Employee Recognition and Activities Planning (ERAP) Committee

The Department of Human Resources, along with a committee of volunteers, plans and sponsors a variety of on- and off-campus events for employees and their families. The Department administers an employee purchase program with area businesses to bring discounted products and services to employees and their families. This Department and committee also develop and administer employee recognition programs to recognize service to the Institute and its mission.

Credit Union

The Morton R. Lane Federal Credit Union is a cooperative savings and loan that serves the needs of Roswell Park staff providing a variety of savings, checking and loan programs. Staff may participate through payroll deduction.

Staff Development

Roswell Park Cancer Institute prescribes to the concept of lifelong learning. The Department of Nursing’s Education Office facilitates continuing education for professional nurses, including required in-service programs, general in-service education and external continuing education programs. The Staff Development Office in the Department of Human Resources provides a number of ongoing educational programs for Institute employees. Course offerings are available on the Institute’s internal web site and advertised throughout the Institute. Tuition reimbursement is available to employees working at least 50% schedules. The Office of Staff Development also coordinates programs and training courses offered through the Governor’s Office of Employee Relations, which are available to staff.

Employee Assistance Program

The Employee Assistance Program (EAP) is a voluntary, confidential and professional source of service to employees and their families who need assistance with personal problems and concerns before they reach levels of impairing home and family lives, relationships with co-workers, job performance and a general sense of well being. EAP provides confidential assessment and referral services including:

• Assistance with family-related problems.
• Assistance with emotional or physical illnesses, alcohol or drug related problems.
• Information on resources for childcare, elder care, legal and financial support services.
• Workplace, health education and employee wellness programs.

Equal Employment Opportunity (EEO)

Roswell Park Cancer Institute Corporation is an equal opportunity employer. Discrimination based on race, creed, color, national origin, age, sex, disability, veteran status or sexual orientation is prohibited.

Attendance and Leave Benefits

Working Hours

Employees work a standard 40-hour workweek. The Department of Nursing has specific procedures for requesting time away from work and documenting such leave for payroll purposes.

Holidays

The following holidays are observed at Roswell Park Cancer Institute:

• New Year’s Day
• Martin Luther King’s Birthday
• Lincoln’s Birthday
• Washington’s Birthday (President’s Day)
• Memorial Day
• Independence Day
• Labor Day
• Columbus Day
• Election Day
• Veteran’s Day
• Thanksgiving Day
• Christmas Day

Each year, up to two holidays may be designated as floating holidays. The Department of Human Resources will notify employees of specific dates on which holidays are celebrated, or those that may be designated as floating holidays.

Vacation

Vacation credits are earned in units of one-half day per pay period (every two weeks). Assuming that you are on the payroll continuously in a full-time status, you will earn 13 days of paid vacation leave each year. One bonus day, up to seven days, is awarded for each year of employment, equivalent to the number of years worked. These bonus days are given on the anniversary date of your employment, which is subject to change due to off-payroll status. After seven years of employment, that rate at which vacation credits is earned increases to three-quarters of a day per pay period. New employees may not use vacation credits until they have worked for 13 pay periods. After 13 pay periods, new employees are credited with six and one-half days of vacation. Prior supervisory approval is required for use of vacation credits. Employees may accumulate up to a maximum of 40 days of vacation leave, up to April 1 of each year. Employees will be paid for up to 30 days of accumulated vacation leave when they separate from employment with the Institute.

Sick Leave/Family Medical Leave

Sick leave is intended to protect staff against loss of income due to personal illness, or illness or death in the family. Public employees in New York State do not have NYS disability insurance. Consequently, employees are encouraged to judiciously use sick leave to protect against loss of income due to illness. Sick leave is credited at the rate of 1/2 day per payroll period or approximately 13 days per year and requires supervisory authorization for use. Information regarding Family Medical Leave is available in the Department of Human Resources.

Personal Leave

Full-time employees are credited with five (5) days of paid personal leave each year on the anniversary date of their employment. Personal leave is intended for use for personal business, including religious observances. It cannot be accrued and is forfeited if not used within a year. Prior supervisory approval is required for use of personal leave.

Professional Leave

To facilitate professional development, registered nurses are provided up to four (4) days per year to attend conferences or seminars related to the nursing profession presented by recognized professional organizations.

Child Rearing Leave

Employees, regardless of sex, are entitled to seven (7) months leave without pay for child care following the date of delivery or adoption of a child.

Other Leaves

Leave also may be granted for military reserve training, military duty, jury duty, educational purposes and disability cases.

Health Insurance & Related Benefits

Health Insurance

Roswell Park offers a comprehensive health insurance program for all employees who work a schedule of at least 50%. There are a number of options available. Coverage and costs vary. Roswell Park pays a major share of the cost for individual and family coverage. A payroll deduction is made on a pre-tax basis for the employee share of the premium. Employees have the option to change their health insurance status each year during an open enrollment period. The "Choices" booklet describes health insurance plans and is available through the Department of Human Resources. Health insurance coverage begins eight (8) weeks following the start of employment.

Dental Insurance

The Institute provides for automatic enrollment into the GHI Preferred Dental Plan and pays the premium cost in full. Coverage begins eight (8) weeks following the start of employment. The plan provides for a number of services and when services are provided by a participating network dentist, there is no cost to the employee.

Vision Care

Vision care coverage is provided through Davis Vision. The Institute pays the full cost of the premium. Employees must enroll in this plan and there is an eight-week waiting period for coverage to take effect.

Flex Spending Account

The Flex Spending Account is a benefit that allows staff to pay for certain expenses with pre-tax dollars. Under this program, there are two benefits:

• The Health Care Spending Account allows you to set aside up to $3,000 in pre-tax salary to pay for health care expenses that are not reimbursed by your health insurance.
• The Dependent Care Advantage Account allows you to set aside up to $5,000 in pre-tax salary for eligible childcare, elder care, or disabled dependent care expenses.

Retirement Savings

New York State Employees' Retirement System

Permanently appointed staff who work a full-time schedule are required to participate in the New York State Employees Retirement System. Participation is otherwise optional. Employees hired after July 1, 1976, must contribute three percent of their gross salary in pre-tax dollars to the Retirement System for 10 years, and are vested in this system after (5) years of full-time membership. Employees who leave the employment of the Institute prior to completing 10 years of employment may withdraw contributions they have made.

Deferred Compensation

Employees who participate in the New York State Employees' Retirement System are eligible to participate in the New York State Deferred Compensation Plan. Employees may contribute up to 25% of their pre-tax salary, not to exceed the legally allowable limit, per calendar year. Information regarding this limit is available from the Human Resources Department. A variety of investment vehicles are available.