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Bill

S 10648

Implements an agreement between the state and an employee organization; providing for the adjustment of salaries of certain incumbents in the professional service in the state university; appropriation

2025 Regular Session Introduced by Toby Stavisky

The bill enacts a multi-year SUNY professional services union contract with salary increases, bonuses, location pay, health options for part-timers, and joint labor-management comm

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Bill Summary · S 10648

Overview

S. 10648 enacts a collective bargaining agreement between New York State and the employee organization representing the state's professional services unit at the State University of New York (SUNY). The bill provides for multi-year salary increases, various compensation enhancements, location and recall pay, benefits-related provisions, and establishing joint labor-management structures. It includes appropriations to fund the provisions and requires ratification and a written agreement in effect before increases take effect.

Main purpose and intent

  • Implement and fund an agreement reached in 2026 between the state and SUNY’s professional services unit.
  • Provide structured, multi-year salary adjustments and related compensation enhancements for incumbents in professional service positions across SUNY, including both full-time and eligible part-time employees.
  • Establish ongoing labor-management bodies to address professional development, employment issues, safety, equal opportunity, health benefits, redeployment, campus grants, and related matters.

Key provisions and changes

  • Salary increases for incumbents in SUNY’s professional services unit:
    • Year-by-year increases from 2026 through 2031, with the following pattern (subject to specific eligibility and exemptions):
    • 2026: +4.5%
    • 2027: +4.0%
    • 2028: +3.5%
    • 2029: +3.0%
    • 2030: +3.0%
    • 2031: +0.5% (as part of ongoing adjustments)
    • Increases are applied to basic annual salaries as of specified June 30 dates, with timing contingent on professional obligation (calendar/college year vs. academic year).
    • Certain incumbents at SUNY-Binghamton and specified technology/agriculture colleges identified by the Department of Audit and Control have tailored eligibility dates.
    • Provisions for retroactive eligibility if employees were previously separated and later reemployed.
  • One-time and ongoing bonuses and service awards:
    • Various lump-sum payments (e.g., $450–$1,000 increments for eligible full-time and part-time incumbents at specified dates; adjustments through 2031).
    • Targeted annual or periodic lump sums for long-serving part-time employees (e.g., $500, $150, $500, etc., aligned with service thresholds and years).
  • Location compensation:
    • Maintaining location pay for certain SUNY employees based on work location (New York City and certain counties) with specified annual amounts (ranging from $2,000 to $4,739 by 2030), plus a Dutchess/Orange/U.S. areas category.
    • Location pay is additive to base salary and counted for retirement purposes.
  • Recall and overtime/holiday provisions:
    • Recalled employees in certain SUNY posts receive overtime or enhanced recall pay (minimum 4 hours) with specifics for full-time and designated campus recall scenarios.
    • On-call compensation available for immediate recall.
  • Health insurance option for part-timers:
    • Part-time employees can join the State Health Insurance Program by paying full premiums.
  • Higher education differential:
    • Eligible employees may receive a higher education differential as provided in the agreement.
  • Joint statewide labor-management committees (July 2, 2026–July 1, 2031):
    • Committees to study and make recommendations on professional development, employment issues, safety, equal opportunity/diversity, health benefits, redeployment, and campus grants.
    • A Tripartite Redeployment Committee and additional campus grant oversight as part of the agreement.
  • Funding and timing:
    • A specified general fund appropriation ($208 million) and related appropriations from other funds to support personal services, benefits, and operating needs for the duration of the agreement.
    • Increases and payments generally contingent on certification that a negotiated agreement is in effect and ratified.

Who is affected

  • Full-time and eligible part-time employees in the SUNY professional services unit.
  • Specific incumbents at SUNY-Binghamton and certain colleges with tailored eligibility dates.
  • Lifeguard and Unit 68 personnel covered under separate recall provisions.
  • Employees eligible for location pay, health insurance participation (for part-timers), and various service awards.
  • SUNY trustees and administration, which administer discretionary payments and benefits per the agreement.

Procedural and timeline notes

  • Effective date: act states take effect immediately and are deemed in force starting July 2, 2026.
  • Increases and payments occur per the schedule (2026–2031) and are contingent on final, fully executed agreement and ratification.
  • Appropriations are dedicated and subject to approval certification by the Director of the Budget, with reporting requirements to the Comptroller and legislative chairs.
  • The act authorizes the Comptroller and the Budget Director to implement funding across departments as needed.

Note: This summary focuses on substantive provisions, funding, and implementation timelines. For precise eligibility details and campus-specific rules, refer to the statutory text of S.10648.

Compiled from official sources — confirm details with the bill’s official record.

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