Important! Please check this page 30 minutes prior to the start of your work day and again during your work day.
Updated: August 5, 2020
The desktop version of Microsoft Outlook was removed from the TCC VDI Pool on 8/3/20. You can still access Outlook by using Outlook Web Access on your browser. A link for Outlook Web access is located on your desktop, or you can go directly to https://outlook.office365.com.
You may find these Outlook Office365 Tips helpful.
Updated: July 17, 2020
An employee who is required to file an annual Financial Disclosure Statement (FDS) must take the Comprehensive Ethics Training Program (CETC) training within two years of becoming subject to that requirement. After taking the CETC, the employee must take the 90-minute Ethics Seminar every three years thereafter. An employee who has already taken the CETC may choose to take the CETC again rather than the Seminar. However, an employee who has not yet taken the CETC cannot substitute the Seminar in its place.
Please see Information about Training on August 11 & 12, 2020 (PDF).
Updated: July 9, 2020
This training is for all employees. However, enrolling in this training does not automatically approve employees for telecommuting. After taking the training, employees need to be approved to participate in the program.
This is a two-part training. Employees need to complete both parts of the training to be considered for the program. Part I, Telecommuting Program, will be held July 13th at 10:30 a.m. via WebEx. Part II, How to Work Remotely, can be viewed any time in SLMS.
Please enroll in both sessions by logging in to your SLMS account and searching for the course titles.
Training Part I: Telecommuting Program
Date:July 13, 2020
Search in SLMS: 071320_Telecomm_Webex
Training Part II: Telecommuting Program
Date: Available in SLMS
Search in SLMS: How to Work Remotely
Please use this link to register for the webinar: WebEx Telecommuting Registration
Questions? Please contact [email protected].
Updated: June 11, 2020
Consistent with recent changes in election law, the time off allowed to vote has changed as follows:
If an employee has four consecutive hours either between the opening of the polls and the beginning of his or her working shift, or between the end of his or her working shift and the closing of the polls, he or she shall be deemed to have sufficient time outside his or her working hours within which to vote. There will be no time off to vote without charge to accruals granted. For example, if your regular work hours are 9 a.m. – 5 p.m. and the polls are open from 6 a.m. - 9 p.m., no time off to vote without charge to accruals will be granted due to four hours between end of shift and poll closure.
If an employee does not have four consecutive hours either between the opening of the polls and the beginning of his or her working shift, or between the end of his or her working shift and the closing of the polls, he or she will be granted up to two hours off to vote with no charge to accruals. For example, if your regular work hours are 9 a.m. - 5 p.m. and the polls are open from 6 a.m. - 6 p.m., you will be allowed up to two hours off to vote with no charge to accruals based on less than four hours between end of shift and poll closure.
Time off to vote must be taken at the beginning or end of the work shift, as directed by the agency, unless the agency and the employee mutually agree on another time.
Time off to vote applies to general elections, special elections called by the Governor, primary elections, and town and village elections, but not to school or library elections. If an employee requires time off to vote, they must notify the agency not more than 10 nor fewer than two working days before the day of the election.
View a copy of the notice.
Updated: June 4, 2020
(Download the Our DOL Returning to Work Protocols poster.)
As New York moves forward, and more of you are returning to Our DOL facilities, it’s important that all of us do our part in creating and maintaining a clean and safe work environment. Here are some of the protocols that we all MUST follow in order to make sure that you and your colleagues stay healthy.
Daily Staff Screenings
As part of this process Our DOL will soon implement a mandatory daily health screening program. All staff entering any DOL facility must be screened prior to, or within the first hour of, the start of each shift, and every 12 hours thereafter while on duty. More exact details on how that will happen will be available shortly.
Social distancing policies have been the foremost factor in reducing the spread and impact of the COVID-19 virus over the past several months. It’s as simple as:
Face coverings are important tools in combating this pandemic. If you don’t have one of your own, or you forget to wear one to work, the agency will provide a face covering free of charge. You can ask for one at the security desk or ask your supervisor. These face coverings should always be worn when you are within six feet of another person, no matter your location, and employees should always be prepared to put one on in the event another person unexpectedly comes within six feet. If you can maintain the six feet distance guideline within your work area, the face covering can be removed.
