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<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Arial",sans-serif">Please see pages 98 to 103 that relates to New York State’s leave policy if injured on the job for employees represented by the NYS Correction Officers and Police Benevolent
Association, Inc. See about information: <a href="https://www.nyscopba.org/about-us/">
About Us | NYSCOPBA</a>. In short, New York State Corrections Officers who are injured directly on the job may have up to six months of paid leave without charge to accruals or going through the Workers Compensation system. This is an additional benefit that
was negotiated between New York and union that represents primarily Correctional Officers.<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Arial",sans-serif"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Arial",sans-serif"><a href="https://oer.ny.gov/system/files/documents/2019/11/nyscopba-2016-2023-contract-final.pdf">NYS/NYSCOPBA Agreement 2016-23</a><o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Arial",sans-serif"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Arial",sans-serif">Here is an excerpt about pay if injured on the job that mostly affects Correctional Officers.<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Arial",sans-serif"><o:p> </o:p></span></p>
<p class="MsoNormal">“(a) An employee necessarily absent from duty because of occupational injury or disease as defined in the Workers' Compensation Law who is allowed leave from his position for the period of his absence necessitated by such injury or disease
shall be: (1) first granted compensation leave with pay without charge to leave credits not exceeding cumulatively six months; and (2) upon exhausting leave pay benefits under (1) above be allowed to draw accrued leave credits; and (3) upon exhausting leave
with full pay benefits under (1) and (2) above be allowed sick leave at half pay for which he may be eligible during such leave unless: (i) there is good and sufficient reason to believe that the disability resulting from such injury or disease is not job
related or is primarily due to some pre-existing medical condition; (ii) there is good and sufficient reason to believe that the employee could report for work on a full-time or part-time basis; (iii) the employee's services would have been terminated or would
have ceased under law; or (iv) the employee's claim for benefit is controverted by the State Insurance Fund.”<span style="font-size:12.0pt;font-family:"Arial",sans-serif"><o:p></o:p></span></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal"><b><span style="font-size:16.0pt;font-family:"Arial",sans-serif;color:black">Bill Davis</span></b><b><span style="font-size:18.0pt;font-family:"Arial",sans-serif;color:black"><br>
</span></b><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:black">Manager Classification and Compensation<o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:black"><o:p> </o:p></span></p>
<p class="MsoNormal"><b><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:#458993">Department of Civil Service</span></b><b><span style="font-size:10.0pt;font-family:"Arial",sans-serif;color:navy"><br>
</span></b><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:black">Empire State Plaza, Agency Building 1, Albany, NY 12239<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Arial",sans-serif;color:black">(518) 474-0949 |
<a href="mailto:Bill.Davis@cs.ny.gov"><span style="color:blue">Bill.Davis@cs.ny.gov</span></a><o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Arial",sans-serif"><a href="https://www.cs.ny.gov/"><span style="color:blue">https://www.cs.ny.gov/</span></a><o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Arial",sans-serif"><a href="https://www.facebook.com/nyscivilservice"><span style="color:blue">Facebook</span></a> |
<a href="https://twitter.com/NYSCivilService"><span style="color:blue">Twitter</span></a> |
<a href="https://www.linkedin.com/company/new-york-state-department-of-civil-service/">
<span style="color:blue">LinkedIn</span></a> | <a href="https://www.youtube.com/channel/UC-m6gXx7rL8hwBHmcbgWrXw">
<span style="color:blue">YouTube</span></a><o:p></o:p></span></p>
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<div style="border:none;border-top:solid #E1E1E1 1.0pt;padding:3.0pt 0in 0in 0in">
<p class="MsoNormal"><b>From:</b> Bufford, Tina <tina.bufford@doas.ga.gov> <br>
<b>Sent:</b> Wednesday, June 12, 2024 12:19 PM<br>
<b>To:</b> Hart, Lynn L. <lyhart@nd.gov>; NCASG Surveys (dhr_ncasg_survey_list@admws.idaho.gov) <dhr_ncasg_survey_list@admws.idaho.gov><br>
<b>Cc:</b> Herrington, Molly <mherrington@nd.gov><br>
<b>Subject:</b> Re: [NCASG] Job related injury leave question<o:p></o:p></p>
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<span style="font-size:9.0pt;font-family:wf_segoe-ui_normal;color:#212121">You don't often get email from
<a href="mailto:tina.bufford@doas.ga.gov">tina.bufford@doas.ga.gov</a>. <a href="https://aka.ms/LearnAboutSenderIdentification">
Learn why this is important</a><o:p></o:p></span></p>
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<div style="border:solid #9C6500 1.0pt;padding:0in 0in 0in 0in;display:flex">
<p class="MsoNormal" style="line-height:10.0pt;background:#FFEB9C"><b><span style="font-size:10.0pt;color:#9C6500;background:white">CAUTION:
</span></b><b><span style="font-size:10.0pt;color:black;background:white">This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service
desk with any concerns. </span><span style="color:black;background:white"><o:p></o:p></span></b></p>
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<p class="MsoNormal"><span style="font-family:"Aptos",sans-serif">Hi Lynn,<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-family:"Aptos",sans-serif"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="font-family:"Aptos",sans-serif">I have attached the policy for Georgia, which is mostly used in Juvenile Justice and Corrections.
