Retiree Activist Handbook

We strongly encourage you to take advantage of all NYSUT and our affiliates have to offer the more than 230,000 retirees that have maintained membership. Here are just a few benefits of being a NYSUT retiree:

  • Access to NYSUT Member Benefits including insurance, legal/elder care advice and many cost savings opportunities.'
  • Staying informed through publications such as NYSUT United, the Retiree Organizer and newsletters from retirement chapters and councils.
  • Connecting with retirees at multiple social and informational events.
  • The ability to remain a strong voice in all educational and pension-related matters through our political action team.
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HCTA Urges School Board to Prioritize Safety & People

 

As we apprach the return of Hernando students to our schools in the weeks ahead, our message to the decision makers remains unchanged: The safety of our students and staff MUST come first!  Teachers are bracing for a year expected to look like no other. We need the full support of leaders and the larger community to ensure the safe reopening of our schools.

 

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***** EA Local 2343: We Make 916 Work! *****

Guidance on Schools, Power Outages, & Travel

3 Items of Popular Interest: How to handle Back-to-School, the power outage from Storm Isaias last week, and the guidelines for out of state travel:

Power Outages From Storm Isaias (August 7):
A new Override Reason Code (ORC) has been created for use when an employee who has been teleworking during the COVID period is unable to do so, because of power/connectivity issues at the telework site.  The employee is responsible for contacting the supervisor to determine if the standard workplace can accommodate the employee’s coming to work while the power/connectivity issues persist, in light of current COVID guidelines for facilities.  For any day that the workplace cannot accommodate the employee’s reporting to the regular state worksite, the employee will be allowed paid leave in accordance with CGS 5-248(a).  The new Override Reason Code is PCC19 and is effective dated July 31, 2020.  The new ORC should be used in conjunction the Time Reporting Code (TRC) LOPD.

Back-to-Schools (August 10):
As the 2020-2021 school year approaches, employees are being informed that school districts in which their children are enrolled are offering multiple options, including returning to full-time in-school, remote learning, or a hybrid of in-school and remote learning methods; many are allowing families to select the method of learning they prefer.  As employees seek to address specific family situations, they may come forward to request a variety of scheduling options, including extended telework. How do we handle these various circumstances?  

Consideration of telework or schedule modifications that coincide with the academic needs of the child are made at the agency level on a case-by-case basis.  Decisions should be based on the organizational needs of the agency/agency operations, the agency’s approved re-opening plan, and the ability of the employee to remain
productive, including the employee’s level designation.   Employees should be encouraged to make such special requests as soon as possible, so that management may respond timely.

Out of State Travel (August 12)
An employee has returned to Connecticut after spending more than 24 hours in a state that is on the list of affected states. While the employee is quarantining, that state is removed from the list. Must the employee complete the required quarantine period, or can they return to work as of the date that state is removed from the list?
 
The employee must complete the quarantine period. If the employee is able to work remotely, the employee should work remotely; if not, the employee must code the absence in accordance with this guidance.

On June 24, 2020 Governor Lamont announced a travel advisory that individuals traveling from states with significant community spread of COVID-19 self-quarantine for 14 days from the time of last contact with the identified state. Many employees will continue to telework, so for those employees, resuming work after travel to an identified state does not involve return to the workplace. However, for those employees who must return to the workplace following travel to an identified state, the agency and the employee must recognize that additional time away from work will be necessary due to this reason. If paid leave under 5-248(a) has not been exhausted, then the employee may utilize that entitlement. Otherwise, leave accruals will need to be used or the employee risks being placed on an unpaid leave of absence. See Guidance under Level B.

The CDC recommends all nonessential international travel should be avoided.  Employees who travel outside of the U.S. must self-monitor at home for 14 days following their return. Many employees will continue to telework, so for those employees, resuming work after travel does not involve return to the workplace. However, for those employees who must return to the workplace, the agency and the employee must recognize that additional time away from work will be necessary due to this reason. If paid leave under 5-248(a) has not been exhausted,
then the employee may utilize that entitlement. Otherwise, leave accruals will need to be used or the employee risks being placed on an unpaid leave of absence. See Guidance under Level B.

 

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