Beyond the new reality of social distancing and use of face coverings, continuing to practice good personal hygiene is also key in this effort.
Thank you all for helping to keep every one of us healthy and safe…and welcome back to Our DOL.
Commissioner Roberta Reardon
Updated: June 2, 2020
All Department of Labor employees have been enrolled in and are required to complete a new mandatory training entitled New York State COVID-19 Response: Return to Work Training (SLMS course code is GOER-COVID19-RTW). This training is available in the Statewide Learning Management System (SLMS) and must be completed as soon as possible, but no later than June 5, 2020. It is about 13 minutes in length.
This training is intended for employees who will be returning to work over the next few weeks as well as for those who have already been reporting to their assigned work location. More information on scheduled return to work dates and the screening process will be provided as plans are finalized.
This training is a mandatory work assignment. Supervisors and managers should allot appropriate time for staff to complete this course.
How to launch the mandated training:
This course is delivered via the Statewide Learning Management System (SLMS). It is the employee’s responsibility to acquire assistance from LEAD and/or OITS to successfully access SLMS and complete the training.
After logging on to the SLMS:
Resolving SLMS technical issues:
If you need further technical assistance, contact the SLMS Help Desk Monday through Friday, 7:30 a.m. until 5:00 p.m., at 518-473-8087 or by email at [email protected].
Updated: May 29, 2020
DOL is preparing to enter the next phase of our State’s reopening plan. At this time there is no change in your current assignment or work location unless otherwise instructed by your management. Please continue to check this web page daily for updates. We will communicate additional information on reopening as it becomes available.
Updated: May 27, 2020
Due to the State’s response to staffing needs resulting from the State’s response to the Novel Coronavirus COVID-19 situation, the Governor’s Office of Employee Relations (GOER) has issued guidance extending the ability of eligible employees to carry forward unused Personal Leave, that was or would have been forfeited.
All DOL employees who are unable to utilize “Personal Leave” (PL) and who would otherwise forfeit unused PL on their anniversary date shall be allowed to carry such unused PL forward. This shall only apply to unused PL that was or would have been forfeited by bargaining unit members, including MC employees, between the dates of March 9, 2020 up to and including August 31, 2020. (For example, an employee has an anniversary date of 3/24/20, they still have 1 remaining day of PL as of 3/23/20 and due to the response effort is unable to use the PL day. In this case on 3/24/20 this member would be allowed to have 6 PL days. Five (5) new PL days in addition to the 1 carried forward).
There is no action needed by staff and all timesheets will be updated accordingly.
This shall be applicable to all bargaining unit members who earn personal leave.
Updated: May 18, 2020
In accordance with the recent memorandum issued May 14 regarding the public health emergency for the COVID-19 virus, directing all non-essential employees of New York State's agencies and public authorities to continue working from home, the New York State Office of Information Technology Services (ITS) requests that you review important updates to the ITS Working Remotely web page. This web page is a valuable resource that includes information, guidance, and answers to your frequently asked questions as you continue to work remotely.
Recent updates include:
If you have any questions while performing your daily activities, please check the ITS Working Remotely web page. If you require additional assistance, please visit the ITSM Self-Service Portal for Password Reset Management, Chat Support, and to submit ITS Service Desk Requests.
Updated: May 8, 2020
Due to COVID-19, information regarding state policy on precautionary and mandatory quarantine and federal law regarding Emergency Paid Sick Leave and Family Medical Leave expansion is contained below.
