| Compensation | Salary Increases April 1, 2021: 2% (retroactive) April 1, 2022: 2% (retroactive) April 1, 2023: 3% April 1, 2024: 3% April 1, 2025: 3% Signing Bonus $3,000 one-time, lump sum payment to each employee in active status upon ratification, i.e., those employees that have not separated from UCS service as of the date of ratification (prorated for employees working less than full-time). Note: bonus is pensionable, not added to base |
| Health Insurance | Update to reflect increase for Productivity Enhancement Program eff. January 2023 |
| Longevity Bonuses (currently 20 year: $2,100; 25 year: $2,200; 30 year: $2,300) | April 1, 2022 (retroactive): 20 year: $2,200 25 year: $2,300 30 year: $2,400 April 1, 2023: 20 year: $2,270 25 year: $2,370 30 year: $2,475 April 1, 2024: 20 year: $2,340 25 year: $2,440 30 year: $2,550 April 1, 2025: 20 year: $2,410 25 year: $2,510 30 year: $2,630 |
| Location Pay (currently $4,300) | April 1, 2022: $4,500 (retroactive) April 1, 2023: $4,635 April 1, 2024: $4,775 April 1, 2025: $4,920 |
| Welfare/Benefits Fund Contributions (currently $1,440 for actives) | April 1, 2022: $1,500 (retroactive) April 1, 2023: $1,545 April 1, 2024: $1,600 April 1, 2025: $1,640 Lump sum payment of $60,000 upon ratification |
| Maintenance Allowance (Blazers) (currently $1,200) | April 1, 2022: $1,250 (retroactive) April 1, 2023: $1,290 April 1, 2024: $1,325 April 1, 2025: $1,365 Eliminate sentence that renders employees on a leave without pay in excess of 5 days pursuant to disciplinary action ineligible for the payment. |
| Annual Leave/Compensatory Exchange Program | Employees may elect to cash out between 2 and 10 (total) AL and/or CT days in January 2023 to be paid no later than March 31, 2023. Employees may elect to cash out between 2 and 5 (total) AL and/or CT days in August 2023, August 2024 and August 2025 to be paid no later than October 31st in each respective year. |
| Article 9 | Emergency AL – Modify language to allow for incremental use [up to 14 hours per calendar year for full-time, pro-rated for less than full-time], i.e., where employee has an emergency that meets the requirements of the provision, they do not have to use an entire day of time where not otherwise needed. Family Sick Leave (FSL): Add sibling and individual for whom the employee is the primary caregiver; clarify that use of FSL during caregiver leave designated under the FMLA does not count towards 25-day FSL cap, i.e., an employee has 25 FSL days for use plus unlimited use of SL accruals during FMLA caregiver leave. 9.3(e) Sick Leave [Return to Work] – modify language to provide for specific forms to be used and a timeline for employee’s return to work or State evaluation 9.5(g) Extraordinary Circumstances – add specific language covering an employee’s charge to accruals when they do not report on days that courts are delayed/closed early inclement weather Holidays – Incorporate Juneteenth as 13th paid holiday Professional Conference Leave – Modify language to specifically permit use of such leave during Court Recess and that there is no prohibition on virtual attendance where offered/available (subject to same requirements as far as substantiating the granting of paid leave) Grand Jury Leave – eliminate reference to 6 months of leave, i.e., leave shall run concurrent with grand jury review Early Release – modify language to provide for release or CT for those that have to remain if the indoor temperature is below 60/above 80 |
| Personnel and Pay Practices | Provide noncompetitive confidential and exempt confidential employees with 5 workdays notice of termination |
| Disciplinary Procedure | Increase time to answer charges from 8 days to 10 days |
| Flex Benefits |
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| Compensation Re-opener | Right to reopen negotiations during the term of this Agreement if any Court System unit negotiates general salary increases, increases in the above enumerated economic benefits or new economic benefits affecting titles/positions represented by the NYSCCA in excess of those negotiated with the NYSSCA |
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