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Section 2 - Employment policies
All SUNY Oswego Employees are Subject to the Terms and Conditions of the New York State Public Officers Law (POL)
Titles and types of appointment
Academic employees hold the title of distinguished teaching professor, distinguished service professor, professor, associate professor, assistant professor, instructor, visiting professor or lecturer. The equivalent ranks for librarians are librarian, associate librarian and senior assistant librarian. Positions are held under continuing (tenured) appointment, term appointment, temporary appointment or visiting appointment. Definitions of these appointments are provided in the Policies of the Board of Trustees. The Office of Human Resources can provide information regarding titles of professional staff positions not included in the above academic titles.
Appointment procedures: Appointment of faculty and professional staff: Appointment procedures are contained in Article XI of the Policies of the Board of Trustees. It also defines the type of appointment, the method of appointment, the criteria for appointment and the term of an appointment for both faculty and professional staff members.
Oath of Office: Pursuant to the New York Education Law, members of the faculty or professional staff who are United States citizens must execute an oath to support the federal and state constitutions and to faithfully discharge the duties of their positions before undertaking New York State service.
Salary arrangements: College employees are paid bi-weekly, every other Wednesday.
Promotion, continuing and permanent appointments: Faculty promotions: The promotion of a faculty member to a new academic rank occurs as a result of sequential recommendations by a departmental committee; the departmental chair; the appropriate College of Arts and Sciences; School of Communications, Media and the Arts; School of Business; or School of Education peer review committee; and review by the Dean, Provost and President.
Procedures for promotion of professional staff are contained in Article XII of the Policies of the Board of Trustees, as supplemented by the Memorandum of Understanding Between the State University of New York for United University Professions Relating to a System of Evaluation for Professional Employees.
A letter of resignation implies the following when written: (1) that the resignee wishes to terminate the resignee's association with the college on a specified date; (2) that the letter of resignation is a deliberate attempt to inform all necessary personnel of this decision; (3) that the resignee truly believes the decision to resign will sever the resignee's relationship with the college.
Procedures to insure that the preceding assumptions are upheld, the following procedures will be observed:
1. When a letter of resignation is written, it is the responsibility of the resignee to send the original copy to the department chair or supervisor with copies to the appropriate Dean, the appropriate Vice President and to the Office of Human Resources.
2. It is the responsibility of the department chair or supervisor to consult with the Vice President as soon as possible to determine the course of action to be taken. In no event would a protracted period of time occur. Even if the chair or supervisor or the Vice President were off campus, as soon as both were on campus, a consultation should take place. It is the responsibility of the President to insure that consultation occurs promptly.
3. It is the responsibility of the department chair or supervisor to apprise the Vice President during the aforementioned consultation of his/her recommendations.
4. The alternatives to be considered bv the Vice President are:
a) Acceptance of the resignation; or
b) A plea for reconsideration of the resignation.
5. Regardless of the Vice Presidential action, the Vice President will send a certified letter to the resignee with copies to the department chair or supervisor, Dean, the President and the Office of Human Resources within one week of the consultation with the department chair or supervisor.
Acceptance: If the Vice President accepts the letter of resignation, a certified letter is sent to the resignee informing the resignee of the acceptance. Copies are also sent to the President, Dean and the department chair or supervisor within one week of the consultation.
Reconsideration: If the Vice President desires a reconsideration of the resignation, a meeting must be initiated by the Vice President that will involve all relevant personnel as determined by the Vice President. If requested, and the resignee does reconsider the decision to resign, the Vice President will return the letter of resignation to the writer. The letter is thereby considered null and void. The Vice President then notifies the department chair or supervisor, Dean, Office of Human Resources and the President of the reconsideration. The Vice President's letter must be dated within one week of the meeting.
Professional staff grievances
Academic and professional staff grievance procedures are set forth in the Agreement between the State of New York and United University Professions.
