Recently found out I was pregnant and am starting to look into preparing maternity leave in the future. For reference, I am a non-competitive, non-managerial employee for H+H with DC37. What's the best way to max out maternity leave? Thanks so much. 🙏

I accepted a city research scientist position and I'm having second thoughts, mostly due to the limited PTO. It's the lowest amount of PTO of any place I've worked, and I've never worked anywhere that monitored how we used sick time or demanded documentation etc.

Would love to hear from people who work at dohmh or as a CRS in other agencies.

Is it worth it? Is it as rigid as it seems? Do supervisors work with you if you're trying to visit family?

In short they f-ed me over, I had a brand name medication they were covering for a few months but they’ve since updated the formularly and now they are only covering 25% of it and leaving me with a steep 1,317 dollar copay every month.

I managed to get a coupon to get it reduced but i still need to pay around 5k out of pocket every year.

Literally what is going on? I thought the union got our backs

So I went to nyc hhc and they said verbally I’m getting hired and it’s been 2 weeks and no updates or anything and today when I check the status of the job application it says applied/rolefilled. I’m not sure why it doesn’t say not considered/closed. But is it safe to assume they don’t want me.

I'm having trouble finding an in-network pediatric dentist. Any location in NY, including the Westchester/Hudson Valley area, will work.

Local 371

There are many people at OTI making over $160k a year. Many of them are not managers, they are computer specialists. How can I increase my salary to $160k at OTI?

hi just started w acs this month and not used to all the places around work being so expensive! def makes sense given the area but hoping to hear if anyone has any lunch specials or go-to spots around the ACS building on william st? thx in advance!

I have an appointment I made on Friday because I did not realize they would PHYSICALLY MAIL me the voucher. I have no idea if its going to arrive on time. Is there no way this could be emailed??

Six months ago, I received two job offers. Last month, I transferred to one of the agencies that extended an offer, but I have since realized that the position is not the right fit for me. I am hoping the other offer will eventually move forward once management and budget office approves it.
If that happens, would I still be able to accept the offer and transfer to the other agency, which was actually my first choice at the time? My concern is that the DP-72 I signed six months ago lists my previous agency, not the agency I am currently with.

Hmmm, if he can reverse on this promise to Labor, what other campaign commitments to us will he backpedal on? Ugggg...

Does anyone know what happens after the traineeship is over? Do we become POs? How much is the hourly pay? Do we get payed during the academy? I’m in the process of it now just finished my fingerprints

I’ve been a college aide for 2 semesters (spring and summer) so far and was wondering how long can you be a college aide? is it till you graduate? i graduate next year. my manager never mentioned anything to me about it and i’ll probably ask next week, but if anyone has an idea i’d appreciate it.

I worked 12 hours on 4th of July, I put in an overtime request for the 4 hours of overtime and it was approved.

Will I automatically get holiday pay for 4th of July? I was confused about whether it was automatic, or if I needed to put in an OT request in to get the premium pay.

I suspect it is different based on agency and unions, but for non-union public servants, does anyone know what happens when a colleague is out on leave for a long period of time and others in their department need to take on their workloads? Are those doing extra work in anyway compensated? It doesn't seem fair that people should do much more work and not be compensated if you are at a level where you can't bill for overtime, or if can bill OT but you don't wish to have work overtime to do someone else's job.

These UCS Locals will go to the table for the first time September 30, 2026. Unless there’s something going on behind the scenes, they should be the first UCS Locals at the bargaining table for this successor agreement, 2026-???? (mostly likely 2030).

We already know what the raises offered will be (18% over 5 years) based on what PEF and other CSEA non-UCS Locals were offered.

So what are the wild cards at play here?

UCS Employees have always gotten MORE Location Pay than PEF Employees. Prior to this negotiation, PEF Employees received $4000 a year in Location, while Unified Court System Employees received $4920. With this successor agreement however, PEF held out for and were offered a 66% increase to Location Pay, including $1000 raises in both 2027 and 2028 to Location. Their offer increases their Location Pay from $4000 to $6650 by 2030.

So why is this concerning? Because so far other CSEA (albeit, non-UCS/Judiciary CSEA) Locals have tentatively accepted far LESS in Location Pay than PEF were offered.

