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Alternative Work Options

For Professional and Classified Service Support Staff

Background

We are all aware of the economic difficulties facing the State of New York. In an attempt to creatively meet the coming challenges while maintaining academic excellence as a priority, it has been suggested that we explore alternative work schedule options.

Here you'll find information, originally shared with the campus in 2003 and again in 2008, which outlines some of the flexible work schedule options which may be of interest to you or your staff.  The ideas and concepts are not new - in many cases, they have been options for years.

The information provides important detail in how these options work and what the requirements are to participate. Of course, work schedule changes would need to be reviewed and approved by managers and supervisors, so we encourage you to have conversations with those to whom you report.

Human Resources is prepared to answer any specific questions you may have including impacts on your salary, benefits, and options regarding permanent or temporary changes in your work schedule. Please feel free to talk with us after you have reviewed the information.

Please understand that not all of the options are available to all staff, so review them carefully in terms of what is available to you.

We have tried to think of questions that would arise as you consider these programs and have addressed them in the bulleted information under each option.

It is important for you to note under "Next Steps" that informing our office of your interest in a particular program will be a necessary step.

The contacts on the right-hand side of this page will be happy to talk with you about questions you might have. We are available by either e-mail or telephone.

Options for Either Professional or Classified Service Staff

Full-time to Part-time work

For professional or classified staff, there is the option of moving from full-time to part-time. The implications are indicated below:

Voluntary Reduction in Work Schedule

This program allows eligible full-time employees to voluntarily trade income for time off.  The VRWS program does have some eligibility criteria, which are indicated below.  Basically, the employee and supervisor collaboratively develop a plan for a reduced work schedule that represents a reduction of effort and salary between 5% (minimum) and 30% (maximum). The duration of the program can be for up to 26 bi-weekly payroll periods (one year) at a time. This option allows employees to be absent during "off" times, for instance, during the summer, intersession, etc. and at the same time remain on the payroll without affecting eligibility for benefits.

Example:

A staff person requests participation in the voluntary reduction in work schedule program (VRWS). He/she earns $35,000 per year and negotiates/receives approval for a 20% reduction in work effort and salary beginning on September 1, 2008 through August 31, 2009. He/she and their supervisor plan their work schedule for this period of time indicating times to work and times to take off. He/she will remain on the payroll as an 80% employee earning $28,000 (20% reduction in annual salary) year round. By working full-time beginning on 9/1/08 and throughout the academic year, instead of receiving a full-time salary, he/she will actually "earn" one day of "VR" time each week. He/she will accumulate/bank that earned "VR" time, using it to take off a block of time during the summer months (remaining on the payroll and keeping benefits intact). He/she and the supervisor might also choose for him/her to use the banked "VR" time to opt for a shorter work week, intermittent days off, or shorter workdays, since the VR time is actually earned in hours. The HR office would need to work out individual plans for each interested staff person in order to meet both personal and operational needs.

For Professional UUP and Management/Confidential Staff Only

Change in Obligation:  Calendar to College Year

Within the professional unclassified service, it is possible for a position/person to observe a college year (10 month obligation) rather than a calendar year (12 month obligation). While there might be some exceptions, in general college year positions mirror the traditional academic cycle, beginning their obligation each year on August 15 and extending through the following June 14.

Next Steps

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Last Updated: 10/24/12