Recruitment and employment of relatives
1. When a relative of an employee is to be appointed, the person requesting the appointment must assure supervisory personnel that a thorough search has been made for a qualified candidate. This information should be transmitted on a completed Affirmative Action Recruitment form.
2. No employee will at any time be a party to any official decision which affects a relative. Any evidence of violation of this policy will automatically invalidate the decision.
Faculty and professional staff leaves
Sabbatical leave: Sabbatical leaves are available to members of the faculty for planned travel, study, formal education, research, writing or other experience of professional value. For details of eligibility and application, see Article XIII, Title E, of the Policies of the Board of Trustees and the Agreement between the State of New York and United University Professions.
Sick leave: Full-time and part-time faculty and professional staff members accrue credits for sick leave according to the appropriate schedule in Article XIII, Title C, of the Policies of the Board of Trustees and the Agreement between the State of New York and United University Professions.
Other leaves: It is possible for faculty or professional staff members to qualify for leaves of absence with or without pay. For details, see Article XIII of the Policies of the Board of Trustees and the Agreement between the State of New York and United University Professions.
Extra service is defined as work by a full-time state employee in a state payroll agency other than the one to which the employee is regularly assigned. Extra service may not interfere with the employee's regularly assigned duties.
Extra service may only be paid after the service has been rendered.
Dual employment is defined as the undertaking of additional employment beyond basic professional obligation by a State University professional employee and follows the following guidelines.
- In no case may a full-time member of the university faculty or professional staff hold another full-time position.
- No full-time member of the university faculty or professional staff may undertake other employment, that interferes with the performance of the professional obligation to the university.
- So long as the professional obligation is met, university employees may undertake additional employment commitments if the time involved in such activities does not exceed one business day per week or the equivalent. These days may not be cumulative (i.e., faculty can only take a single day in any given week).
- The determination of the professional obligation of university faculty or professional employees shall be the responsibility of each campus President, or Chief Administrative Officer.
- It is expected that full-time members of the university faculty or professional staff will report any additional employment arrangements directly to the Dean.
- No part-time member of the university faculty or professional staff may undertake other employment that interferes with the performance of the professional obligation to the university.
Academic and professional employees may not engage in any combination of dual employment or consulting that will require more than a total of one day per week of their time.
Other extra-service salary information
For specific information relating to extra service pay, contact one of the following offices: Extended Learning, Summer Sessions and Distance Learning, the Office of the Provost or the office of the appropriate academic Dean.
Salaries for extra service, part-time adjunct faculty and Summer Session
SUNY Oswego recognizes that part-time adjunct faculty are an important part of the college's effort to deliver high-quality instruction to students. It is therefore essential to ensure that SUNY Oswego can attract its share of qualified adjuncts. The best way to ensure this is for the college to offer salaries that are competitive with other area colleges and universities.
Effective with the 2013 fall semester, the following rates of compensation for credit-bearing instruction will apply:
- Faculty drawn from inside the college who teach on an extra-service basis during the academic year for instruction will be compensated at the rate of $984 per credit or $2,952 per three-credit course. Faculty who teach in summer or winter session courses will be compensated at the rate of $2,952 per three-credit course.
- Part-time casual or adjunct faculty drawn from outside the college will be compensated for one or two courses at the rate of $984 per credit or $2,952 per three-credit course during the academic year and $2,952 per three-credit course during the summer or winter session. If an adjunct faculty person is needed for a three-course overload, the salary will be three-quarters of the contractual minimum in effect for the rank of instructor.
- Retirees who return to teach on less than a full-time basis will be compensated at $3,500 per three-credit course for one calendar year after retirement. Any courses taught after the first year will be compensated at the adjunct rate.
- Adjunct faculty who, under the terms of the Agreement between the State of New York and United University Professions, are subject to across-the-board salary increases will receive the appropriate adjustments. See Agreement between United University Professions and the State of New York at: http://www.suny.info/policies/groups/public/documents/policies/pub_suny_pp_038022.htm
This policy is subject to change and does not supplant existing laws or regulations.