Summary

of
New York State
Civil Service Law

Andrew M. Cuomo Lola W. Brabham

Governor Acting Commissioner
A Message from the President.

Appointments and promotions in New York State civil service are made according to
merit and fitness as mandated by the New York State Constitution. There are many laws that
contain provisions dealing with civil service matters, with the majority of them provided in the
Civil Service Law, Rules and Regulations.

This newly-revised guide summarizes important aspects of the statutory basis for our
State's merit system of public employment. It is a valuable reference tool that provides increased
access to information about the laws, rules and regulations that affect the civil service system.

I hope that you find the Summary of New York State Civil Service Law useful.

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A Note About Municipal Government

This Summary includes provisions of Civil Service Law that only apply to employment
in State government. Information regarding employment in municipal government (including
counties, cities, towns, villages, school districts and special districts) or the application of a
particular provision of Civil Service Law to municipal employment can be obtained from the
appropriate municipal civil service agency.

Each of the 101 municipal civil service agencies has adopted rules to carry into effect the
provisions of Civil Service Law. The municipal rules have the force and effect of law, and
govern many aspects of merit system administration in the municipalities. These rules should be
referred to for the specific provisions that apply to particular municipalities.

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 Abbreviation Key
This Summary includes abbreviations of citations of laws, rules and regulations. Below is a key
to those abbreviations.

CSL Civil Service Law

CSR Classified Service Rules

CFR Code of Federal Regulations

ML Military Law

NYCRR New York Codes, Rules and Regulations

POL Public Officers Law

PR Regulations of the Department of Civil Service
(President's Regulations)
RSSL Retirement and Social Security Law

USC United States Code

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 Summary of New York State
Civil Service Law
Table of Contents
Page
Sources of the Law Governing Civil Service .................................... 1
Civil Service Law, Rules and Regulations .............................................. 1
Civil Service Administration .......................................................... 2
The Department and the Commission ................................................... 2
Department and Commission Jurisdiction .............................................. 3
Jurisdictional Classification ........................................................... 3
Unclassified and Classified Service ...................................................... 3
Exempt Class ................................................................................ 3
Non-Competitive Class .................................................................... 4
Labor Class .................................................................................. 4
Competitive Class .......................................................................... 5
Reclassification ............................................................................. 5
Continuation of Employment in Takeovers by the State .............................. 5
Classification and Compensation .................................................... 5
Reclassification ............................................................................. 6
Bargaining Units ............................................................................ 6
Hiring to Job Rate .......................................................................... 7
Geographic/Pay Differentials ............................................................. 7
Examinations ................................................................................ 7
Applications/Requirements ................................................................ 7
Promotion .................................................................................... 8
Open-Competitive .......................................................................... 8
Non-competitive Class Eligibility for Promotion ...................................... 8
Eligible Lists ................................................................................. 9
Duration ...................................................................................... 9
Ranking ...................................................................................... 9
“Continuing” Eligible Lists ............................................................... 9
Certification Order.......................................................................... 9
Filling Vacancies ........................................................................... 10
Combining Lists ............................................................................ 10
Certification by Locality ................................................................... 10

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Permanent Appointment ............................................................... 11
Canvass and Offer of Appointment ...................................................... 11
Failure to Respond to Canvass, Declining Appointment .............................. 11
Permanent Appointment to Competitive Position on Non-competitive Basis ..... 12
Trainee Appointments ..................................................................... 12
Seasonal Appointments .................................................................... 12
Contingent Permanent Status ............................................................. 13
Probationary Term ....................................................................... 13
Requirements ................................................................................ 13
Duration ...................................................................................... 14
Absence ...................................................................................... 14
Probationary Reports ....................................................................... 15
Termination/Resignation .................................................................. 15
Non-Permanent Appointments ....................................................... 16
Temporary ................................................................................... 16
Provisional ................................................................................... 16
Tenure Rights ............................................................................... 17
Reassignment ................................................................................ 17
Transfers ...................................................................................... 18
Conditions and Limitations ................................................................ 18
Transfer to Avert Layoffs ................................................................. 18
Geographical Areas ........................................................................ 18
Agency Functions .......................................................................... 19
Administrative Positions ................................................................... 19
Resignation and Reinstatement ...................................................... 19
Effective Date ............................................................................... 19
Incompetency or Misconduct Charges ................................................... 20
Redeployments .............................................................................. 20
Layoffs and Preferred Lists ........................................................... 21
Criteria for Having Rights ................................................................. 21
Seniority ..................................................................................... 21
Layoff Units ................................................................................. 22
“Bumping” and “Retreating” .............................................................. 22
Placement Rosters .......................................................................... 22
Preferred Lists ............................................................................... 22
Preferred List Reinstatements ............................................................. 23
Term of Eligibility .......................................................................... 23
Reemployment Rosters .................................................................... 23
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Disciplinary Proceedings ................................................................ 24
Those Subject to Provisions ............................................................... 24
Investigations ................................................................................ 25
Charges ....................................................................................... 25
Hearings ...................................................................................... 25
Suspension/Dismissal ...................................................................... 26
Appeals ....................................................................................... 26
Leave for Disability ....................................................................... 27
Length of Leave ............................................................................. 27
Medical Examinations ..................................................................... 27
Termination/Reinstatement ................................................................ 28
Veterans’ Rights ............................................................................ 28
Additional Credits for Examinations ..................................................... 28
Eligibility .................................................................................... 28
Time of War ................................................................................. 29
Use of Credits ............................................................................... 29
Preference in Retention .................................................................... 30
War Veterans and Exempt Volunteer Firefighters ..................................... 30
Military Service and Leave of Absence ................................................. 30
Entitlement to Examinations .............................................................. 31
Appointment While on Military Duty ................................................... 32
Credit Toward Probationary Requirements ............................................. 33
Age Requirements .......................................................................... 33
Leave for Education ........................................................................ 33
Political Activity ............................................................................ 33
Rules of Conduct ........................................................................... 33
Federally Funded State Agencies ......................................................... 33
Strikes .......................................................................................... 34
The Ethics Law and Outside Activities ........................................... 34
Dual Employment .......................................................................... 34
Financial Disclosure ........................................................................ 34
Additional Agency Restrictions .......................................................... 34
Certification .................................................................................. 35

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 Sources of the Law Governing Civil Service

Civil Service Law, Rules and Regulations

The Civil Service Law and the Rules and Regulations promulgated there under, implement
the mandate of the State Constitution, Article V, section 6, which provides that:

"Appointments and promotions in the civil service of the State and all of the civil divisions
thereof, including cities and villages, shall be made according to merit and fitness to be ascertained,
as far as practicable, by examination which, as far as practicable, shall be competitive, ..."

Article V, section 6 also provides for additional credits in competitive examinations for
certain disabled and non-disabled veterans. Since this preference for veterans is inconsistent with the
constitutional requirement of competition, it was necessary that provision for such credits be
included in the Constitution itself.

The majority of the provisions pertaining to civil service procedures and requirements in the
State service are contained in the Civil Service Law, the Rules for the Classified Service, the
Regulations of the State Civil Service Commission (Commission's Regulations) and the Regulations
of the Department of Civil Service (President's Regulations). The Rules and Regulations implement
the Law and provide procedures for carrying out the principles expressed in the Constitution and
Law. The Rules and Regulations, of course, must be consistent with the Law.

The principal rules governing the recruitment of personnel and personnel changes, including
examinations, appointments, promotions, transfers and reinstatements, are contained in the Rules for
the Classified Service. The Rules for the Classified Service are subject to the approval of the
Governor and take effect when filed with the Department of State. These Rules apply to all
employment under the jurisdiction of the State Department of Civil Service.

The Attendance Rules for Employees in New York State Departments and Institutions,
commonly referred to simply as the Attendance Rules, govern such matters as vacation, sick leave,
holidays and other time allowances. They apply to officers and employees in the classified service in
the Executive Branch of the State government.

In addition to the Civil Service Law, Rules and Regulations, there are many other laws
containing provisions dealing with civil service matters. For example, there are provisions affecting
the employment of people in the civil service in the Public Officers Law, Public Authorities Law,
Military Law, Town Law and Village Law. Even the executive budget approved by the Legislature
each year is, in a sense, a law dealing with civil service matters. State and federal human rights and
employment laws and the Public Employees' Fair Employment Act (The Taylor Law) significantly
influence the administration of the civil service system.

Furthermore, there is a fairly large body of court decisions and Opinions of the Attorney
General and the State Comptroller dealing with civil service issues.

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 Civil Service Administration

The Department and the Commission

CSL § 5.1 The authority and responsibility for administration of the Civil Service Law in New
5.2 York State government is vested in the State Department of Civil Service.
Although many in the public service make no distinction between the Department
and the State Civil Service Commission, they do have separate identities and
functions. The Commission consists of three members appointed by the Governor,
with the advice and consent of the Senate, for overlapping six year terms, with a
term expiring every two years. No more than two of the members may be of the
same political party. The President of the Commission is designated by the
Governor from among the three members and serves as President at the pleasure of
the Governor. The President of the Commission is the head of the Department.
CSL § 7 As head of the Department, the President of the Commission is responsible for
carrying out all of the duties and functions of the Department. These include, for
example, the administration of the examinations program, which encompasses the
scheduling, preparation, conduct and rating of examinations; setting minimum
qualifications; establishing the type and conduct of tests; and deciding whether to
hold an open-competitive or promotion examination in any given instance. Other
examples of the administrative functions of the Department are the establishment
and certification of eligible lists, maintenance of rosters, certification of payrolls,
provision of services to local jurisdictions, administration of the health insurance
program and all matters of internal management of the Department, including the
appointment and assignment of personnel in the Department. The President is also
responsible for the enforcement of the Rules and Regulations.

CSL § 6 The functions of the Commission may be described generally as quasi-legislative,

appellate and investigative. It might be characterized as the "watchdog" of the
merit system. The quasi-legislative function involves the promulgation of rules and
regulations, and the appellate function involves hearing and determining appeals.
These include appeals in disciplinary cases for those employees not covered by
contract, appeals from involuntary leaves of absence, appeals from examination
ratings, and appeals of any action taken by the President, acting as the head of the
Department of Civil Service. Any appeal of the President's action must be filed in
writing with the Commission within 30 days of the determination. The
Commission may make such investigation relative to the determination appealed,
as it may deem advisable, and may affirm, reverse or modify such determination.
The Commission may hold a hearing on the appeal, but is not required to do so. No
appeal is allowed if the determination of the President relates solely to matters of
internal management of the Department of Civil Service or if the determination
was approved in advance by the Commission. Also, no appeal may be taken to the
Commission from any action of the President dealing with the administration of the
health insurance program.