The Governor’s Office of Employee Relations (GOER) issued a policy for employees or employees whose children are placed by a health care provider on mandatory or precautionary quarantine related to COVID-19. This policy provides employees leave with pay without charge to accruals for all workdays within the 14-day period of the quarantine. This leave will be provided regardless of whether an employee is symptomatic. If an employee placed on mandatory or precautionary quarantine can work from home, arrangements should be made to do so. If not, the employee will be placed on leave with pay, without charge to accruals, for all workdays within the 14-day period of quarantine. If you think you may need leave under these circumstances, please contact the Office of Employee Relations at (518) 457-6651 or [email protected].
The Federal Emergency Paid Sick Leave Act (FEPSLA)
As a result of recently enacted federal law, beginning April 1, 2020 and ending on December 31, 2020, every New York State employee will be eligible for up to two weeks of paid sick leave if unable to work or work from home because the employee:
Leave for numbers 1, 2, and 3 above will be paid at 100% of an employee’s regular rate of pay, up to $511.00 daily, capped at $5,110.00 for the two-week period.
Leave for numbers 4, 5, and 6 above will be paid at two-thirds of the employee’s regular rate of pay, up to $200.00 daily, capped at $2,000.00 for each two-week period.
After the first 10 workdays within the 14-day period of quarantine, if there is a continued need for leave related to COVID-19, all employees are eligible for additional leave and must submit appropriate documentation to the Personnel Office.
Emergency Family Medical Leave Expansion Act (EFMLA)
In addition to the leave described above, New York State employees who have been employed for at least 30 days prior to their request for leave may be eligible for up to an additional 10 weeks of paid leave for caring for a child whose school or place of care is closed or whose child care provider is unavailable due to COVID-19), paid at two-thirds of the employee’s regular rate of pay up to $200.00 daily, capped at $10,000.00 for the additional 10 week period. The first two weeks will be covered under FEPSLA and will run concurrent with EFMLA.
If you would like to apply for either of these benefits, please send an email to [email protected] with your name, contact information including phone number or email, and the type and reason for leave. If your leave is due to no child care, you must provide the name and age of your child, name/address of school or day care provider and how long you will need to be out. A staff person from the Leaves Unit will contact you upon receipt to inform you of your eligibility.
If you have any questions or need additional information, please contact the Personnel Office at [email protected].
Updated: May 8, 2020
To comply with NYS Executive Order No. 202.17 and NYS Department of Health guidelines, individuals who can medically tolerate a face covering are required to cover their nose and mouth with a mask or cloth face covering in situations where they cannot maintain social distancing of at least six feet.
Situations where a mask or face covering should be used in your workplace include, but are not limited to:
Staff may use personally owned masks or face coverings. The Department of Labor will provide a mask for staff who do not have one.
Your appropriate adherence to this direction is critical to supporting the health and safety of yourself and others.
If you have questions regarding this direction, please contact the DOL Office of Employee Relations at [email protected] or 518-457-6651.
Updated: May 5, 2020
The 2019-2020 fiscal year Voluntary Reduction Work Schedule (VRWS) agreements expired on 04/01/2020. Typically, in order to continue, change or cancel your VRWS participation for the upcoming fiscal year, a new VRWS form must be submitted to Personnel. Due to COVID-19, all VRWS agreements have been extended into the 2020-2021 fiscal year.
If your participation in the program has been extended, we will obtain a updated application at a later time.
Updated: May 4, 2020
WebEx is a tool we use every day at the NYS Department of Labor. This powerful online product has a wide variety of features that make hosting and attending a webinar easy and interactive. There are two recorded webinars in the Statewide Learning Management System (SLMS) that provide the best practices for WebEx: WebEx Facilitation Tips and How to WebEx. Please see the WebEx Best Practices flyer for information about registering for the webinars.
Updated: May 1, 2020
The Governor’s Office of Employee Relations recently provided clarification to State Agencies regarding the calculation of overtime related to COVID-19 as follows:
There have been questions about the calculation of overtime in extra service and out of title work assignments related to COVID-19, the following information is provided to inform you about how the State is calculating this overtime.
Any extra service or out of title overtime earned in a position allocated to a salary grade other than your regular position, including work in DOL and DOH call centers or any other aspect of COVID-19 response, shall be computed in accordance with Budget Bulletin G-1024, for overtime eligible employees, and Budget Bulletin H-0501, for overtime ineligible employees in salary grades 23 through 27/M2.
