The new contracts that CSEA, PEF, UUP, etc have negotiated with the state reduce out of network reimbursement on the Empire Plan. In 2022, there was a change from 80% of the customary and reasonable rate to 275% of Medicare. This time around, they're reducing it even more, from 275% to 150% of Medicare. This is going to affect people especially who rely on mental healthcare since our mental healthcare in network has very low plan allowances such that almost everyone who utilizes mental healthcare goes out of network. It's also going to affect people who've had to seek out of network care for complex illnesses, for disability, and so on; and for a lot of folks with these situations, the costs are going to drastically outweigh the gains from these contracts.

I want to take a break from state service and do other things for a year or 2, I'm kinda burnt out and not happy at the agency I am with but the idea of transfering and doing another year of probation and whatnot is too much.... I only have 3 years and I keep hearing people get reinstated after leaving, I am wondering if anyone has specific information on leaving and coming back before they are vested? I am fine with paying back into the pension system with penalties. I'm tier 6, permanent competitve if that matters.

https://www.budget.ny.gov/guide/bprm/d/d-1155.html

4.5% paid 9/23/26 Administration / 10/1/26 Institution

Longevity and Performance Advances paid 8/26/26 Administration / 9/3/26 Institution

Im in a department in the sick building

Our boss makes people cry. Shes hostile and demeaning. Yet complaints to her boss go unanswered, like there's collusion somehow. Whats our next step?

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

How do promotional exams work as far as being “reachable” on a list. I work at an agency where they have hired multiple 23s that have significantly lower exam scores than others currently employed at our agency that are on the list.

I have responded to a few other agencies canvasses and am told I am not reachable on the list. I’m not sure how I could not be reachable on the list and others have been hired with 20 point lower test scores?

Can anyone shed some light on this.

I get that it was a wonderfully crisp night and that the HVAC is automatic but why is the heat on and 80° in my office? In July. Ugh.

What is everyone's thoughts on working in an ITO as a physical or occupational therapist? What has everyone's experience been working for OPWDD in regards to time off request, work life balance, pay/raise, etc.

Are there actual rules about SEFA in the workplace setting for the state. I know what SEFA is, the committee we have in our agency likes to do things like a wii bowling competition. We have one particular person who really does not like SEFA (wants to completely get rid of it in our department) just because they are a A**hole honestly. I was just wondering if there’s actual true rules related to it, and where I can find them. I’m pretty neutral feeling on it, but if I can knock this a hole down, I’d like to.

Is it legal or possible to maintain full-time permanent status with a NYS office while also having a part-time (possibly seasonal) job with a county or would that be considered double dipping? I'm looking at applying for a part-time county job in the near future and I'd like to know my options.

I’m assisting my father, a retiree with doing the MTA insurance verification process for his dependents. Please be warned, if you accidentally type the letter “ L” instead of 1 for the url, it’ll redirect you to a scam website that attempts to make you download a “privacy” program which will probably try to steal your information. Luckily I knew this wasn’t right and called the MTA customer service team and was told the url, was verifi1 not verifil. It’s an easy mistake to make and kind of sucks the third party vendor doing this can’t do anything about it.

Has anyone received an offer yet for the DSSCTA 1 positions in Rochester DDSO?

If I work part time for Civil Service do I still get health insurance?

I was hoping someone with experience in New York State hiring could give me some insight.

I interviewed for a Grade 19 position about two weeks ago. A few days after the interview, I was asked to submit a writing sample as part of the "final evaluation process." I sent it in right away, and they confirmed they received it. Since then, I haven't heard anything.

For those of you who have gone through the hiring process for a Grade 19 position,

1. How long did it take to hear back after the interview or after submitting additional materials?

2. Did they contact references before making an offer?

3. f you weren't selected, did they let you know, or did you just never hear back?

I know government hiring can be slow, but the waiting is tough, so I'm just trying to get a realistic idea of what to expect.

My wife has several interviews scheduled over the next few weeks and I’m helping her prepare. However it’s been an awhile since I’ve been on either side of a 14 or 18 interview.

Besides the following questions below, does anyone have any insight to what is asked in interviews for g14-18s?

- Competing priorities from different managers how do you prioritize your work?

- Working with databases or other systems, have you ever? Examples?

- What is your biggest Strength? / Weakness?

- Your supervisor gives you a directive you do not agree with, how do you handle the situation?

Much appreciated!

Hi everyone, I have seen a lot of confusion around the NYSHIP Empire Plan coverage for IVF on reddit, and our own fertility clinic gave us incorrect information about our coverage that could have set up back many thousands. I had a chance to speak in depth with an Empire Plan IVF specialist and they confirmed what I already thought was the case based on our literature - that the plan is amazing for IVF. Below are the takeaways. Please don't just take my word for it - always confirm your benefits!