CSL § 6.3 The Commission also has the authority to conduct investigations concerning any
matter touching on the enforcement and effect of the Civil Service Law or Rules.

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In connection with such an investigation, the Commission or its designated
representative may issue subpoenas, administer oaths and interrogate witnesses.
The Commission has also been given the functions formerly exercised by the Merit CSL § 145
Award Board for making merit awards for outstanding accomplishments or 146
suggestions by State employees.
Department and Commission Jurisdiction
The State Department of Civil Service and the Civil Service Commission exercise CSL § 6.1
direct jurisdiction over all employment in the classified service of the Executive
Branch of State government, except positions (uniformed and non-uniformed) in the
Division of State Police. Examinations and other civil service requirements
applicable to the State Police are administered directly by the Superintendent of
State Police. The Department and Commission also have jurisdiction over a number
of, but not all, public authorities and public benefit corporations.

Jurisdictional Classification

The "civil service" encompasses all offices and positions in the service of the CSL § 2.5
State or any of its civil divisions, except offices and certain employees in the
Division of Military and Naval Affairs.
Unclassified and Classified Service
The civil service is divided into the unclassified and classified service. The CSL § 35
unclassified service includes elective offices; offices filled by election or
appointment of the legislature on joint ballot; legislative officers and employees;
department heads; certain officers and employees appointed by the Governor;
officers, members and employees of boards of elections; and, the largest group,
teachers and supervisory personnel in the public schools, the State University
and certain community colleges.

All positions not in the unclassified service are in the classified service. All CSL § 40
positions in the classified service, when created are automatically in the
competitive class until the Commission takes action to place them in the exempt,
non-competitive or labor classes. The division of positions into these classes is
called jurisdictional classification, and is based principally on the extent to which
examination is practicable.
Exempt Class
The exempt class is defined in the Civil Service Law to specifically include one CSL § 41
secretary of each department, temporary state commission or other State officer CSR § 2.1
authorized by law to appoint a secretary, deputies of principal executive officers
authorized by law to act generally for and in place of their principals, and certain
court clerks. The secretary of each municipal board or commission authorized by
law to appoint a secretary shall also be in the exempt class. Additionally, any other

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 subordinate positions for which competitive or non-competitive examination is
found to be not practicable may be placed in the exempt class. No position is in the
exempt class unless it is specifically listed as exempt in the Rules for the Classified
Service. The Commission must amend its rules to add a position to the exempt class
listing. Such amendment is subject to approval of the Governor. The statute
provides that for any title listed in the exempt class in the rules, only one position is
authorized unless a different number is specifically prescribed in the rules. The
statute also provides that when a vacancy occurs in the exempt class, the
Commission shall study and evaluate the position and within four months determine
whether it is properly classified in the exempt class. Pending such determination the
position may not be filled except on a temporary basis.
Non-Competitive Class
CSL § 42 The non-competitive class consists of those positions for which it is not practicable
CSR § 2.2 to conduct examinations on a competitive basis. Appointments to non-competitive
positions are to be made after a non-competitive examination, such as a review of
training and experience, as prescribed by the Department. For the most part, this
class consists of skilled trades positions. However, it does include some higher
level administrative, scientific or technical positions, positions that are confidential
in nature, or involve making or influencing policy. Positions in the non-competitive
class require an amendment to the rules. The statute provides that a title listed in the
non-competitive class shall include only one person unless a different or an
unlimited number is specified in the rules. Further, the Commission may, by
appropriate amendment to the rules, designate among positions in the non-
competitive class those that are confidential or policy influencing. Positions so
designated carry a "phi" designation. Incumbents of positions that carry a "phi"
designation do not obtain tenure under Section 75 of the Civil Service Law.
CSL § 55-b Under Section 55-b, up to 1,200 positions can be designated specifically for filling
55-c by people with physical or mental disabilities who are otherwise qualified to
satisfactorily perform the duties of the position. Positions so designated are
classified in the non-competitive class by the Commission. Under Section 55-c, an
additional 500 positions can be classified as non-competitive for the employment of
disabled veterans who served in time of war. Disabled candidates seeking
employment under 55-b or 55-c must present documentation of their disability to the
Department's Employee Health Service for eligibility determinations.

The difference between the exempt and the non-competitive classes, insofar as
appointment is concerned, is that for positions in the exempt class, the appointing
officer is free to select whomever he/she pleases and the agency, rather than the
Department of Civil Service, sets any educational, experience or other qualification
requirements. If the position is in the non-competitive class, the appointing officer
still has the power of selection, but the appointee must meet such educational,
experience and other qualification requirements as may be fixed by the Department
of Civil Service. Generally, no written or oral tests are required for non-competitive
class appointments.
Labor Class
CSL § 43 Labor class titles are listed in the Regulations of the Civil Service Commission.
2.3 Positions in the labor class involve unskilled labor; however, qualifying tests
may be required for appointment to labor class positions.

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Competitive Class
The competitive class consists of all offices and employments in the classified CSL § 44
service that are not in the exempt, non-competitive or labor class. Positions in the
competitive class are not listed in the rules or regulations. No action is required to
place a position in the competitive class. Every position in the classified service is
automatically in the competitive class unless and until it is specifically classified in
another jurisdictional class.
Reclassification
The courts have held that when a position is reclassified from the exempt, non-
competitive or labor class to the competitive class, an incumbent who has been
serving in the position on a permanent basis is entitled to permanent appointment in
the reclassified position with all the rights and privileges of competitive class status,
without further examination.

Permanent incumbents of positions that have been reclassified from the competitive
to the non-competitive jurisdictional class are immediately accorded the same
protection afforded to tenured non-competitive employees. Employees so affected
are entitled to the disciplinary protections of Section 75, and to exercise the same
vertical bumping and retreat rights they would have been entitled to, had their
positions remained in the competitive class.
Continuation of Employment in Takeovers by the State
The Civil Service Law contains provisions to retain certain employees of private CSL § 45
institutions or enterprises that are taken over by the State. The provisions apply to
those who have been employed for at least one year. Under such provisions, the
positions held by the private employees are initially placed in the non-competitive
class pending their assignment to an appropriate jurisdictional class. However, such
an employee may be disqualified from further employment if he/she is not found to
be a person of good character. All positions held by such employees are required to
be assigned to appropriate jurisdictional classes within one year after the acquisition
of the private institution or enterprise. The incumbents are entitled to all the rights,
benefits and status of the jurisdictional class to which their respective positions are
assigned. This action is termed a "cover-in" and must be approved by the Civil
Service Commission.

Classification and Compensation

The Civil Service Law provides for a Classification and Compensation Division in
the Department of Civil Service, and a Director of Classification and Compensation. CSL § 117
The Director is responsible for ascertaining and recording the duties and 118
responsibilities of positions in the classified service of the State, classifying such
positions, and allocating salary grades for competitive, non-competitive and-in
his/her discretion-labor class positions. All positions, with the exception of part-

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 time, exempt and some temporary and labor class positions, are assigned (allocated)
to a salary grade as specifically set forth in the Civil Service law. All positions in
the same title, unless unallocated, are in the same salary grade. With the exception
of the professional service of SUNY, members of the Division of State Police, and
positions in the Division of Military and Naval Affairs and a few smaller
organizations, all positions in State government are under the jurisdiction of the
Classification and Compensation Division. Positions with similar duties having the
same qualifications and requiring the same examination are generally classified
under the same title.

CSL §120 Most classification actions are initiated by applications to the Director of
Classification and Compensation. An agency appointing officer may request the
classification and salary allocation of a new position or the reclassification (change
in title) or reallocation (change in salary grade) of an existing position or title. An
employee may also apply for the reclassification or reallocation of his or her own
position and/or title but may not, however, request the establishment of a new
position. In the event that an employee or an appointing officer disagrees with a
classification determination, an appeal of the determination may be brought to the
Civil Service Commission. The appeal must be filed within 60 days of the receipt of
the determination.

CSL §121.1 Any determination to classify, allocate, reclassify or reallocate a position takes
121.2 effect on the first day of the fiscal year after approval by the Director of the Budget
and funds are appropriated. An employee affected by such a change has no legal
entitlement to any back dated salary adjustment.
Reclassification
CSL §121.3 An employee whose position is reclassified does not automatically receive
122 permanent status in the new title. The individual may have to qualify through the
competitive examination process. Judgments are made on an individual case-by-case
basis depending upon the changes in duties and responsibilities that supported the
change in title and/or grade level.
CSL §121.2 In those cases where a permanent employee's position is reclassified to a lower
grade level, the affected employee's salary will not be reduced as a result of the
action and, in a similar situation, the salary of a permanent incumbent of an
unallocated position will not be reduced when that position is allocated to a salary
grade.

Bargaining Units
CSL §130.1 Except for those employees considered Managerial/Confidential, there are seven
130.4 bargaining units into which most employees are grouped. The Civil Service Law
131.1-a sets forth the salary schedules that are applicable to each specific unit. Newly hired
employees receive the hiring rate of the salary schedule unless an increased hiring
rate has been approved by the Director of Classification and Compensation and the
Director of the Division of the Budget. Increased hiring rates may be approved
based on recruitment difficulties and/or the outstanding qualifications of a particular
candidate.

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Hiring to Job Rate
Movement from the hiring rate to the job rate (maximum) is determined by an CSL § 131.2
evaluation of performance as prescribed in the applicable performance evaluation 131.6
plan developed by the Governor's Office of Employee Relations. Employees
promoted to a higher grade level receive the hiring rate of the new grade or an
increase in their present salary of 1-1/2 percent plus 1-1/2 percent for each grade
advanced, whichever results in a higher salary.

Geographic/Pay Differentials
In addition to the scheduled salary rates, an employee's total salary may be affected CSL §130.6
by location compensation, inconvenience pay, geographic area pay differentials 130.7
and/or shift pay differentials. Location pay, as negotiated with employee unions, is
added to the base pay of all employees, including those designated as Managerial/
Confidential, located in New York City, and in the Counties of Monroe, Rockland,
Westchester, Suffolk, Nassau, Dutchess, Orange and Putnam. Inconvenience pay,
as negotiated with employee unions, is added to the base pay of all employees
regularly assigned to evening or night shifts.

