| Overall Rating | Silver |
|---|---|
| Overall Score | 49.37 |
| Liaison | Beth Klein |
| Submission Date | Feb. 5, 2025 |
State University of New York at Cortland
PA-12: Employee Rights
| Status | Score | Responsible Party |
|---|---|---|
|
2.50 / 3.00 |
Megan
Swing Energy and Sustainability Engagement Coordinator Sustainability Office |
12.1 Number of weeks of paid maternity leave
Narrative and/or website URL providing an overview of the maternity leave options available to employees:
SUNY Attendance & Leave Policy
SUNY Cortland Paid Family Leave -
The purpose of PFL is to help employees with work-life balance by providing a paid leave alternative to charging paid leave accruals for leaves of absence to attend to family* needs associated with:
- the birth or placement of a biological, adopted, or foster child (first 12 months)
- a family member's serious health condition (physical or psychological care)
- a call to active duty in the U.S. armed forces (qualifying exigency)
The Reporting Tool will automatically calculate the following figure:
12.2 Percentage of employees eligible for paid all-gender family/medical leave
Narrative and/or website URL providing an overview of the institution’s eligibility criteria for paid family/medical leave:
Family Medical Leave Act (FMLA) | Business Services Center
All full-time & part-time employees that have worked for at least one year, or 1250 hours in the12-months before the leave are eligible for Family Medical leave act (FMLA)
Estimate given based on Human Resources and Payroll records
The Reporting Tool will automatically calculate the following figure:
12.3 Published measures to protect employee rights
Does the institution publish information on grievance resolution in a format that is accessible to all employees?:
Does the institution publish information on whistleblower protections in a format that is accessible to all employees?:
Does the institution publish information on freedom of association in a format that is accessible to all employees?:
Narrative and/or website URL providing an overview of the institution’s published measures to protect employee rights:
-
NY Civil Service Law § 75-b
This statute provides protection to Cortland and all NYS public employees, it prohibits adverse action against any employee who discloses to management or a governmental body information that concerns a violation of law or College policy creating a malfeasance including financial damages and dangers to public health or safety. The NYS employee only needs to reasonably believes the situation is true. Again, unlike private employees, public employees receive whistleblower protection for reporting governmental acts that the employee reasonably believes are unlawful but which may not in fact violate a law, rule, or regulation. Civil Service Law § 75-b requires a cure period before the whistleblower is protected. Specifically, prior to disclosing the information, the employee must make a good faith effort to provide their supervisor and the College with a reasonable opportunity to take appropriate action unless there is an imminent and serious danger to the public’s health or safety.
The Reporting Tool will automatically calculate the following figure:
Optional documentation
Additional documentation for this credit:
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.