<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-family:"Aptos",sans-serif"><o:p> </o:p></span></p>
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<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Aptos",sans-serif"><img border="0" width="400" height="195" style="width:4.1666in;height:2.0312in" id="Picture_x0020_1" src="cid:image002.png@01DABCC7.9A658830"></span><span style="font-size:12.0pt;font-family:"Aptos",sans-serif;mso-ligatures:standardcontextual"><o:p></o:p></span></p>
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<div style="border:none;border-top:solid #E1E1E1 1.0pt;padding:3.0pt 0in 0in 0in">
<p class="MsoNormal"><b>From:</b> Hart, Lynn L. <<a href="mailto:lyhart@nd.gov">lyhart@nd.gov</a>>
<br>
<b>Sent:</b> Wednesday, June 12, 2024 9:31 AM<br>
<b>To:</b> NCASG Surveys (<a href="mailto:dhr_ncasg_survey_list@admws.idaho.gov">dhr_ncasg_survey_list@admws.idaho.gov</a>) <<a href="mailto:dhr_ncasg_survey_list@admws.idaho.gov">dhr_ncasg_survey_list@admws.idaho.gov</a>><br>
<b>Cc:</b> Herrington, Molly <<a href="mailto:mherrington@nd.gov">mherrington@nd.gov</a>><br>
<b>Subject:</b> [NCASG] Job related injury leave question<o:p></o:p></p>
</div>
</div>
<p class="MsoNormal"><o:p> </o:p></p>
<div style="border:solid #9C6500 1.0pt;padding:2.0pt 2.0pt 2.0pt 2.0pt">
<p class="MsoNormal" style="line-height:12.0pt;background:#FFEB9C"><b><span style="font-size:10.0pt;color:#9C6500">CAUTION:</span></b><span style="font-size:10.0pt;color:black"> This email originated from outside of the organization. Do not click links or open
attachments unless you recognize the sender and know the content is safe.<o:p></o:p></span></p>
</div>
<p class="MsoNormal"><span style="font-size:12.0pt;font-family:"Aptos",sans-serif"><o:p> </o:p></span></p>
<div>
<div style="border:solid #9C6500 1.0pt;padding:0in 0in 0in 0in;display:flex">
<p class="MsoNormal" style="line-height:10.0pt;background:#FFEB9C"><b><span style="font-size:10.0pt;color:#9C6500;background:white">CAUTION:
</span></b><b><span style="font-size:10.0pt;color:black;background:white">This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service
desk with any concerns. </span><span style="color:black;background:white"><o:p></o:p></span></b></p>
</div>
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<p class="MsoNormal"><a name="_Hlk526767041">To all:<o:p></o:p></a></p>
<p class="MsoNormal"><span style="mso-bookmark:_Hlk526767041">We have been asked informally whether we would support a proposal for an injury leave policy, separate from sick leave or vacation (annual leave).. Rather than restate it, I will just quote from
the request: <span class="ui-provider"><i>Essentially, when a team member is injured at work, she/he would not need to use their own accrued leave if missing work, prior to workers comp kicking in. In addition, injury leave could also potentially supplement
the 66% of workers comp, rather than the team member using own leave. Could add provision that if team member is not approved for workers comp, injury leave is removed and team member's own leave must be used or LWOP and could also have limits on total amount
of injury leave. Just testing the waters to see if this idea could get any traction.</i></span><i><o:p></o:p></i></span></p>