Both geographic and shift pay differentials are administrative tools intended to
facilitate recruitment and retention of employees in those areas where salaries and
employment practices of other employers adversely affect the ability of the State to
recruit and retain a competent work force. Both require the approval of the Director
of Classification and Compensation and the Director of the Division of the Budget,
and are selectively applied. A geographic pay differential is an amount of money
added to the pay range of a salary grade for selected titles in a specified location of
the State. In a similar manner, shift pay differentials are approved for selected titles
in a specified area for those employees working evening or night shifts on a regular
basis.

Examinations

Civil Service Law requires that, as far as practicable, positions in the competitive CSL § 50.1
class be filled through a competitive examination process that ascertains the relative
merit and fitness of each candidate.

Applications/Requirements
The State Department of Civil Service must issue an announcement for each CSL § 50.2
competitive examination, setting forth the minimum qualifications, the subjects of PR §66.1
the examination and other information deemed necessary, and advertise such
examination.

Candidates for competitive examinations must submit applications and demonstrate CSL §50.3
that they meet the announced requirements. The State Civil Service Department 50.4
may refuse to examine or to certify an applicant who does not meet CSR § 3.2

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 the minimum qualifications. There are several other grounds for disqualification,
including falsification of an examination application. Disqualified applicants must
be provided a written explanation and afforded an opportunity to submit an
opposing explanation. Additionally, they may appeal the disqualification to the
Civil Service Commission.

Promotion
CSL §52.1 Positions in the competitive class above entry-level are generally filled by
CSR §3.3 promotion from among individuals holding competitive class lower grade positions
in direct line within the department in which the vacancy exists. The Department of
Civil Service may determine that it is impracticable or against the public interest to
limit eligibility to individuals holding lower grade direct line positions. Eligibility
for promotion may be extended to individuals in collateral lines or to comparable
positions in any other unit or units, and may include minimum training and
experience requirements.

Open Competitive
CSL § 51.1 The State Civil Service Department may, on its own initiative or upon the request of
the appointing officer stating his/her reasons, determine to conduct an open-
competitive examination instead of a promotion examination.
CSL § 51.2 If there is a promotion field, and an open-competitive and promotion
51.3 examination are not being held simultaneously, a notice of intention to conduct
an open-competitive examination must be posted for at least 15 days. During
this 15-day period, employees who believe that a promotion examination should
be held may submit specific reasons why they believe a promotion exam to be
practicable and in the public interest.

Non-Competitive Class Eligibility for Promotion

CSL § 52.11 For certain designated titles, employees who hold or formerly held non-competitive
or labor class positions have the same opportunities to take promotion examinations
as employees in competitive class positions, as long as the promotion examination is
being held in conjunction with an open-competitive examination.

CSL § 55.b Additionally, individuals appointed to non-competitive class positions pursuant to

55.c Section 55-b or 55-c have the same opportunities to take promotion exams as
52.13 employees in competitive class positions. No simultaneous open-competitive exam
need be held. The same opportunity may be extended by the Civil Service
Commission to Vietnam Era veterans.

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 Eligible Lists

Duration
The Civil Service Law provides that the duration of an eligible list shall be not less CSL § 56
than one year or more than four years. If a list has been in existence for one year or PR § 68.1
more, it shall terminate upon the establishment of an appropriate new list unless the
old list is extended by action of the Department of Civil Service. Additionally,
should a financial emergency restrict the filling of vacancies, the Department of
Civil Service may, in its discretion, extend the duration of the list for a period
equivalent to the length of the restriction. Once a list expires, it cannot be revived,
nor can an individual whose name was on the expired list receive an appointment on
that basis.

Ranking
Successful candidates are placed on an eligible list in order of their respective final CSL § 61.1
examination ratings, including seniority and veterans' credits. The rules provide that CSR § 3.5
if two or more eligibles receive the same final rating, they shall be placed on the list 3.6
in accordance with such uniform, impartial procedure as may be prescribed by the PR § 67.2
Department of Civil Service. All eligibles with the same final score are equally
reachable for appointment.

"Continuing" Eligible Lists

Civil Service Law provides for "continuing" eligible lists, to which names of CSL § 57
eligibles are added as applicants are tested on a periodic basis. "Continuing" eligible
lists may be utilized when the Department of Civil Service finds that there are
inadequate numbers of well qualified persons available for recruitment. The
periodic tests administered are designed to be equivalent in coverage and difficulty.
The name of any candidate who passes the test is placed or interfiled on the list in
rank order according to their final rating, and eligibility continues for a period fixed
by the Department of Civil Service.

Certification Order
When an appointment is to be made to fill a vacancy, and there is no redeployment CSL § 52.1
roster, preferred list, reemployment roster, placement roster or special military list in 52.4
existence for the position, lists are normally certified in the following order: 52.5

1. promotion unit eligible list, if applicable,

2. departmental promotion list or departmental segment of interdepartmental

promotion list,

3. general interdepartmental promotion list,

4. open-competitive list.

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 Filling Vacancies
CSL § 52.1 Vacancies are to be filled by promotion examination rather than by open-
60.3 competitive examination, as far as practicable. When an open-competitive and
61.1 promotion examination for the same title are held simultaneously, the promotion list
is certified first until exhausted; then the open-competitive list is certified. The
Department of Civil Service has the authority to determine whether an existing list is
appropriate for filling a vacancy in a similar title.

Combining Lists
CSL § 60.1 Civil Service Law provides that when a list is less than one year old and contains
less than three names of people willing to accept appointment and a new list is
established, the people on the old list have preference in certification over the new
list until the old list is one year old. During that time, such names shall be certified
along with enough names from the top of the new list to provide the appointing
officer with a sufficient number of eligibles from which to make a selection for
appointment.

Civil Service Law also provides that when a list has been in existence for one year
or more and is continued upon the establishment of a new list containing less than
three names, the Department of Civil Service may certify the names from the old list
along with sufficient names from the new list to provide an appointing officer with a
sufficient number of eligibles from which to make a selection for appointment.

Certification By Locality
CSL § 60.3 For an appointment to any State position in a locality outside of Albany County, the
Department of Civil Service may certify residents of the county or judicial district
which includes such locality, or any combination of counties or judicial districts
including such locality. Where a list is certified on a local residence basis and
becomes exhausted of residents, the general State-wide list must be certified to fill
any further vacancies occurring in that locality. All positions in Albany County
must be filled from the general State-wide list.

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 Permanent Appointment

Canvass and Offer of Appointment

One of the causes of confusion in connection with the appointment process is a lack CSL § 61.3
of understanding of the difference between a canvass and an offer of appointment. A
canvass is nothing more than an inquiry as to whether the eligible would be willing
to accept appointment if it were offered; it is NOT an offer of appointment.
Normally, before an appointment is made, the eligibles at the top of the list are
canvassed. Those who indicate a willingness to accept appointment are then
interviewed. In the course of the interview, an eligible may decide that he/she is not
interested in appointment. Selection is made from among the three highest ranking
eligibles willing to accept appointment. It is important to note that there is nothing
in the Civil Service Law or Rules that requires eligibles be interviewed. If one of
the first three on a list is willing to accept appointment, the appointing officer may
make an appointment and need not canvass or otherwise communicate with the
other eligibles on the list. However, eligibles considered but not selected for
appointment must be given notice of non-selection when another individual is hired
for the position.

Appointment or promotion from an eligible list must be made by selecting one of CSL § 61.1
the three highest ranking eligibles willing to accept appointment. However, if there CSR § 3.6
are eligibles having "tied" ratings, selection may be made from among those whose 4.2
final ratings are equal to or higher than the third highest ranking eligible on the list
who have indicated a willingness to accept appointment. All eligibles attaining the
same score are listed as having the same rank.

Failure to Respond to Canvass, Declining Appointment

An eligible canvassed for appointment or offered appointment in writing who fails CSR § 4.1(b)
to respond within 10 business days after the mailing of such canvass or offer (or 4.1(c)
before the end of the second succeeding business day if the canvass or offer is made
by telephone), may be considered ineligible for the particular appointment. In other
words, he/she does not have to be considered as one of the three selections. If an
eligible fails to reply to an offer or canvass, declines or indicates unwillingness to
accept appointment, fails to appear for the interview, or fails to report for work after
accepting an offer of appointment, his/her name shall be withheld from further
certification from the list. Eligibility may be restored upon the candidate's request,
or upon the request of the appointing officer concerned, if a satisfactory explanation
for his/her action is submitted to the Department of Civil Service. An eligible may
decline an offer of appointment without jeopardizing his/her status on the list,
provided there is satisfactory reason for the declination. Legitimate reasons for
declination of appointment include agency and/or location of employment, or
temporary inability--physical or otherwise--to accept appointment.

11
 Permanent Appointment to Competitive Positions on
Non-Competitive Basis
CSR § 4.2(b) A permanent appointment to a competitive class position may be made by non-
CSL § 52.7 competitive examination if an open-competitive examination has failed to produce
an eligible list containing the names of at least three people willing to accept
appointment. In such a case, the appointing officer may request that a non-
competitive qualifying examination be given to an individual nominated by the
appointing officer. If the individual is successful on the examination, the agency
may appoint the person on a permanent basis. In a promotion situation, if there
are no more than three people eligible for examination for promotion to a vacant
competitive class position, or whenever no more than three people file
applications for examination to such position, the appointing officer may nominate
an employee for non-competitive promotion to such vacancy. A nominee who
passes an examination appropriate for the duties and responsibilities of the
position to be filled may be permanently appointed. No examination may be
required in such a case if the nominee has already passed an appropriate
examination.
Trainee Appointments
CSR § 4.3 The Department of Civil Service may condition appointment or promotion to
4.5(c) certain positions upon the satisfactory completion of a traineeship in an
appropriate lower training title and, when required, the satisfactory completion of
specified training courses. The period of such term of training shall be prescribed
by the Department of Civil Service. Upon satisfactory completion of the
traineeship, and any academic courses that may be required, appointees are
entitled to full permanent status in the position for which the appointment was
made. If an appointee's conduct, capacity or fitness is not satisfactory, or if he/she
fails to pursue or satisfactorily continue any required academic courses, his/her
employment may be discontinued at or before the end of the traineeship. The
probationary period for appointment to trainee positions coincides with the length
of the traineeship. However, where appointment from an open-competitive list
can be made either to a trainee or journey level position, the length of the
probationary period shall be for 26 to 52 weeks or the length of the training
service, whichever is greater.
Seasonal Appointments
CSR § 4.4 Appointments from eligible lists to positions in the competitive class where the
service is not continuous throughout the year but recurs in each successive year
are designated as seasonal appointments. These appointments are made by
selecting one of the top three eligibles from the appropriate eligible list, in the
same manner as regular permanent appointments. When the employment season
ends, the names of employees are put on a seasonal reemployment list in the order
of their first appointment to the particular title they vacated at the end of the
employment season. The seasonal reemployment list is certified to the appointing
officer at the commencement of the next employment season, and those on the list
are entitled to reemployment in the order in which their names appear. However,
any such person may be re-examined by the Department of Civil Service with
respect to physical fitness for the performance of required duties, and may be

12
disqualified for further employment in the same manner and for the same reasons
that apply to the disqualification of an eligible on an open-competitive list. The
names of any people on a seasonal reemployment list who are not reached for
reemployment remain on the list for certification in subsequent seasons, but no
person may continue to be eligible for reemployment for more than three years
from the date of his/her last separation from seasonal employment. A seasonal
reemployment list is not a preferred list such as is established upon the abolition of
regular year-round competitive class positions.

