CVS-15-13-00009-P Supplemental Military Leave Benefits
4/10/13 N.Y. St. Reg. CVS-15-13-00009-P
NEW YORK STATE REGISTER
VOLUME XXXV, ISSUE 15
April 10, 2013
RULE MAKING ACTIVITIES
DEPARTMENT OF CIVIL SERVICE
PROPOSED RULE MAKING
NO HEARING(S) SCHEDULED
I.D No. CVS-15-13-00009-P
Supplemental Military Leave Benefits
PURSUANT TO THE PROVISIONS OF THE State Administrative Procedure Act, NOTICE is hereby given of the following proposed rule:
Proposed Action:
This is a consensus rule making to amend sections 21.15 and 28-1.17 of Title 4 NYCRR.
Statutory authority:
Civil Service Law, section 6(1)
Subject:
Supplemental military leave benefits.
Purpose:
To extend the availability of supplemental military leave benefits for certain New York State employees until December 31, 2013.
Substance of proposed rule:
The proposed rule amends sections 21.15 and 28-1.17 of the Attendance Rules for Employees in New York State Departments and Institutions to continue the availability of the single grant of supplemental military leave with full pay and further leave at reduced pay through December 31, 2013, and to provide for separate grants of the greater of 22 working days or 30 calendar days of training leave at reduced pay during calendar year 2013. The proposed rule amends section 21.15 of the Attendance Rules consistent with the current Memoranda of Understanding (MOUs) providing such benefits for employees in represented positions, and amends section 28-1.17 to extend equivalent benefits to employees serving in positions designated managerial or confidential (m/c).
New York State Military Law section 242 provides that public officers and employees who are members of the organized militia or any reserve force or reserve component of the armed forces of the United States may receive the greater of 22 working days or 30 calendar days of leave with pay to perform ordered military duty in the service of New York State or the United States during each calendar year or any continuous period of absence.
During on the ongoing war on terror, certain State employees have been ordered to extended active military duty, or frequent periods of intermittent active military duty. These employees face the loss of State salary, with attendant loss of benefits for their dependents, upon exhaustion of the annual grant of Military Law paid leave. Accordingly, supplemental military leave, leave at reduced pay and training leave at reduced pay have been made available to such employees pursuant to MOUs negotiated with the employee unions. Corresponding amendments to the Attendance Rules extend equivalent military leave benefits to employees in m/c designated positions.
With respect to supplemental military leave, eligible State employees federally ordered, or ordered by the Governor, to active military duty (other than for training) in response to the war on terror receive a single, non-renewable grant of the greater of 22 working days or 30 calendar days of supplemental military leave with full pay.
With respect to military leave at reduced pay, upon exhaustion of the military leave benefit conferred by the Military Law, and the single grant of supplemental military leave with pay, and any available accruals (other than sick leave) which an employee elects to use, employees who continue to perform qualifying military duty are eligible to receive military leave at reduced pay. The rules set forth the manner of calculating the rate of reduced pay, which is offset by pay and allowances received for ordered military duty. These leave benefits are available even for employees who do not receive supplemental pay because their military salaries (as defined) exceed their regular State pay.
With respect to training leave at reduced pay, many employees ordered to military duty in response to the war on terror also continue to perform other required military service unrelated to the war on terror. Eligible employees receive the greater of 22 work days or 30 calendar days of training leave at reduced pay following qualifying military duty in response to the war on terror, and after depleting the annual Military Law grant of leave with pay and any leave credits (other than sick leave) that they elect to use. Training leave at reduced pay may then be used for any ordered military duty during the calendar year that is not related to the war on terror. The rules set forth the pay rate calculations applicable to such leave.
The proposed amendment provides that in no event shall supplemental military leave, leave at reduced pay or training leave at reduced pay be granted for military service performed after December 31, 2013, nor shall such leaves be available to employees who have voluntarily separated from State service or who are terminated for cause.
Text of proposed rule and any required statements and analyses may be obtained from:
Ilene Lees, Counsel, NYS Department of Civil Service, Albany, NY 12239, (518) 473-2624, email: ilene.lees@cs.state.ny.us
Public comment will be received until:
45 days after publication of this notice.
Consensus Rule Making Determination
Section 6(1) of the Civil Service Law authorizes the State Civil Service Commission to prescribe and amend suitable rules and regulations concerning leaves of absence for employees in the Classified Service of the State.
Since September 11, 2001, certain State employees have been federally ordered, or ordered by the Governor, to active military duty. The New York State Military Law provides for the greater of 22 working days or 30 calendar days of military leave at full (State) pay for ordered service during each calendar year or continuous period of absence. Employees ordered to prolonged active duty, or repeatedly ordered to intermittent periods of active duty, faced exhaustion of the Military Law leave with pay benefit. Further periods of military service would then subject these employees to economic hardship from the loss of their regular State salaries and deprive their dependents of needed benefits derived from State employment.
To support State employees called to military duty after September 11, 2001, the Governor’s Office of Employee Relations (GOER) executed memoranda of understanding (MOUs) with the employee unions to provide for a supplemental grant of military leave with pay and leave at reduced pay. Subsequent MOUs established a new benefit entitled training leave at reduced pay. These military leave benefits have been repeatedly renewed in the wake of the ongoing War on Terror, including homeland security activities and military operations in Afghanistan and Iraq.
The Governor’s Office of Employee Relations has executed new MOUs with the Classified Service employee unions extending the availability of the single grant of supplemental military leave with pay and leave at reduced pay, and training leave at reduced pay through December 31, 2013. The State Civil Service Commission shall amend the Attendance Rules in accordance with the MOUs and extend equivalent benefits to employees serving in m/c designated positions.
The Civil Service Commission has received no public comments after publication of prior amendments to the Attendance Rules establishing or re-authorizing the benefits now put forward for renewal. Previous re-adoptions of the proposed amendments have been proposed and adopted as consensus rules. As no person or entity is likely to object to the rule as written, the proposed rule is advanced as a consensus rule pursuant to State Administrative Procedure Act (SAPA) § 202(1)(b)(i).
Job Impact Statement
By amending Title 4 of the NYCRR to extend the availability of supplemental military leave, leave at reduced pay and training leave at reduced pay for eligible employees subject to the Attendance Rules for Employees in New York State Departments and Institutions, these rules will positively impact jobs or employment opportunities for eligible employees, as set forth in section 201-a(2)(a) of the State Administrative Procedure Act (SAPA). Therefore, a Job Impact Statement (JIS) is not required by section 201-a of such Act.
