M E M O R A N D U M
March 27, 2008
|To:||All State Departments and Agency Heads|
|Subject:||Compensation and Benefits for M/C Employees|
Chapter 10 of the Laws of 2008 enacts several changes in the compensation and benefits package for management/confidential employees. In addition, a number of changes in this package are being undertaken administratively.
This memorandum describes the major components of the legislation, administrative actions, and other related information. Agency heads and appointing authorities are asked to ensure that this information is communicated to M/C employees in their agencies and facilities.
A schedule of increases to basic annual compensation is as follows:
3 percent, effective April 2, 2007
3 percent, effective April 1, 2008
3 percent, effective April 1, 2009
4 percent, effective April 1, 2010
New salary schedules can be found in Appendix B of the M/C Handbook online at http://www.goer.ny.gov///Labor_Relations/ManagementConfidential/Handbook/2007-2011appdxb.cfm.
Longevity payments for M/Cs in grades 17 and below, which previously were $750 for those with five or more years at the job rate (JR) and $1500 for those with ten or more years at the job rate, will increase as follows:
|Effective April 2, 2007||$875||$1,750|
|Effective April 1, 2008||$1,000||$2,000|
|Effective April 1, 2009||$1,125||$2,250|
|Effective April 1, 2010||$1, 250||$2,500|
These amounts will be added to base in the first three years. Beginning April 1, 2010, longevity amounts will not be added to base and will be paid by separate check.
M/C employees whose principal place of employment is in the City of New York or the counties of Rockland, Westchester, Nassau, or Suffolk will receive an increased Downstate adjustment to their compensation. The amounts are payable at the beginning of the payroll periods closest to the effective dates, as follows:
$1,302, effective April 2, 2007
$1,850, effective April 1, 2008
$3,026, effective October 1, 2008
M/C employees whose principal place of employment is in the counties of Dutchess, Orange, or Putnam will receive an increased Mid-Hudson adjustment to compensation, payable at the beginning of the payroll periods closest to the effective dates, as follows:
$651, effective April 2, 2007
$1,000, effective April 1, 2008
$1,513, effective October 1, 2008
Inconvenience and Hazardous Duty Pay Differentials
For those M/C employees eligible to receive inconvenience pay, the daily rate equivalent has been increased from $550 to $575 a year, effective April 2, 2007.
For those M/C employees eligible to receive hazardous duty pay, the hourly rate differential has been increased from 60 cents to 75 cents, effective April 2, 2007.
Overtime Meal Allowance
For those M/C employees who qualify for an overtime meal allowance, that amount has been increased from $5.50 to $6.00, effective April 2, 2007.
Several enhancements and modifications to the M/C health insurance package are currently under review by the Health Insurance Council. Specific information regarding changes in the M/C health insurance package will be available soon.
Chapter 10 of the Laws of 2008 authorizes a Vacation Exchange Program for M/C employees. Subject to the annual approval of the Director of the Budget, during fiscal years 2008-09, 2009-10, and 2010-11, M/Cs will be permitted to exchange up to five days of accrued credits of annual leave for an equivalent amount of cash, payable December 1 at the employee's rate of pay on the preceding October 1. To participate, eligible employees must have 35 or more days of such credits during the annual election period.
Section 132 of the Internal Revenue Code permits certain employees to pay commuting expenses with pre-tax dollars. The pilot program that has been in place for M/C employees who work in one of the five boroughs of New York City will be expanded to M/Cs statewide beginning in July. The program covers commuting expenses incurred using public transportation. Detailed information will be available before July 1, 2008.
The M/C Tuition Reimbursement Program continues to be available. On January 1, 2008, the maximum reimbursement available in a fiscal year increased from $1,750 to $2,000.
Attendance and Leave
The Leave Donation and Productivity Enhancement programs have been modified.
Under the Leave Donation Program, M/C employees who are non-family members may donate across agency lines. Previously temporary, this is now a permanent provision.
The available dollar credit under the Productivity Enhancement Program increased to $450 on January 1, 2008, and will increase to $500 on January 1, 2010.
Chapter 10 appropriates funding for use in several areas of management training, including participation by M/C employees in jointly-negotiated training and development programs and programs designed specifically for M/Cs, such as the Employee Relations Institute.
M/C Participation in Other Programs
Chapter 10 also provides funding for participation by M/Cs in several statewide programs, including the Employee Assistance Program, retirement seminars, a uniform maintenance allowance for employees in certain titles, and Family Benefits, in which the employer contribution to the Dependent Care Advantage Account has been reinstated and increased for employees at certain salary levels.