The rule governing seasonal appointments provides that if a vacancy occurs in a

full-time position having a title and duties similar to that of a seasonal position and
no appropriate open-competitive list is available, the vacancy may be filled with a
person serving in a seasonal position. The person's original appointment date to
the seasonal position must be the same as or earlier than the original appointment
date of the third highest standing person willing to accept appointment.

Contingent Permanent Status

Civil Service Law authorizes the State Civil Service Commission to provide by CSL § 64.4
rule for the extension of some or all rights and benefits of permanent status to CSR § 4.11
individuals receiving an appointment to a temporarily vacant position in the labor,
competitive or non-competitive class. These are referred to as contingent
permanent appointments. Except in the case of the return of a prior incumbent,
the contingent permanent employee has all rights and benefits of a permanent
employee.
In the case of the return of a prior incumbent, first, any temporary or provisional CSR § 4.11(a)
employee in that title is displaced. Then, the most recent contingent permanent 4.11(b)(1)
appointee to the title (if there is more than one) is displaced. Displacement is not
based on the incumbents' classified service seniority dates, but rather on the order
of the incumbents' contingent permanent appointment dates. The displaced
individual may return to his/her former permanent position (hold item), if any, and
will have his/her name placed on any appropriate reemployment lists for the title
from which displaced.

In addition, an affected competitive class employee may request restoration to the CSR § 4.11(b)
eligible list from which the original contingent permanent appointment was made,
if still in existence.

Probationary Term

Requirements
Civil Service Law requires that a probationary term be served upon original CSL § 63.1
appointment to a position in the competitive class and upon interdepartmental
promotion. The law permits the State Civil Service Commission to require that

13
 a probationary term be served upon intradepartmental promotion and appointment to
positions in the exempt, non-competitive and labor jurisdictional classes. It further
permits the appointing officer to waive the probationary term upon
interdepartmental promotion. When probationary service is required upon
promotion, the employee shall be placed on a leave of absence from his/her former
permanent position pending satisfactory completion of the probationary term.

CSR § 4.5(a) The Classified Service Rules provide that every permanent appointment, promotion
4.5(b)(2) or transfer shall require satisfactory completion of a probationary term. For the
4.5(b)(4)(i) purposes of these rules, "promotion" includes the appointment of an employee to a
4.5(e) higher grade position in the non-competitive class. As with promotions, the rules
provide that upon transfer, when probationary service is required, the employee shall
be placed on leave of absence from his/her former permanent position pending the
satisfactory completion of the probationary term. However, the appointing officer
may elect to waive the probationary term required upon transfer.

CSL § 63.1 The employee has the right, upon reasonable notice, to return to his/her permanent
CSR § 4.5(e) position at any time during the probationary term if so desired. If the employee fails
4.5(b)(5)(i) to perform satisfactorily during the probationary term, he/she shall be returned to
his/her former position at the end of the probationary term. Unless notified of
successful completion or termination at an earlier date, the employee is deemed to
have completed probation at the end of the maximum term.

Duration
CSR § The basic probationary term required for most original permanent appointments is
4.5(b)(5)(i) not less than 26 or more than 52 weeks. The exceptions are appointments to training
4.5(b)(5)(ii) positions, Teacher and Vocational Instructor positions and to titles specifically listed
in the rules. The rules provide that the probationary term continues to the maximum
limit, unless the appointing authority gives written notice to the probationer that the
probationary term has been successfully completed. If the probationer's service is
not satisfactory, employment may be terminated at any time after eight weeks and
before the completion of the maximum period. However, at the discretion of the
appointing officer, a probationer who has not satisfactorily completed the original
term may be offered an opportunity to serve an additional term of not less than 12 or
more than 26 weeks in a different assignment.
CSR§ The rules also provide for a probationary period, upon transfer or promotion, of
4.5(b)(2) between eight to 26 weeks for positions at Grade 13 and below, and between 12 and
4.5(b)(4)(i) 52 weeks for positions at Grade 14 and above.
CSR § 4.5(f) An employee who has resigned and is thereafter reinstated, either by the former
agency/or by another agency, is required to serve a new probationary period in the
same manner and subject to the same requirements as that of the original
appointment.
Absence
CSR § 4.5(g) Any periods of authorized or unauthorized absence during the probationary term
aggregating up to 10 workdays if the term is less than 26 weeks, or up to 20
workdays if the term is greater than 26 weeks, may, at the discretion of the

14
appointing authority, be considered as time served in the probationary term. In
addition, when the probationary term for a trainee appointment or promotion
exceeds one year, periods of absence aggregating up to 20 days multiplied by the
number of years constituting the probationary term may be considered as time
served. Any periods of absence not so considered and any periods in excess of these
minimums may not be considered as time served. Accordingly, the minimum and
maximum periods of the probationary term must be extended by the number of
workdays of absence not counted as time served in the probationary term.
Traineeships are also correspondingly lengthened.

Probationary Reports
The rules require that the supervisor carefully observe the conduct and performance CSR §
of the probationer and report in writing to the appointing authority at least two 4.5(b)(5)(iii)
weeks before the end of the term. Also, the supervisor, from time to time during the
probationary term, is required to advise the probationer of his/her status and
progress. A probationer whose services are to be terminated is entitled to receive
written notice at least one week prior to such termination and, upon request, is
entitled to an interview with the appointing authority. This does not mean, however,
that the appointing authority must state specific reasons for the termination of a
probationer.

Termination/Resignation
Probationers who are terminated or resign before the end of the probationary term, CSR § 4.5(h)
may request to have their names restored to the eligible list from which they were
appointed, if it still exists. Names may be restored to the list, if the Department of
Civil Service determines that a second opportunity for appointment is warranted.

If a person serving a probationary term is appointed to a higher level position on a CSR § 4.5(i)
temporary or provisional basis, the appointing officer may count the appointee's 4.5(j)
service in the higher level position toward the satisfactory completion of the
probationary term in the lower level position. At the end of the minimum
probationary term, or the entire probationary term if it is of a fixed duration, the
probationer may require the appointing authority to furnish a decision in writing as
to whether or not service in the higher level position is considered as satisfactory
probationary service. If the decision is not to count the higher level service, the
probationer may request to be returned to the lower position to complete the
probationary term. The probationer may not be terminated from the lower level
position on account of unsatisfactory service unless he/she has actually served in
such position, in the aggregate, at least eight weeks. A probationer may be removed
during the minimum probationary period on charges of incompetency or misconduct
in the same manner as a permanent employee.

There is no appeal to the Civil Service Commission on the procedures or merits of

probationary termination. The courts have held that an appointing officer has broad
discretion in determining the fitness of a probationer. They will not disturb the
decision of an appointing officer unless it is clearly shown to have been made in bad
faith.

15
 Non-Permanent Appointments

The two major types of non-permanent appointments are temporary appointments

and provisional appointments. Basically, a temporary appointment is an appointment
to a position that is established for only a temporary, short duration or an
appointment to a permanent position that is temporarily vacant. A provisional
appointment, on the other hand, is a stopgap appointment to a vacant position
pending the establishment of an appropriate eligible list from which a permanent
appointment to such position can be made.
Temporary
CSL § 64.1 A temporary appointment may be made to a permanent position temporarily vacant
due to the leave of absence of the permanent incumbent. Such temporary
appointment may extend for the authorized duration of the leave of absence as
prescribed by statute or rule. A temporary appointment also may be made for up to
six months where the Department of Civil Service finds that the position to which
such appointment is proposed will not continue for a longer period. However, if the
position continues beyond the six-month limit, the temporary appointment may be
extended up to an additional six months with the approval of the Department of
Civil Service. Successive temporary appointments may not be made to the same
position after the expiration of the authorized period of the original temporary
appointment.
CSL § 64.2 Temporary appointments for up to three months may be made without regard to
existing eligible lists. If an appointment is made for a period exceeding three months
but not exceeding six months, a person may be selected from an appropriate list, if
available, without regard to his/her standing on such list. Any further temporary
appointment beyond the six-month period or any temporary appointment initially
made for a period exceeding six months must be made from among the three highest
ranking eligibles on an appropriate list, if available, who are willing to accept such
temporary appointment.