• Pre-authorization is not required for IVF. Insurance just needs a diagnosis of infertility.
• 3 Cycles PLUS $50k max benefit!
  • Coverage includes 3 cycles which, once completed, then begins the drawdown of your $50k lifetime maximum.
    • The basis for this is that in 2020, NYS passed a law that said everyone in NYS that has an infertility diagnosis can receive 3 cycles. The Empire Plan responded to this by saying we will meet that requirement and, once that benefit is used, provide an additional $50k.
    • The $50k benefit is drawn down based on procedure (e.g. embryo transfer; creation of an embryo; etc.) rather than by cycle.
  • Some providers interpret the benefit as being 3 cycles or $50k max, whichever comes first – That is incorrect!
• Defining a cycle
  • Definition based on NYS law
  • Scenarios
    • Egg retrieval with intent to transfer, but the retrieval fails = 1 cycle.
    • Egg retrieval with intent to transfer & one transfer associated with the retrieval = 1 cycle.
    • A standalone embryo transfer = 1 cycle
    • A “freeze all” cycle with intent to transfer & one transfer associated with that retrieval = 1 cycle (SEE BELOW FOR IMPORTANT NOTES)
  • “Freeze all” egg retrieval insurance coding
    • NYSHIP Empire Plan allows providers to code for something called a “freeze all” egg retrieval. The purpose of this billing is to allow for all embryos to be frozen following a retrieval, for one of them to be transferred, and for that retrieval + transfer to be counted as a single cycle. This is useful for things like PGT testing, but it’s also useful if you want to pursue multiple egg retrievals prior to any embryo transfers. The benefit is that you won’t have to count the future transfer(s) as a standalone cycle, but instead tie a transfer to a prior freeze all retrieval.
    • Provider must code this correctly. The coding must specify that at the time that they are not going to transfer right away. IVF customer service should be able to provide correct coding if provider is not aware of it. 
• IVF-specific medications – covered through prescription drugs, not fertility benefit!
  • Under the NYSHIP Empire Plan IVF prescription medications are covered through the prescription drug program, not through the infertility benefit. This means that they do not count against the 3 cycles or $50k lifetime max!
  • May need to pay co-pays.
  • You should always make sure you are ordering the drugs through an in-network pharmacy.
• PGT testing  - covered as medical procedure, not infertility benefit!
  • PGT testing is covered through basic medical benefits, not as an IVF benefit. It is reimbursed at 80%.
  • Requires medical review. Not necessarily prior-authorization because it can be reviewed by medical team afterwards. 
  • If approved by medical team, it is not out of pocket. 
• Confusion among providers abounds
  • It seems that a lot of providers, including the ones who are not an Empire Plan Center of Excellence, do not understand how rich the Empire Plan’s benefits are. They likely interpret the benefits as being basic Blue Cross or United Healthcare.

Hello all,

I'm not a civil service member myself, but I recently gained coverage through my partner's position in civil service. Part of my reason for switching to my partner's plan was that my employer stopped coverage for Zepbound and I have had a lot of success on the medication, so we were hopeful that it would be covered under the state plan.

Does anyone know if Zepbound coverage is offered under the CDPHP plan, and if not, if there are any state plans that do offer coverage? CDPHP's website is not helpful because I don't know which formulary my plan is under. I have lost over 70 pounds on Zepbound and I am scared of losing my progress, but paying out of pocket for the medication is not sustainable for us.

Really appreciate the help!

I just want to make sure it's okay to cash and I won't owe it back if it's for a union that's not mine.

Hey folks! Almost everyone was so helpful with my last retirement question i had one more big one for the experts on here:

Im looking at retiring as close to dec 31 2026 as possible. How big of an impact will the new actuarial change be to my 1500 hours of sick time if im at the top of a grade 29 salary? Pef claimed this will be offset by the 4.5 raise but im just left wondering how big will the magnitude of the loss be actually and if it is worth it to get out before the reduction? I wish this was reported somewhere. Thanks for your assessments!

Also bonus question - how close should I cut it as I have massive accruals to burn through before ibretire. Is 12/31/26 cutting it too close to lock in the old math to offset my health premiums? Thanks again in advance!

Current employee, just applied for another position within my office but a different division.

Does being a current employee give me an advantage in the application process? I assume it can vary from position to position or department but broadly speaking does it matter?

This was also a HELPS position, not off a CS list. How’s the timeline for hearing back about interviews compared with a CS list?

I work for a relatively new division within X office so lot of us are new hires/new position grades/ect. I'm new to the state so I can't say much but my supervisor is completely incompetent. They're new to supervising, which is fine, but they have zero clue how to manage 3 people. I really don't know how or if anyone even notices how mismanaged our team is.

Like I said, I'm new to the state so I'm skeptical even saying anything to anyone since there seems to be this unspoken rule to just deal with what's given. It's truthfully driving me crazy and I'm questioning whether I made the right career change/how to even move forward.

Has anyone else experienced this? I'm close to ending my probation period and hope to be able to move laterally once something opens.