<p class="MsoNormal"><span style="mso-bookmark:_Hlk526767041"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="mso-bookmark:_Hlk526767041">It seems like an interesting concept, but I am concerned that the relationship to workers compensation could be complicated or prohibitive. Also, it may be difficult to get approval for the additional
expense. <o:p></o:p></span></p>
<p class="MsoNormal"><span style="mso-bookmark:_Hlk526767041"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="mso-bookmark:_Hlk526767041">Have any of you considered or implemented such a policy? If so, could you provide some basic details?<o:p></o:p></span></p>
<p class="MsoNormal"><span style="mso-bookmark:_Hlk526767041"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="mso-bookmark:_Hlk526767041">Thanks,<o:p></o:p></span></p>
<p class="MsoNormal"><span style="mso-bookmark:_Hlk526767041"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="mso-bookmark:_Hlk526767041"><span style="font-size:13.0pt;font-family:"Arial",sans-serif;color:#00A0DD;mso-ligatures:standardcontextual">Lynn Hart,
</span></span><span style="mso-bookmark:_Hlk526767041"><span style="font-size:9.0pt;font-family:"Arial",sans-serif;color:#00A0DD;mso-ligatures:standardcontextual">SPHR, SHRM-SCP, CCP, CEBS</span></span><span style="mso-bookmark:_Hlk526767041"><span style="font-size:13.0pt;font-family:"Arial",sans-serif;color:#00A0DD;mso-ligatures:standardcontextual"><o:p></o:p></span></span></p>
<p class="MsoNormal"><span style="mso-bookmark:_Hlk526767041"><i><span style="font-size:10.0pt;font-family:"Arial",sans-serif;mso-ligatures:standardcontextual">Total Rewards Manager<br>
Human Resource Management Services<o:p></o:p></span></i></span></p>
<p class="MsoNormal"><span style="mso-bookmark:_Hlk526767041"><i><span style="font-size:10.0pt;font-family:"Arial",sans-serif;mso-ligatures:standardcontextual"><o:p> </o:p></span></i></span></p>
<p class="MsoNormal"><span style="mso-bookmark:_Hlk526767041"><span style="font-size:10.0pt;font-family:"Arial",sans-serif;mso-ligatures:standardcontextual">701.328.4739
<span style="color:#D34727">•</span><span style="color:black"> </span></span></span><a href="mailto:lyhart@nd.gov"><span style="mso-bookmark:_Hlk526767041"><span style="font-size:10.0pt;font-family:"Arial",sans-serif;mso-ligatures:standardcontextual">lyhart@nd.gov</span></span><span style="mso-bookmark:_Hlk526767041"></span></a><span style="mso-bookmark:_Hlk526767041"><span style="font-size:10.0pt;font-family:"Arial",sans-serif;mso-ligatures:standardcontextual">
<span style="color:#D34727">•</span><span style="color:black"> </span></span></span><a href="https://urldefense.com/v3/__http:/www.omb.nd.gov/__;!!HWVSVPY!jImewuP6Sn8f_BiU6p4UQM67qf0Q1W4vQZX_2IkTmcOWtp5UmusSY_xXK1KFIjS6r2mD9lzWMoTnTq56kt7gwA$"><span style="mso-bookmark:_Hlk526767041"><span style="mso-ligatures:standardcontextual">www.omb.nd.gov</span></span><span style="mso-bookmark:_Hlk526767041"></span></a><span style="mso-bookmark:_Hlk526767041"><span style="mso-ligatures:standardcontextual">
</span></span><span style="mso-bookmark:_Hlk526767041"><span style="font-size:10.0pt;font-family:"Arial",sans-serif;mso-ligatures:standardcontextual"><o:p></o:p></span></span></p>
<p class="MsoNormal"><span style="mso-bookmark:_Hlk526767041"><i><span style="font-size:10.0pt;font-family:"Arial",sans-serif;mso-ligatures:standardcontextual"><o:p> </o:p></span></i></span></p>
<span style="mso-bookmark:_Hlk526767041"></span>
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