CSR § 64.3 A temporary appointment may be made without examination when the person
appointed will render professional, scientific, technical or other expert services on
an occasional basis, or on a full-time or regular part-time basis in a temporary
position established to conduct a special study or project for a period not exceeding
18 months. Such appointment may be authorized only in a case where it would not
be practicable to hold an examination of any kind.
Provisional
CSL § 65.1 A provisional appointment may be made when no appropriate eligible list of at least
three people willing to accept appointment is available to fill a vacancy in a
permanent position in the competitive class. In such case, the appointing officer
nominates a person for the provisional appointment. If the nominee is certified by
the Department of Civil Service as qualified, he/she may be approved as a
provisional appointee until an appointment can be made from an appropriate eligible
list. The qualifications of the nominee are determined on the basis of a review and

16
evaluation of his/her training, experience and other qualifications measured
against the minimum requirements for the position. No written, oral or
performance test is normally required. The appointing authority must attest that
the provisional nominee meets the minimum qualifications for the position.
The law provides that no provisional appointment may continue for more than CSL § 65.2
nine months. Successive provisional appointments of the same individual may not 65.4
be made to the same position after the nine-month period. If an examination fails
to produce a list adequate to fill positions held on a provisional basis, new
provisional appointments may be made to any positions remaining unfilled. A
former provisional appointee may be given such new provisional appointment.
However, a provisional who has served for nine months or longer and who has
passed an examination which results in a "non-mandatory" list must be either
appointed permanently or removed from the position.
A provisional appointment must be terminated within 60 days following the CSL § 65.3
establishment of an appropriate list. However, an application may be made to the
Department of Civil Service for a waiver of this requirement. A waiver may be
sought if there are provisional appointees to be replaced by permanent
appointments from a newly established list and the appointing officer believes that
terminating all provisional appointees within that time would disrupt or impair
essential public service. The Department of Civil Service may be asked to
authorize the termination of the employment of various provisional appointees at
stated intervals, in other words, on a staggered basis. In no case may the
employment of any provisional be continued longer than four months following
establishment of the eligible list.

Tenure Rights
A temporary or provisional employee has no tenure rights and, therefore, may be CSL § 80.1
removed at will. In the event of abolition of positions, all temporary or provisional CSR § 80-a.1
employees in the titles involved must be laid off before permanent employees. 55(d)
Temporary and provisional employees have the same salary rights as permanent 4.10
employees. If a person is given a temporary appointment from an eligible list,
eligibility for permanent appointment from such list is unaffected. If a permanent
employee is given a temporary or provisional appointment or promotion to a
higher level position in his/her department, the employee may be placed on leave
from his/her former lower grade permanent position.

Reassignment

The movement of an employee between organizational units or geographical CSR § 1.2(b)(2)

locations of the same appointing authority with no change in title or salary grade
is a reassignment. Appointing officers have wide latitude in assigning and
reassigning employees to positions under their jurisdictions.

17
 Transfers

CSR § The term transfer is often loosely used to describe any movement from one position
1.2(b) to another. For purposes of applying civil service requirements, however, the term
1.2(b)(1) has a narrower, technical meaning. It is defined in the rules as a "change, without
further examination, of a permanent employee from a position under the jurisdiction
of one appointing authority to a position under the jurisdiction of another appointing
authority, or to a position in a different title in the same or a higher salary grade
under the jurisdiction of the same appointing authority."

Conditions and Limitations

CSR § Transfers require the written consent of the transferee and the appointing authority
5.1(a)(3) having jurisdiction over the position to which the transfer is sought, and the
4.5(e) approval of the Department of Civil Service. When a probationary period is required
4.5(b)(4)(i) upon transfer, the transferee is placed on leave from his/her former permanent
5.1(a)(1) position pending satisfactory completion of the probationary term. However, the
5.1(a)(2) appointing authority having jurisdiction over the position to which transfer is sought
5.1(a)(3) may elect to waive the required probationary term. Administrative transfers (CSL
Section 52.6) and regular transfers (CSL Section 70.1) may be effected even if there
is a viable promotion eligible list. Transfers under CSL Section 70.4 may be made
only if an open-competitive appointment would be in order. Generally, a transfer
may not be made to a position for which there is a redeployment roster, preferred
list, reemployment roster or placement roster containing the name of an eligible
willing to accept reinstatement to the position to which transfer is sought. Such
transfer may be made, however, if the vacancy created by such transfer is in the
same geographical area as the position to which the transfer is made and the
redeployment roster, preferred list, reemployment roster or placement roster eligible
is simultaneously offered reinstatement to such vacancy. A transfer may be made
only to a position that has the same, substantially the same or a lower salary grade as
the position from which transfer is to be made.

Transfer to Avert Layoff – Agency Reduction Transfer Lists

CSL § 78 Section 78 enables the State to transfer employees from one agency or department of
the State to positions in the same title or any comparable title in another department
or agency of the State to avert layoffs. Transfers authorized by this provision can, in
many instances, be effectuated despite the existence of a reemployment, eligible or
preferred list. The Department of Civil Service has the statutory authority to place
the names of eligible employees upon appropriate transfer lists and to certify such
lists for filling vacancies.
Geographical Areas
CSR § 5.1(b) The rules contain special provisions pertaining to transfers between geographical
5.8 areas. They provide that a person appointed in the State service in one geographical
area may not be transferred or reassigned for at least one year after appointment to a

18
similar position in another geographical area, unless reachable for appointment to
the other position from the eligible list. This rule does not apply, however, to
reassignments made under a reassignment list program approved by the Department
of Civil Service or to transfers effected from placement rosters.

Agency Functions
Statute requires that provisions be made for transferring necessary officers and CSL § 70.2
employees who perform the functions to be transferred. Such provisions apply when
functions are transferred from:
 one department or agency of the State to another department or agency of
the State, or
 one department or agency of a civil division of the State to another
department or agency of such civil division, or
 from one civil division of the State to another civil division, or
 from a civil division of the State to the State or vice versa.
For the purposes of determining those holding permanent appointments in the
competitive class to be transferred in such a case, officers and employees are
selected within each class of positions in the order of their original appointment,
with due regard to the right of preference in retaining disabled and non-disabled
veterans. Competitive class employees who are not so transferred have their names
entered on an appropriate preferred list. Even though these general provisions are
contained in the law, most legislative enactments providing for the transfer of
functions from one department or agency to another contain special provisions for
the transfer of the personnel involved.

Administrative Positions
Transfers between "administrative" positions are authorized by Section 52.6 of the
Civil Service Law. Administrative positions include those in the area of law,
personnel, budgeting, methods and procedures, management, records analysis, and
administrative research as determined by the Civil Service Department. Section 52.6
transfers are based on the fact the tests or qualifications for the positions from which
and to which transfer is sought are substantially equivalent.

Resignation and Reinstatement

Effective Date
The rules require that every resignation be in writing. If no effective date is specified CSR § 5.3(a)
in a resignation, it takes effect upon delivery to or filing in the office of the 5.3(b)
appointing authority. If an effective date is specified, it takes effect on such 5.3(c)

19
 specified date. If an employee who is on leave of absence without pay submits a
resignation, it is deemed to be effective as of the date of commencement of such
absence. A resignation may not be withdrawn, canceled or amended after its
delivery to the appointing authority without the consent of the appointing authority.
Incompetency or Misconduct Charges
If charges of incompetency or misconduct have been or are about to be filed against
an employee and the employee submits a resignation, the appointing authority may
elect to disregard the resignation and pursue the charges. In such a case, if the
employee is found guilty of the charges and dismissed from service, the termination
is recorded as a dismissal rather than a resignation.

CSR § 5.4 A permanent employee who resigned may be reinstated by an agency without
examination within one year from the date of the resignation to the position from
which he/she resigned, if vacant, or to any vacant position to which he/she was
eligible for transfer or reassignment. Employees separated for more than one year
may be reinstated only upon approval of the Civil Service Commission.
Reinstatement is not a right conferred upon the employee. Reinstatement is wholly
discretionary with the appointing officer.

Redeployments
CSL § 79 Where, and to the extent a collectively bargained agreement so provides, State
employees who will be suspended or demoted as a result of the State's right to
contract for goods and services, will have their names placed on redeployment
rosters. These rosters will be used for filling positions in the same title or any
comparable title, as determined by the Department of Civil Service. Redeployment
lists must be certified for filling vacancies before any other eligible list, placement
roster, reemployment roster or preferred list. The Commission, with the approval of
the Division of Budget, has the discretion to extend these rights to
management/confidential employees as well.

The names of people on a redeployment list must be certified in the order of their
original appointments, and in accordance with Sections 80 and 80(a) of the Civil
Service Law. In addition, a person appointed from a redeployment list shall receive
at least the same salary received in the position from which he/she will be or was
suspended or demoted. Further, probationers who are appointed from a
redeployment list to a position in the same title will be required to complete their
probationary term. Employees who are appointed from a redeployment list to a
position in a comparable title shall be required to complete the probationary term in
accordance with rules promulgated by the Civil Service Commission. Finally, in no
case may an employee's name remain on a redeployment list longer than six months
following suspension or demotion.

The Department of Civil Service may determine that there are no positions in the
same title or any comparable title to which an employee can be redeployed. In such
instances, the Department of Civil Service may place the person's name on a special
reemployment roster for filling positions in titles for which the employee meets the
essential tests and qualifications. However, eligibility for appointment of an
employee whose name appears on a special reemployment roster shall not continue

20
for a period longer than four years from the date of suspension or demotion. In
addition, eligibility for appointment shall terminate at such time as the employee is
redeployed, and in no event shall eligibility continue once the employee is no longer
eligible for reinstatement from a preferred list. Finally, unlike the case with
redeployment lists, a person appointed from a special reemployment roster does not
receive salary protection and is required to serve a new probationary period.

Layoffs and Preferred Lists

Criteria for Having Rights

Layoff is a term commonly used whenever an employee is separated from State CSL § 80.1
service because of economic or program reductions. However, not all employees 80-a.1
who are laid off are entitled to rights under Sections 80 and 80-a of the Civil Service 85.7(1)
Law. Generally, to have retention, displacement and/or preferred list rights, the CSR § 5.5(c)
separation must occur because of the abolition of positions and employees must be 5.5(d)
permanent employees of New York State in: 5.5(g)
 a competitive class position, 5.6(c)
 a labor class position for at least one year, or 5.6(d)
 a non-competitive class position of a non-confidential or non-policy CSL § 80.2
influencing nature for at least one year. 80-a.2
Within a title within a layoff unit, employees meeting the above criteria have rights
to be retained over provisional, probationary or temporary employees.

Seniority
Where some but not all permanent employees will be retained, retention is based
upon date of permanent appointment to a position in the classified service, with the
least senior employee being laid off first. An additional 30 months and 60 months
seniority are given to veterans and disabled veterans, respectively. A spouse
domiciled with a veteran having a 100 percent service connected disability receives
60 months additional seniority. Employees who are blind are given absolute
preference in retention; they are considered to be more senior than all other
employees in the same title.