Under Budget Bulletin G-1024 for overtime eligible employees, when the out-of-title or extra service is worked in an overtime eligible position which is allocated to a higher or lower salary grade than the employee’s regular overtime eligible position, the employee will be paid at an overtime rate which is based on the average regular hourly rate for the two positions or, with the employee’s advance agreement, the actual regular hourly rate of the position for which the type of work is performed plus any longevities. When computing the average regular hourly rate in a lower graded position, the calculation shall include the maximum salary of the lower graded position plus longevity increments, if applicable. When computing the average hourly rate in a higher graded position, the calculation shall include the rate of compensation the employee would otherwise be entitled if permanently promoted to the higher position.
Under Budget Bulletin H-0501, which covers emergency overtime for employees in salary grades 23-27/M2, if the extra service position is allocated to a salary grade lower than the employee’s regular position, the overtime calculation shall be based on the maximum salary of the lower grade position plus longevity increments in such lower grade position. If the extra service position is allocated to a higher salary grade than the employee’s regular position, the overtime calculation shall be based on the rate of compensation the employee would be entitled if permanently promoted to the higher position. Please note that Budget Bulletin H-0501 requires that overtime payment to employees in salary grades 23 through 27/M-2 can only be made for hours of work directly attributable to COVID-19 preparedness and response.
Updated: April 25, 2020
Dear DOL Family,
I wanted to take a moment to share the newly redesigned Unemployment Insurance portion of our website (https://dol.ny.gov) and to thank the dedicated team who worked around the clock to build it.
To the members of the ITS, Web Design, Digital, and Communications teams, and those who stepped up from other departments to help, I thank you from the bottom of my heart. This is another critical step in helping our fellow New Yorkers get their benefits more quickly. The site is more user-friendly, making it easier for New Yorkers to access their benefits, and it will simplify their filing experience.
When we think of those on the front lines of this pandemic, we usually think of healthcare professionals, first responders, and our grocery store and essential supplies workforce. However, all of you are on the front lines, each and every day, working long and challenging hours, faced with the task of doing your jobs remotely, all while dealing with the reality of COVID-19 in your own lives and amongst your families.
This is an extraordinary time, and all of you in our DOL family are doing extraordinary things to provide a lifeline to New Yorkers when they need it the most. I am so proud and appreciative of all the work you are doing. No challenge is insurmountable when we work together. Our DOL family is going to get through this, and we are going to be stronger than ever moving forward.
Be well and stay safe, and thank you!
Commissioner Roberta Reardon
Updated: April 17, 2020
Due to the State’s response to staffing needs resulting from the State’s response to the Novel Coronavirus COVID-19 situation, the Governor’s Office of Employee Relations (GOER) has issued guidance regarding the ability of eligible employees to carry forward unused Personal Leave that was or would have been forfeited between the dates of March 9, 2020 to May 31, 2020, and Compensatory Time scheduled to be liquidated on March 31, 2020.
For example, if an employee’s anniversary date is March 23, 2020 and they have one unused day of Personal Leave, and due to the response effort or the directive to stay at home, the employee is unable to use the Personal Leave day, the employee would be allowed to have six Personal Leave days credited on their timesheet. Five new Personal Leave days in addition to the one day from the prior year. All Personal Leave carried over as a result of this policy, will expire on the day before the following anniversary date (March 23, 2021), if unused.
Eligible employees are entitled to Compensatory Time off on a straight-time basis for time worked in excess of 37.5 hours but not in excess of 40 hours in a workweek. Some of that Compensatory Time is scheduled to be liquidated not later than the close of the fiscal year following the one in which it was earned or it is forfeited. For all such Compensatory Time off scheduled to be liquidated, such time to liquidate those hours shall be extended until December 31, 2020. Afterwards, forfeiture of Compensatory time will be governed by current rules.
