Office, Room 106, South Hall, and have your fingerprints taken.

PROCESSING FEE

We are also required to collect a processing fee. (See above under "Fingerprint Fee"). Human Resources will let you know the amount of the processing fee. Bring the money order (processing fee) with your $50.00 money order (finger print  fee) to the Human Resources Office.

PARKING FACILITIES

Parking space is limited. For further information, you may contact the Campus Safety Office located in Loew Hall, 5^th floor.  The telephone number is (718) 289-5923.  

ID CARDS

All staff members are required to have current Bronx Community College identification cards.(CUNY Card) Please contact the Office of Public Safety, extension 5923. 

COMPLIANCE WITH THE IMMIGRATION REFORM AND CONTROL ACT OF 1986

Both citizens and non-citizens must submit documents to verify their identity and employability. All offers of employment are contingent on presentation of the proper documents. Whenever possible, verification should be completed prior to your start date. However, no later than your first day of employment, you must furnish the following to the Department of Human Resources Office,

An 1-9 form (available in the Human Resources Office) with Section 1 completed. 2. Original documents) proving your:  

(a) identity

(b) eligibility to work in the United States

A complete list of the documents which may be used to fulfill the requirements of the Immigration Reform and Control Act is included with your orientation materials.

PLEASE NOTE:

The preceding pages are an attempt to summarize selected contract provisions, etc. Complete information is contained in the official booklets and policies of the applicable insurance companies, the CUNY Personnel Rules and Regulations, the White and Blue Collar Agreements, etc. These and other official sources take precedence over statements made above.

We hope this information is helpful. If you have questions or wish additional information, please contact  the Department of Human Resources, extension 5119, or visit us in South Hall Room 106.

AN EQUAL OPPORTUNITY/AFFIRMATIVE ACTION/ AMERICAN DISABILITY ACT EMPLOYER