Seniority is calculated based upon continuous service. Continuous service for layoff
purposes is defined similarly to continuous service for purposes of seniority credits
on a promotion examination; i.e., intervening periods of employment on a
provisional or temporary basis or in the unclassified service do not interrupt the
continuity of the service. Continuity is interrupted by a break in service of over one
year. However, no previously gained credit is lost for absences of under three years.
Any period of absence in excess of three years is deducted pro rata from seniority
credit earned before the absence.

21
 Layoff Units
CSL § 80.5 Layoffs in the State are made among employees in the department where the
80-a.3 abolition or reduction occurs. However, the President of the Civil Service
PR § 72.1 Commission may, by regulation, designate separate units for suspension or
demotion. These include any State hospital, institution or facility, or any division of
any State department or agency, or specified hospitals, institutions and facilities of a
single State department or agency within a particular geographic area.

"Bumping" and "Retreating"

CSL § 80.7 Competitive class employees may often have an opportunity to displace other less
CSR § senior employees in the layoff unit through either bumping or retreat. Exactly what
5.5(a) may occur in the case of bumping varies with each situation, but generally, the
5.5(a)(1) employee will displace the least senior employee, provided he/she has greater
5.5(a)(3) retention standing, in the next existing lower occupied title in direct line of
promotion. Non-competitive and labor class employees do not bump since there are
no direct promotion lines in these classes.
CSL § 80.7
80-a(5) If no lower level occupied positions in direct line of promotion exist in the layoff
unit, competitive class employees may have retreat rights. Non-competitive and
CSR
labor class employees also have retreat rights. Retreat means that the employee,
§5.5(a)(2)
provided he/she has greater retention standing, may displace the least senior
5.5(h) individual in the layoff unit who occupies the last lower level title that the employee
5.6(a)(1) held on a permanent basis.
5.6(h)
Placement Rosters
CSL § 81-b Prior to the date of layoff, the names of permanent employees expected to be
CSR § 5.8 displaced may be put on a placement roster. If the placement roster includes an
eligible who is willing to accept the appointment, use of the open-competitive and
promotion lists and transfers from other than placement rosters are blocked. All
employees on these rosters are equally reachable for appointment. Appointments
made from a placement roster are treated as transfers and require a probationary
period. However, as with any transfer, the appointing officer may waive the
probationary term.
CSR § 5.8(c) Placement roster eligibles who refuse a transfer, fail their probationary periods or
are not appointed become preferred list eligibles as of the date of layoff.

Generally, placement rosters are established only for the titles in which employees
facing layoff are currently serving. However, in some cases a placement roster may
be certified for other appropriate titles. The employee must be given 20 days notice
of the impending layoff.
Preferred Lists
CSL § 81.1 Laid off and demoted employees are certified to fill positions from a preferred list.
81.2 On any particular preferred list certification, employees are ranked according to
CSR § 5.5(g) their preferred list adjusted seniority. Inclusion on the preferred list certification
5.6(g) depends on several criteria:

22
  whether the title to be filled is the same title, a direct line title or a
comparable title;

 whether the position to be filled is in the employee's former layoff unit or

another layoff unit;

 whether the employee was a probationer or had completed probation at

the time of layoff;

 whether the position is permanent or temporary and whether the

employee has indicated a willingness to take a temporary position;

 the geographic location of the job and whether the employee has
indicated a willingness to work in that county;

 the previous declinations and reinstatements of each employee.

Given these criteria, it is apparent that an individual's rank may vary widely on
different certifications.

Preferred List Reinstatements

Appointing officers must either reinstate the number one eligible willing to accept CSL § 81.4
appointment or leave the position vacant. There is no probationary period upon
reinstatement from a preferred list, unless the laid off employee was on probation at
the time of layoff. Such employees must complete their probationary periods when
reinstated. However, a preferred list eligible reinstated to a traineeship position
would be on probation for the length of the traineeship.

Term of Eligibility
An individual's name may remain on a preferred list for a title for up to four years, CSL § 81.1
unless permanently appointed to a position at the same salary grade. Eligibles who 81.5
decline a job offer may retain some eligibility or be removed from the list, 81.8
depending upon their salary grade and county of layoff. It is also possible to be CSR § 5.7
allowed to be inactive on the preferred list and reactivated at a future date for good 5.7(c)
cause. Eligibles reinstated at a lower salary grade retain their preferred list
eligibility for higher grade positions.

Preferred list eligibles are considered permanent employees for purposes of

qualifying for promotion examinations. However, time on the preferred list does not
count toward the amount of service required and does not interrupt continuous
service for seniority if an eligible is reinstated from the list.
Reemployment Rosters
Reemployment rosters are intended to provide additional employment opportunities CSL § 81-a
to laid off employees. Competitive class employees are placed on reemployment 81-b
rosters for selected titles other than preferred list titles based on the similarity of
duties, minimum qualifications and examinations. Non-competitive and labor class

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 employees are placed on reemployment rosters for titles for which they are
qualified for appointment. Former employees on reemployment rosters do not
appear in rank order; that is, any individual on the roster may be appointed. Upon
appointment, the employee must serve an appropriate probationary period.
Reemployment rosters consisting of former permanent employees must be used to
fill positions for which no preferred lists exist before placement rosters, eligible
lists or other methods of appointment may be used.

Disciplinary Proceedings

Those Subject to Provisions

CSL § 75 The disciplinary procedures described below are those set forth in statute. The
76.4 contracts negotiated between State employee unions and the Governor's Office of
Employee Relations have substituted "Contract Disciplinary Procedures" for these
provisions. Thus, the following information applies mainly to Managerial/
Confidential employees and persons not in a negotiating unit or subject to the
Taylor Law.

CSL § 75.1 Employees who are subject to the provisions of Section 75 may not be removed
or otherwise subjected to disciplinary penalty except for incompetency or
misconduct established after a hearing on stated charges.

CSL§75.1(b)(c) The provisions of the Civil Service Law dealing with removal for incompetency
CSR§ 4.5 or misconduct apply to permanent competitive class employees, and, except as
4.5(b)(5)(i) noted below, honorably discharged war veterans and exempt volunteer
4.5(b)(5)(ii) firefighters holding a position by permanent appointment in the classified service.
State and local employees holding non-competitive class position by permanent
appointment for at least five years are likewise covered. In addition, a
probationer who has not completed eight weeks of service is entitled to notice and
hearing pursuant to Section 75 if he/she is to be removed from the position for
misconduct or incompetence before the end of the minimum probationary period.
However, such individuals may be terminated without recourse to Section 75 after
eight weeks and up to the end of the maximum period of their probationary term.
CSL § 75.1 A war veteran and an exempt volunteer firefighter serving in the exempt, non-
75.1(c) competitive or labor class, is not covered by Section 75 if he/she holds the
position of private secretary, cashier or deputy of any official or department, or is
an independent officer. In addition, if the Civil Service Commission designates a
non-competitive class position as confidential or policy influencing, the
incumbent is not protected by the provisions of Section 75.

24
Under certain circumstances, public employees are protected against retaliatory CSL § 75-b
disciplinary action resulting from their disclosure of information that relates to what
the employee reasonably believes to be a violation of law, rule or regulation.

Investigations
Frequently, charges are preceded by an investigation by the appointing authority. It POL § 61
is well established that an appointing officer has the right to question an employee
with respect to matters involving or affecting job performance and that an employee
is obligated to answer such questions. Refusal to answer constitutes insub-
ordination. The appointing officer may question the employee under oath, and have
the questions and answers recorded. Any employee, including managerial/
confidential, who appears to be a potential subject of disciplinary action, has, at the
time of questioning, a right to representation and shall be notified in advance, in
writing, of this right.
Charges
Charges of misconduct or incompetency, under Section 75, must be brought within CSL§ 75.2
18 months of the act or omission unless the charge would constitute a crime if 75.4
proved in a court of competent jurisdiction. For managerial/confidential employees
or those employees covered by a collective bargaining agreement, the period is
reduced to one year. The charges must be in writing and sufficiently specific to
apprise the employee of what he/she is being charged with to enable him/her to
defend him/herself. The charges may be served on the employee personally or by
mail. The individual is then entitled to at least eight days in which to answer the
charges in writing.
Hearings
The hearing must be conducted by the officer or body having the power to remove CSL § 75.2
the person or by a deputy or other person designated, in writing, by that officer or
body. The burden of proving the charges rests on the official or supervisor making
the charges.

The employee is entitled to be represented by counsel or a union official, to summon

witnesses to testify on his/her behalf at the hearing, and to confront and cross-
examine those testifying against him/her.
Case law requires that the hearing be open to the public; however, it may be closed CSL § 75.3
if the employee so requests. A transcript of the hearing is required, and the
determination of the appointing officer must be in writing and supported by
substantial evidence in the record.

If found guilty of some or all of the charge(s), an employee's entire work history
may be considered in setting the penalty to be imposed.

25
 Suspension/Dismissal
If the employee is suspended pending the hearing and determination of charges and
is subsequently found not guilty, he/she is entitled to reinstatement with back pay,
less any unemployment benefits. If found guilty, he/she may be:

 dismissed or demoted,
 suspended without pay for a period not exceeding two months,
 fined an amount not exceeding $100 to be deducted from his/her salary, or
 reprimanded.
The statute permits the appointing officer to suspend an employee without pay for
up to 30 days pending a hearing and determination of disciplinary charges. Such a
suspension is procedural only and not a penalty. Thus, if an employee is found
guilty and receives a reprimand, he/she is not entitled to back pay for the period of
suspension. However, the statute permits an appointing officer, in his/her discretion,
to consider the suspension as part of the penalty. The appointing authority should
be prepared to defend at the hearing a determination to impose a suspension without
pay. Prior to initiating a suspension without pay, an employee must be provided
with a notice of the charge lodged or to be lodged, an explanation of the evidence
and an opportunity to present reasons not to impose the suspension.

An employee is entitled, upon request, to be furnished a copy of the transcript of the

hearing without charge. Also, when an employee is found guilty, a copy of the
charges, the written answer, the transcript of the hearing and the determination must
be placed on file in the office of the department or agency in which he/she has been
employed. Copies must be filed with the State Civil Service Commission.
Appeals
§ 76.1 An employee who is dismissed, demoted, suspended without pay, fined or
reprimanded, without a remittance of his/her pre-hearing suspension without pay,
may appeal either to the State Civil Service Commission or to the courts. If he/she
elects to appeal to the Commission, the appeal must be filed in writing within 20
days after receipt of the written notice of the determination.