All Department of Labor employees who will have forfeited Personal Leave accruals or Compensatory Leave have been granted this extension. There is no action needed by staff and all timesheets will be updated.
Please make sure timesheets which ended on April 1, 2020 have been submitted, approved and processed. The BSC cannot accurately project accruals for employees with outstanding timesheets.
Updated: April 15, 2020
The April 29, 2020 paycheck will include performance advances for CSEA and PEF employees.
You qualify if you:
Trainees and hourly employees do not qualify for performance advances.
Email any questions to [email protected].
Updated: April 15, 2020
The April 29, 2020 paycheck will include performance advances for NYSCOPBA and Council 82 employees.
You qualify if you have:
Pre-Shift Briefing amounts will be increased in accordance with the performance advance payments.
Email any questions to [email protected].
The unfortunate reality of the current COVID-19 emergency is that some New York State and Local Retirement System (NYSLRS) members may become seriously, or even fatally, ill. At a time like this, it is vitally important members understand how to apply for retirement, if they need to take that step. Here is some guidance:
NYSLRS members who become seriously ill from the COVID-19 virus may wish to file for retirement in order to provide a continuing pension benefit to their beneficiary if they were to die, rather than the one-time, in-service death benefit.
Members, or their employer on their behalf, need to file the disability retirement application that is appropriate for his or her retirement plan. Select “Find Your Application” on the NYSLRS website to help you find the right application (scroll down on the web page). Additionally, the member, or the member’s spouse, should file a pension payment option election form to identify a beneficiary to receive the continuing benefit. An option election form cannot be filed by the employer.
Application and option election forms can be emailed directly to NYSLRS’ Disability Processing Unit.
Eligible members may also file for a service retirement. Please see the NYSLRS website for more detailed information.
Commissioner Reardon expresses her thanks to you, tips for working from home, a look at how the TCC is stepping up to meet unprecedented demand - plus, a DOLicious recipe for chocolate chip cookies. All this and more in the March 2020 edition of OUR DOL. Enjoy!
Updated: March 27, 2020
The Department of Civil Service has released information about Empire Plan Telehealth Services. The Empire Plan is doing all it can to support its members through this unprecedented time.
Effective today, Empire Plan members will have access to LiveHealth Online Telehealth services through Empire BlueCross. This benefit is available to members at no cost through December 31, 2020. To access LiveHealth Online, please visit empireblue.com/nys.
Attached are step-by-step instructions on how you can access this service. For additional assistance, please call 1-877-7-NYSHIP and press 2.
To work remotely, please go to the ITS website for more information and to get an RSA token.
As of March 25, 2020, staff previously using VDI should use SSL VPN. Information and instructions on SSL VPN is on the ITS website.
Updated: March 25, 2020
(You may download this guide in PDF format.)
The Emergency Working Remotely program is for staff and supervisors who are not already part of the DOL pilot telecommuting program. The dates of the Emergency Working Remotely program are currently March 16 - May 14, 2020. If you are already a participant of the DOL Pilot Telecommuting Program, you do not need to re-enroll.
All staff need to complete a two-part training, even if they are already part of the DOL Pilot Telecommuting Program. If you have taken this training since March 6, 2020, you do not need to take the training again. The first part is a live session called “DOL Telecommuting Program,” and the second part is the OITS online course “How to Work Remotely.” You must enroll in one of the “DOL Telecommuting Program” sessions listed in the chart below. Each session is listed in SLMS (https://nyslearn.ny.gov/) and will be conducted through WebEx. To enroll, log in to your SLMS account, search for the class name and enroll in the session you would like to attend. You will receive the WebEx login information the day before your selected session.