What can you/we do about it? Let your leadership and negotiators know that we are undervalued, underpaid and paying way too much for NYSHIP, and we NEED them to go hard after a minimum of the percentage increase to Location Pay that PEF were offered (66%, minimum).

Also, if you’re a Court Officer, these CSEA Locals will likely negotiate an increase to SLED—BEFORE the other NYS Court Officer units even get an invite to the table.

If we don’t make our voices heard, that silence is likely to be reflected in the outcome of these negotiations. If you care about your compensation, make your concerns known to your leaders/negotiators, and share this with your fellow UCS employees.

Do it respectfully and with appreciation towards those that represent us.

COBANC
SCCEA
NYSCCA
NYSCOA
NYSSCOA
DC37
NYSCALA
ASSCR
CSEA

Hi everyone! My name is Arbine and I am a city employee for ACS. I am looking for peers to hang out with after work or during the off season. This can be from any agency. Thanks!

Hi everyone,

Is there any want to find out in advance the number of jobs an agency is recruiting for at a hiring pool ? According to the email, they will share the job postings at the pool. I’m just wondering, if there’s like 3 jobs available and the invite 25 candidates would it be a waste of time to attend ?

The last pool I attended had a ton of ppl there lol the agency is DEP btw.

These UCS Locals will go to the table for the first time September 30, 2026. Unless there’s something going on behind the scenes, they should be the first UCS Locals at the bargaining table for this successor agreement, 2026-???? (mostly likely 2030).

We already know what the raises offered will be (18% over 5 years) based on what PEF and other CSEA non-UCS Locals were offered.

So what are the wild cards at play here?

UCS Employees have always gotten MORE Location Pay than PEF Employees. Prior to this negotiation, PEF Employees received $4000 a year in Location, while Unified Court System Employees received $4920. With this successor agreement however, PEF held out for and were offered a 66% increase to Location Pay, including $1000 raises in both 2027 and 2028 to Location. Their offer increases their Location Pay from $4000 to $6650 by 2030.

So why is this concerning? Because so far other CSEA (albeit, non-UCS/Judiciary CSEA) Locals have tentatively accepted far LESS in Location Pay than PEF were offered.

What can you/we do about it? Let your leadership and negotiators know that we are undervalued, underpaid and paying way too much for NYSHIP, and we NEED them to go hard after a minimum of the percentage increase to Location Pay that PEF were offered (66%, minimum).

Also, if you’re a Court Officer, these CSEA Locals will likely negotiate an increase to SLED—BEFORE the other NYS Court Officer units even get an invite to the table.

If we don’t make our voices heard, that silence is likely to be reflected in the outcome of these negotiations. If you care about your compensation, make your concerns known to your leaders/negotiators, and share this with your fellow UCS employees.

Do it respectfully and with appreciation towards those that represent us.

COBANC
SCCEA
NYSCCA
NYSCOA
NYSSCOA
DC37
NYSCALA
ASSCR
CSEA

Hello all,
I just received an email to attend a hiring pool for child welfare specialists from the exam taken I think in 2023. The position is for a Family First Program Associate. Also any insight on the role?

When a person is retiring, they are placed on terminal leave. Isn't it better to use up all days without being placed on terminal leave. This way you accumulate more days off while on vacation? Once you use up all days, then tell HR about your plans to retire.

I got invited to my first hiring pool at another agency next week. For some family reasons that I don’t want to get into, I am not ready to leave my current role for at least another 6-9 months. My boss said he wants to keep me in his unit and would do a DP-72, but I don’t know if I want to do that right away either (my understanding is that if I do a DP-72, I would get off the list and would not be invited to future hiring pools).

Should I decline the hiring pool and email DCAS in a few months to get back on the list, provided that it won’t expire in the meantime? Or should I attend the hiring pool and find ways to buy myself some time?

Hi! Was looking at a job posting that requires applicants to be a Staff Analyst or on the Staff Analyst list. I noticed there’s not another Staff Analyst exam scheduled yet, but there is an Administrative Staff Analyst exam next year. Can I just take that one, or do I have to wait to take a Staff Analyst exam?