CSL § 76.2 The Commission reviews the record of the disciplinary proceeding and the transcript
of the hearing, and makes a determination on the basis of such record and transcript
and such oral or written argument as it may deem necessary. No new evidence may
be presented before the State Civil Service Commission or its designated
representative. The record is reviewed to determine whether the decision of the
appointing officer is based on substantial evidence, whether procedural rights and
safeguards have been observed, and whether the penalty imposed is reasonable in
light of all the circumstances.

CSL § 76.3 The Commission may affirm, reverse or modify the determination appealed. It may,
in its discretion, direct the reinstatement of the employee or permit transfer to a
vacancy in a similar position in another division or department, or direct that the

26
employee's name be placed on a preferred list. In appropriate circumstances the
Commission may arrange a transfer of the employee, in order to avoid the difficult
and unproductive work situation that might ensue were he/she returned to his/her
former job. The employee is entitled to back pay for the period of his/her removal
less unemployment insurance benefits. No adjustment is made for other earnings
during that time.

If a person is disqualified after having received appointment, the appointment is, in CSL § 50.4
effect, declared void and the person is not entitled to the protection of Section 75. 66.4(d)
However, such people do have certain due process rights pursuant to Section 50.4.
In addition, a public officer who is convicted of a felony or a crime involving a POL
violation of his/her oath of office, vacates his/her position without recourse to §30.1(e)
Section 75. CSL § 75

Leave for Disability

Length of Leave
Any employee who is disabled due to an injury that is compensable under the CSL § 71
Workers' Compensation Law is entitled to a cumulative leave of absence, while CSR § 5.9
actually disabled, for a period of one year or, if disabled due to an assault on the job
for a period of two years, unless the employee is found to be permanently disabled
from performing the duties of the job. The employee may be separated upon
expiration of the leave, or upon a finding of permanent inability to perform the job
duties. However, the employee has a right to a hearing to challenge a refusal to
permit return to duty, or a proposed discharge upon exhaustion of leave or finding of
permanent disability. After separation, the employee may apply within one year of
recovery, for reinstatement to his/her former job, or a similar job for which he/she is
qualified. If he/she is found fit to perform the duties of his/her former position, but
no appropriate vacancy shall exist, or if the workload does not warrant filling such
vacancy, his/her name shall be placed upon a preferred list.

Medical Examinations
An appointing officer may have reasonable grounds to believe that an employee is CSL § 72.1
unable to perform the duties of his/her position due to a physical or mental disability 72.5
resulting from circumstances other than occupational injury or disease. If so, the
appointing officer may require a medical examination of the employee, after giving
the employee written notice of the facts that led to this conclusion. Upon
examination, if the medical officer certifies that the employee is not physically or
mentally fit to perform the job duties, the appointing authority will notify the
employee in writing. The employee has the right to request a hearing to appeal the
determination. Except where the employee's continued presence on the job presents
a potential danger or would severely interfere with operations--in which case the
employee may be placed on leave immediately--an employee is kept on the job until

27
 a final determination is made after a hearing or the end of the appeal process,
whichever is later. The employee who refuses to submit to an examination is
considered insubordinate, and this can be the basis for disciplinary action.

Termination/Reinstatement
CSL § 73 An employee placed on leave pursuant to CSL Section 72 or who is voluntarily on
leave by reason of a non-occupational injury or disease, may be terminated after a
continuous absence of one year. An employee may, within one year of the
termination of the disability, apply for reinstatement. If the person is found mentally
and physically able to return to work, but an appropriate position is not available,
the individual will be placed on a preferred list.

Veterans' Rights

Additional Credits for Examination

CSL § 85.2 The State Constitution requires that examinations for appointment or promotion in
State service be competitive, so far as practicable. At the same time, it contains a
significant exception to the strict rule of competition by giving additional credits in
competitive examinations to war veterans. Disabled veterans receive 10 points
additional credit on their examination scores in open-competitive examinations and
five points in promotion examinations. Non-disabled veterans are granted five
points in open-competitive examinations and two and one-half points in promotion
examinations. In every case, however, the veteran must attain a passing mark on an
examination before additional credits may be added to his/her score. The additional
credits may not be applied to raise a failing grade to a passing one.

Eligibility
CSL § 85.1 Veterans eligible for the credits are those who:
 were members of the Armed Forces of the United States;
 served on active duty for other than training purposes in time of war;
 were discharged honorably, released under honorable circumstances, or will
be honorably discharged or released under honorable circumstances at the
time of appointment; and
 are residents of New York State at the time of application for appointment,
promotion or retention, as the case may be.
A veteran who is disabled is defined as someone who meets the above service
criteria and is certified by the United States Department of Veterans Affairs
[formerly known as the Veterans Administration] as having a disability rated at ten
percent or more which was incurred while serving in the United States Armed

28
Forces in time of war. The disability must be in existence and the disabled veteran
must be receiving payment from the Department of Veterans Affairs for such
disability at the time of application for appointment or retention.

Time of War
Time of war means: for World War I, from April 6, 1917 to November 11, 1918; for CSL §85.1(c)
World War II, from December 7, 1941 to December 31, 1946; for the Korean 38CFR §
Conflict, from June 27, 1950 to January 31, 1955; for the Vietnam Conflict, from 3.6(c)(2)(iii)
February 28, 1961 to May 7, 1975; and for hostilities in the Persian Gulf, from August
2, 1990 to the end of such hostilities. In addition, those who were awarded the armed
forces, navy or marine corps expeditionary medal during the following periods will
qualify: for hostilities in Lebanon, from June 1, 1983 to December 1, 1987; for
hostilities in Grenada, from October 23, 1983 to November 21, 1983; and for
hostilities in Panama, from December 20, 1989 to January 31, 1990. In addition, men
and women qualify for veterans' credits if they were a member of the United States
Public Health Service from July 29, 1945 to December 31, 1946, from June 27, 1950
to July 3, 1952, or if disabled while serving as a Merchant Seaman or while on
transport service duty, between December 7, 1941 and August 15, 1945.

Further, a person qualifies for veterans' credits provided he/she became disabled while
serving overseas as a United States civilian employed by the American Field Service
under United States Armies and United States Army Groups during armed conflict
from December 7, 1941 to May 8, 1945, and was honorably discharged or released. A
person also qualifies for veterans' credits provided he/she became disabled while
serving overseas as a United States Civilian Flight Crew and Aviation Ground
Support Employee of Pan American World Airways or one of its subsidiaries or its
affiliates as a result of Pan American's contract with Air Transport Command or
Naval Air Transport Service during armed conflict from December 14, 1941 to
August 14, 1945, and was honorably discharged or released.

Use of Credits
It should be noted that additional credits are applied to a qualifying candidate's CSL § 85.3
score only at the time the eligible list is established. An individual must apply for
and prove eligibility for such credit before the eligible list is established,
otherwise, it will be too late for him/her to receive credits on that list. By law a
list cannot be established until two months after the last day allowed for filing
applications for an examination. This assures veterans at least two months in
which to apply and demonstrate eligibility for credits.
A veteran may receive additional credits in any or all examinations in which CSL § 85.4
he/she is a successful candidate, up to the time that the additional credits are
actually used to obtain an appointment or promotion. That is, these credits are
added to passing scores on any number of eligible lists; however, a veteran is only
entitled to obtain one appointment resulting from these additional credits.
Credits are deemed to be used when a veteran receives a permanent appointment
or promotion in the service of the State or a civil division from an eligible list on

29
 which he/she was allowed (and had not waived) additional credits, either as a
disabled or a non-disabled veteran. The additional credits are not deemed to be
used if:
 the relative rank of the appointee on the eligible list or on the certification
thereof from which the appointment or promotion is made has not been
affected by the additional credits, or
 the appointee resigns or is terminated at or before the end of his/her
probationary term and thus does not acquire permanent status.
CSL § 85.5 A veteran may elect to waive or relinquish additional credits on any examination
at any time before appointment or promotion, and accept the lower rank on the
eligible list to which he/she is otherwise entitled. If the veteran does this, his/her
credits cannot be restored on that list.

Preference In Retention
CSL § 85.7 Another important benefit granted to disabled and non-disabled veterans is the
right of preference in retention in the event of a reduction in force in the
competitive class. This preference has already been noted in the discussion on
layoffs. The qualifications for eligibility for additional examination credits also
apply to eligibility for preference in retention.

War Veterans and Exempt Volunteer Firefighters

CSL § 86 The Civil Service Law also contains provisions favoring war veterans and exempt
volunteer firefighters who are laid off upon the abolition of positions in the non-
competitive or labor jurisdictional class. The law provides that if the non-
competitive or labor class position of a veteran or exempt volunteer firefighter is
abolished, he/she shall be entitled to transfer to any similar position where a
vacancy exists and receive the same compensation. He/she does not have a right
to bump a non-veteran, nor does the law mean that a veteran or exempt volunteer
firefighter must be given a vacant position even if there are no duties to perform in
the position. In other words, it does not mandate the filling of a position that
would otherwise stay vacant because of lack of work. However, it does give the
laid off war veteran or exempt volunteer firefighter the right of preference to
employment in similar positions over others who might otherwise be appointed to
such positions. It is incumbent upon the veteran to seek and find such positions.

Military Service and Leaves of Absence

The rights and privileges of public employees who enter military service are
provided for in the Military Law, principally in Sections 242 and 243. The former
section deals with members of reserve forces who perform ordered military duty
in the service of New York State or the United States. The latter deals with the
rights of those inducted into, or whose National Guard units are activated into, the
regular military forces of the United States.
38USC§ 4302 Additional rights are guaranteed by federal law. In addition, federal law provides
that veterans shall be accorded the protections of federal or state law, whichever is
more generous.