|Class Name||Date||Time||Class Code|
|DOL Telecommuting All Staff Training||3/26/2020||1:00-2:00||032620#2_Telecom_WebEX|
|DOL Telecommuting All Staff Training||3/26/2020||3:00-4:00||032620#3_Telecom_WebEx|
|DOL Telecommuting All Staff Training||3/27/2020||10:00-11:00||032720_Telecom_WebEx|
|DOL Telecommuting All Staff Training||3/30/2020||1:00-2:00||033020_Telecom_WebEx|
|DOL Telecommuting All Staff Training||4/1/2020||9:30-10:30||040120#1_Telecom_WebEx|
|DOL Telecommuting All Staff Training||4/1/2020||1:00-2:00||040120#2_Telecom_WebEx|
|DOL Telecommuting All Staff Training||4/2/2020||10:30-11:30||040220#1_Telecom_WebEx|
|DOL Telecommuting All Staff Training||4/2/2020||2:30-3:30||040220#2_Telecom_WebEx|
Staff should enroll in the online course “How to Work Remotely” through SLMS by searching for the course title and selecting “enroll.” This course should be completed as soon as possible.
Staff should complete a telecommuting application as soon as feasible and submit it to their supervisor. The application and all other telecommuting program documents can be found at the DOL Telecommuting SharePoint site. The supervisor will review, sign and submit the application to [email protected]. This application approval will be in effect during the implementation of the emergency program only. Note, the four-day limit for working remotely for PEF-represented employees is waived during this emergency period.
EMPLOYEE RESPONSIBILITIES after completing two-part training:
All employees are deemed non-essential unless notified otherwise by your supervisor. Your status as an essential or non-essential employee can change on a daily basis.
Updated: March 24, 2020
Due to the State’s response to staffing needs resulting from the State’s response to the Novel Coronavirus COVID-19 situation, the PEF and CSEA contractual limits on vacation maximums are being extended. Employees represented by PEF and CSEA are eligible to carry vacation credits in excess of the 40-day maximum, which would otherwise be forfeited on April 1, 2020, until December 31, 2020.
Employees are eligible for the extension if they are engaged in the response efforts or unable to utilize vacation leave due to ongoing response efforts.
Any unused excess vacation credits as of the close of business on December 31, 2020 will be forfeited by employees. This doesn’t impact accruals earned after April 1, 2020, which will be subject to normal rules.
Questions should be directed to [email protected]
Updated: March 18, 2020
Note: All employees will be paid regardless if their LATS-NY timesheet has been completed or not.
However, all employees must continue to enter their time and attendance through LATS-NY. Employees that are telecommuting are asked to complete their timesheet by navigating to the LATS-NY link https://time07.lats.ny.gov/default.aspx?redirect=y from your home computer or smart phone. If you are using this link, you will be prompted to log in with your network login credentials and RSA SecureID token. You will then be directed to LATS-NY.
If you do not have access to the web or an RSA token, you must get in touch with your supervisor so that they can request timekeeper access in order to enter your timesheet on your behalf. The supervisor should send an email to [email protected] to request timekeeper access. Once the supervisor has been set up as timekeeper and has entered the time in LATS-NY, the alternate supervisor must approve the timesheet.
Directions for employees to request a RSA Secure ID token can be found at: http://its.ny.gov/how-request-rsa-token.
All paychecks (including both pay stubs and physical paper checks) dated 3/18/2020 and beyond will be mailed to the address on the paycheck until further notice.
Employees should verify their address on their pay check/pay stub is correct. If you need to update your address, please complete this form: https://bsc.ogs.ny.gov/system/files/documents/2019/01/personaldatachangeform.pdf and email it to [email protected].
The Office of the State Comptroller (OSC) encourages all employees paid through the New York State Payroll System to enroll in direct deposit. Enrolling in direct deposit will help ensure employees are able to safely access their payroll funds. An informational pamphlet is available on the OSC internet page at: https://www.osc.state.ny.us/payroll/files/dir_dep_broch.pdf.
To enroll in direct deposit, employees must complete the Direct Deposit Form for NYS Employees (AC-2772) and submit it to [email protected]. Note that it typically takes two pay periods for a direct deposit request to process and begin receiving direct deposit into the bank account identified.
Link to AC-2772: https://www.osc.state.ny.us/payroll/files/ac2772.pdf.
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