This webpage will continue to be updated with more information and resources as it is gathered. Please visit this webpage frequently for the most up-to-date information.
- Please review SUNY's telecommuting policy.
Childcare Needs & Guidance
Following the Monroe County state of emergency, all K-12 Monroe County schools have closed indefinitely and we suspect more closures in the coming days and weeks.
- Please begin arranging for childcare for the next few weeks, should it be necessary.
- Please discuss temporarily staggering your work hours with your supervisor if it would be helpful.
- If an employee is unable to secure alternate childcare and needs to stay home, New York State guidelines currently require that they charge vacation time.
- Unit heads and supervisors should begin planning for potential absences in their respective areas to maintain continuity of services.
This is a fluid situation that can continue to change at any time as we receive more information from the Governor’s Office of Employee Relations and continue to work with our various unions.
Sign Up for Direct Deposit
We strongly encourage everyone to take advantage of the opportunity to sign up for direct deposit. On payday, your earnings are electronically transferred into your account(s) even if you are out of the office. Complete the short enrollment form below (instructions found on the second page) and forward it to the Payroll Office.
Hourly Employee Payroll & Timesheets
The College has been advised by SUNY Administration to continue processing payments for all hourly employees (those who are unable to work as a result of emergency measures taken in connection with efforts to mitigate the spread of COVID-19 and those working remotely). Follow the below guidelines for the payroll period 3/19/20–4/1/20.
Employees Unable to Work Remotely
All hourly employees who are unable to work remotely should continue to complete their time sheets as if they had worked their regular schedule.
Employees Working Remotely or On Campus
All hourly employees who are working on campus or remotely should complete their timesheets according to the hours they actually work. These employees will be paid for any actual hours worked as reported on their timesheet OR the average pay for pay for periods 24 (2/6/20–2/19/20) and 25 (2/20/20–3/4/20), whichever is higher (as determined by the Payroll Office).
As of now the Governor’s directive is for two weeks beyond the dates of issuance (3/16/20–3/30/20).
Timesheet Submission Process
Please email all timesheets to firstname.lastname@example.org. For employees unable to fax/scan and email; the timesheet can be saved, completed, and forwarded through email to their supervisor. The supervisor can then print, sign, and forward the timesheet on to the payroll office through email.
If the supervisor also does not have access to print, the timesheet can be forwarded by the employee directly to payroll through email with their supervisor copied in. The supervisor then must respond to the email stating they approve the timesheet.
If these options do not work for your circumstances, please contact us at email@example.com.
Members can email Brockport CSEA leadership with questions.
Protocol for Employees Who Report Symptoms and/or Have Been in Contact with an Individual with a Confirmed or Suspected Case of COVID-19
- Any symptomatic employee should not report to work. As the number of suspected and confirmed cases of COVID-19 increases, all New York
State employees must monitor themselves for possible symptoms, such as:
- Shortness of breath
- Respiratory infection/distress
- Any employee who has come in close or proximate contact of a confirmed or suspected case of COVID-19 (close is defined as within six-feet and a period of 15 minutes or more; proximate is defined as being within an enclosed environment but greater than a six-foot distance from the individual) should not report to work.
- Any employee experiencing symptoms associated with COVID-19 or has come in contact with someone who is confirmed to have
COVID-19 shall immediately report symptoms to their supervisor and contact the Office of Human Resources (HR) at 395-2126.
- The employee will immediately be directed to leave work (if they are currently at work), stay home, and self-quarantine as a precaution.
- The supervisor shall request and record the latest contact information for the employee, including home or mobile telephone numbers, so that HR personnel can reach them for follow up information.
- If the employee is experiencing severe symptoms and requires urgent medical attention, call 911 and notify the dispatcher that the employee may have COVID-19 symptoms so the medical personnel may use the appropriate precautions.
- The College will deploy facility maintenance personnel to clean and disinfect the suspected employee’s work area.
- Human Resources will remotely contact the employee to:
- Inquire about current symptoms.
- Verify that they have precautionarily quarantined.
- Identify potential contact and interactions with other employees at the College.
- As a precaution while the employee awaits test results, Human Resources (in consultation with DOH) will identify the employees who may have been in close, sustained contact with the employee after they became ill. These close professional contacts will be notified by HR of their potential exposure and directed to self-quarantine and shall remain quarantined until the symptomatic employee’s test results are received, and HR provides further notice.
- Direct the employee to call a health care provider and seek testing.
- The employee should first contact their primary health care practitioner to see if they are available and able to collect a sample for testing. If not, the employee should contact the New York State COVID-19 hotline at 1-888-364-3065 to be referred to a regional testing site that can collect and submit a sample for testing.
- The employee must notify HR of the test results as soon as they are received. Test results will be verified by the New York State Department of Health (DOH).
- HR will provide information on both the suspected employee and potential professional
contacts to the Governor’s Office of Employee Relations (GOER) and DOH.
- HR will communicate with employees as necessary pending additional information and/or test results.