30
A civil service employee who is a member of the organized militia or any of the ML § 242.1
reserve forces of the Armed Forces of the United States shall be deemed to be on 242.2
leave of absence while performing ordered military duty. Ordered military duty is 242.3
defined as any duty performed pursuant to orders issued without the employee's
consent; or even though such orders are issued with the consent of the employee, for
periods not exceeding a total of 30 calendar days or 22 working days in one calendar
year, or any continuous period of absence.
A civil service employee who is a member of a reserve component shall be deemed ML §242.3
to be on leave of absence while attending any service school conducted by the 242.3-a
Armed Forces, or while in full-time training or active duty for training, even though
such orders are issued with the consent of the employee.
An employee's absence while performing ordered military leave shall not constitute ML § 242.4
an interruption of continuous employment nor shall there be any loss of vacation or
holiday privilege.
A reservist shall be paid his/her salary for all periods of absence while performing ML § 242.5
military duty, not exceeding a total of 30 calendar days or 22 work days, whichever
is greater, during any one calendar year of any continuous period of ordered military
service. This period may be extended by rule in times of emergency.
An employee who enlists in the Armed Forces is entitled to a maximum four-year ML § 243.1
leave of absence, except during a period of war or national emergency declared by 38USC§4302
the President; or for one additional year, if service is extended for the convenience
of the government.
In order to be eligible for reinstatement following military duty or for any of the ML§243.1(c)
rights and benefits granted to returning veterans under the Military Law, a veteran
must be honorably discharged or released under honorable circumstances.
Military Law provides that any employee who enlists or is drafted into military duty ML § 243.2
shall be deemed to be on leave of absence and is entitled to reinstatement to his/her
position if application is made up to 90 days after the termination of military duty as
defined in such section. Even if reinstatement is not requested within the 90 day
period, the employee remains eligible for reinstatement at the discretion of the
appointing officer at any time within one year after the termination of military duty.

An employee on military leave may "not be subjected directly or indirectly to any ML § 243.5
loss of time, service, increment or any other right or privilege, or be prejudiced in
any way with reference to promotion, transfer, reinstatement or continuance in
office." Thus, upon reinstatement following termination of military duty, an
employee is entitled to receive the same salary he/she would otherwise be receiving
had he/she remained in his/her position, and full credit, for promotional purposes,
for the period of absence.

Entitlement to Examinations
The Military Law provides certain rights pertaining to civil service examinations. A ML §243-c
person serving on active duty in the armed forces of the United States during the ML §243-b

31
 filing period for a civil service examination, or a person who has been honorably
discharged after an examination filing period shall be permitted to file an application
for such examination no later than 10 business days prior to the scheduled
examination date or the last date to file for such examination, whichever is later. If
qualified, such person shall be allowed to compete in such examination. Further,
any member of the Armed Forces of the United States or organized militia who duly
filed an application for a civil service examination but was deprived of an
opportunity to compete because of active military duty shall be afforded a military
make-up examination.
ML § 243.5 If a public employee is on regular military duty and a promotion examination is held
for which the employee is entitled to take, the employee may take a comparable
examination if a request is made within 60 days after restoration to his/her position.
If the employee passes the comparable examination, his/her name is placed on the
regular eligible list, provided it still exists. If the final rating is such that the
employee would have been reached for certification for appointment between the
date when he/she entered military duty and the date that he/she was officially
notified of his/her rating, his/her name is placed on a special eligible list. The
special list remains in existence for two years and is certified before any subsequent
list, including a preferred list. If the employee is promoted from the special eligible
list, he/she is entitled to retroactive seniority, for purposes of computing seniority,
training and experience credit upon promotion to the earliest date on which any
eligible who was ranked lower on the regular promotion list was promoted. The
employee is not, however, entitled to have seniority backdated for salary purposes.

Appointment While on Military Duty

ML § 243.6 Military Law also provides that if a person's name is on an open-competitive or
243.7 promotion eligible list when he/she enlists or is drafted into military duty, that
person may, at the discretion of the appointing officer, be appointed from such list
and then placed on military leave of absence until he/she returns from military duty.
In such case, he/she earns seniority and salary credit from the date of appointment.
A person on an eligible list who is not so appointed while on regular military duty
may have his/her name placed on a special eligible list following return, provided
the person has been reached for certification during military duty and the original
eligible list is still in existence.

Such a special list will continue for a period of two years following termination of
military duty and is certified before any subsequent eligible lists, including a
preferred list. If an eligible is appointed from such a special list, he/she is entitled to
retroactive seniority for the purposes of computing seniority, training and experience
credit upon promotion, and seniority in the event of layoff, to the earliest date upon
which any eligible who was lower on the original list was appointed.
ML §243.7-b Applicants who are called to military duty before taking all parts of an open-
competitive or promotion examination and are prevented from completing the
examination can obtain a comparable holding of the remaining parts of the exam.
The applicant may then be entitled to special military list status as described in ML
§243.5.

32
Credit Toward Probationary Requirements
If a person enters military duty as defined in ML § 243 while serving a ML § 243.9
probationary period, the time absent on military duty shall be credited as 38 USC 4302
satisfactory probationary service. This does not, however, overcome
unsatisfactory probationary service rendered before entering military duty nor may
it guarantee the employee successful completion of the probationary term.
Age Requirements
Military Law also provides that if maximum age requirements are established for ML§243.10-a
any position, the period of military duty served by a candidate shall not be
included in computing age, up to a maximum of six years.
Leave for Education
Military Law provides an educational leave of absence for any employee who ML § 246
served during hostilities in World War II through the Viet Nam era and is eligible
to receive educational benefits provided by the federal government on account of
such service. Such employee shall be entitled to a leave of absence not exceeding
four years while pursuing courses of studies under such federal benefits.

Political Activity

Rules of Conduct
Most people in the service of the State of New York are not prohibited from CSL § 107
taking part in or contributing to partisan political campaigns in their off-duty CSR § 6.2
hours. At the same time, they are protected by the Civil Service Law from having
political influence imposed upon them in their jobs. This law provides that no
employee shall be questioned concerning his/her political affiliations or compelled
to contribute to any political fund, that no person shall be appointed or discharged
on the basis of political opinions or affiliations and that no person shall use his/her
official position or authority to compel political action or allegiance from
subordinates. The law also provides for penalties for violations of these
provisions.
Federally Funded State Agencies
State employees whose principal employment is in connection with an activity 5 USC § 1501-
financed in whole or in part by federal loans or grants are subject to the Hatch Act, 1508
which is a federal law prohibiting them from engaging in certain political
activities. Examples of prohibited activities are running as a partisan candidate for
political office or using official authority for the purposes of interfering with or
affecting the results of an election. Also prohibited is the coercion of public
employees to make loans or contributions to a political party.

However, the law does not prohibit an employee from taking part in, or
contributing to, partisan political campaigns in their off-duty hours, expressing
opinions, or displaying political badges or stickers in his/her private home or
automobile. Any person who believes that he/she is covered by this Act should
check its specific provisions before engaging in any political activities.
33
 Strikes

CSL § 210 Strikes by public employees against the State or any public authority or local
governmental jurisdiction, including a school district, are prohibited by Article 14
of the Civil Service Law, also known as the Taylor Law.

The statute presumes that an employee who fails to report for duty, is willfully
absent from his/her position, stops work, or abstains in whole or in part from the
full, faithful and proper performance of employment duties, has engaged in a
strike. Under this broad definition, it would be possible to have a one-person
strike, as concerted action by two or more employees is not necessary. The statute
provides for the loss of two days' pay for each day the public employee is on
strike.

The Ethics Law and Outside Activities

Dual Employment
CSR § 6.3 State employees holding positions in the classified service are prohibited from
4 NYCRR 6.3 obtaining and holding any other paid State position, either on a full-time or part-
time basis, without first obtaining the written consent of the head of their
department or agency. This restriction on dual employment of classified service
employees extends to second positions in all branches of State government
(executive, legislative and judicial) and to the unclassified service. A willful
violation of this rule is sufficient cause for disciplinary action, including removal.

POL § § In addition, outside activities of State officers and employees are regulated by
73, 73-a, 74 provisions of the Public Officers Law relating to ethics. Depending on the amount
and CSL § 107 to be earned, such persons must obtain the permission of their appointing authority
and, in certain cases, the Joint Commission on Public Ethics before undertaking
compensated outside activities.
Financial Disclosure
POL § 73-a State officers and employees who are designated as "policymakers" by their
19 NYCRR appointing authority, or who earn in excess of the job rate of SG-24, as set forth in
935, 936 Section 130(1)(a) of the Civil Service Law, or above and are not otherwise
exempted, must file an Annual of Financial Disclosure Statement with the Joint
Commission on Public Ethics.
Additional Agency Restrictions
POL § 73 Even if an individual is not required to obtain prior permission, outside
employment must not place an employee in a situation incompatible with his or
her State position, such as presenting a conflict of interest. Employees who wish
to undertake outside activities should check to see whether the agency they work
for places additional specific restrictions or prohibitions on such activities. As a
general matter, it is expected that outside employment will be restricted to off-
duty hours and will not mentally or physically impair the employee in performing
the duties of the State position.
34
State officers and employees are restricted from certain business and 19 NYCRR 930
professional activities, e.g., contracting with a State agency except pursuant to Part 931, 932,
competitive bidding or accepting gifts of more than nominal value given to 933
influence or reward official acts. Specific guidance regarding gifts of nominal CSL § 107
value should be obtained from the Agency’s Ethics Officer or the Joint
Commission on Public Ethics, which maintains a website at
https://jcope.ny.gov/. Also, former State officers and employees may not appear
before their former State agency after termination of service for two years on
any matter, or before any State agency at any time after termination on a matter
with which they were directly concerned and personally participated in while
still in State service. In addition, political activities, and the receipt of honoraria
and travel reimbursement are regulated by the Joint Commission on Public
Ethics, which also renders advisory opinions interpreting the Public Officers
Law provisions addressing ethics and investigates violations.

Certification

No payroll may be approved or paid by any State fiscal officer unless and until CSL § 100
the Department of Civil Service certifies to such officer that the persons to be § 101
paid are holding their positions in accordance with Civil Service Laws and
Rules. Payment of an employee by a fiscal officer after the refusal of the
Department to certify his/her employment constitutes a misdemeanor.
Certifications are issued by the Department of Civil Service on a biweekly basis
covering new appointments and changes in employees' status. Civil Service
Law also requires that the Civil Service Department examine the payrolls of all
departments, agencies and authorities at least annually, and authorizes the
Department to conduct such an examination at any time.

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 It is the policy of the New York State Department of Civil Service to provide reasonable
accommodation to ensure effective communication of information to individuals with disabilities.
If you need an auxiliary aid or service to make this information available to you, please contact
the Public Information Office at (518) 457-9375.
New York State Civil Service Commission

Visit the New York State

Department of Civil Service website
www.cs.ny.gov

New York State

Department of Civil Service
Albany, NY 12239

Content last updated:

October 2008