<p>1. HR does not have an email...is there someone specific in HR you would like us to CC? Thank you :)<br />A: Anyone in Human Resources can be sent an email regarding someone's plans relative to <br />vacation buy back. We are tracking that information in a centralized location.</p>
<p>2. A statement about voluntary furloughs in the fall...some of us may need to wait and make a <br />decision after the K-12 system decides. Those of us with elementary children will need to be <br />home if our children are. Or, altering work hours for professional staff may need to be explored.<br />A: The voluntary furlough was only an option for summer - through July 29</p>
<p>3. Can you clarify unpaid leaves? This was in last week's Trib.<br />A: Unpaid leave requests should be submitted directly to Human Resources after discussion <br />with your supervisor. The terms of these unpaid leaves have not been finalized and decisions <br />regarding whether to grant or deny these requests will be based on business needs of the <br />College. We will work to finalize the terms of these leaves this week and will provide that <br />information to anyone requesting such a leave prior to a final decision being made. This will <br />allow someone to pull their request if they are not comfortable with the terms of that leave.</p>
<p>4. If we volunteer to reduce our hours for the fall, would that be temporary? Reduced hours <br />would work with the distance learning but would not work when we are back to full labs.<br />A: Yes, voluntary salary reductions will be temporary</p>
<p>5. 10% reserves, slightly more than one month's costs, are needed for working capital to fund <br />paychecks and other expenses.<br />A: Trustees will revisit the 10% guideline regularly</p>
<p>6. Would you consider Article 50 for an employee who is currently 54 and will be 54.5 by end of <br />June???<br />A: We are considering a number of ways to close the budget gap. Before we could offer <br />something like what this question describes, we would need to look at the potential savings to <br />the College and work with the Faculty Association to ensure that they are in agreement with <br />any modifications that we make to existing contract provisions.</p>
<p>7. I would ask you to consider not following the progressive strategy for salary reductions. If we <br />want to all feel the pain, a percentage across the board seems more fair.<br />A: Your suggestion will be considered. Remember, for unions this would need to be <br />negotiated.</p>
<p>8. Are salary reductions permanent?<br />A: Temporary</p>
<p>9. If programs may be considered for elimination, would we finish the education of students in <br />that program?<br />A: Absolutely</p>
<p>10. If we are laid off, do we get a payout for our vacation time?<br />A: Yes, you will get a payout of earned vacation time.</p>
<p>11. Instead of furloughing positions, could the college furlough a certain number of days from all <br />employees on campus? If the college furloughed 2 days a year for example from everyone, <br />how much would this save? Just a thought.<br />A: We have done several calculations, one is as you suggest. Unions would have to be <br />negotiated.</p>
<p>12. Will the employees that requested voluntary furlough be notified that their request was <br />approved/denied?<br />A: Those notifications were sent out to all applicants on Friday.</p>
<p>13. Will all CSEA contractual salary increases be frozen?<br />A: The College is bound by the terms of the collective bargaining agreements. Any variations or departures from those terms must be negotiated with the union affected.</p>
<p>14. Two weeks ago, you stated that grant employees can count on keeping their positions insofar <br />as grant is available in reference to our C-STEP colleagues. Does this assertion apply to all <br />grant employees or was your comment specific to C-STEP employees only?<br />A: STEP, C-STEP only</p>
<p>15. Should departments that utilize student and part time staff for front-line services plan to have <br />those budget lines completely cut for the upcoming fiscal year?<br />A: This will be treated on a case by case basis. It will, however, be very difficult to employee <br />part-time people as long as we have capacity among our permanent employees to accomplish <br />the task.</p>
<p>16. How does this effect the security side of the college. Less public safety personnel would be <br />concerning.<br />A: The safety and security of the College will remain a top priority. Critical positions in this <br />category of need will be fully funded.</p>
<p>17. Last meeting you said that the downtown campus may be manage through the Brighton <br />Campus. Exactly what does that mean?<br />A: To reduce expenses, we will centralize oversight of services; as we have begun with public <br />safety for example.</p>
<p>18. Do we have an idea of when we will start the phased return?<br />A: Late July into August</p>
<p>19. Thank you, Dr. Douglas....you have been an incredible leader during is challenging time. We <br />are fortunate to have you!<br />A: MCC is well equipped to deal with this collision of crises.</p>
<p>20. And who will be in the first phases?<br />A: As soon as SUNY approves/certifies our plan we will communicate all details.</p>

MCC Daily Tribune

Responses to Questions from June 26th Town Hall

Thank you to everyone who participated in the Friday, June 26th Town Hall. Regrettably, we were unable to respond to all of the questions during the Q&A, but we've compiled those questions along with our responses for your information below.

1. HR does not have an email...is there someone specific in HR you would like us to CC? Thank you :)
A: Anyone in Human Resources can be sent an email regarding someone's plans relative to
vacation buy back. We are tracking that information in a centralized location.

2. A statement about voluntary furloughs in the fall...some of us may need to wait and make a
decision after the K-12 system decides. Those of us with elementary children will need to be
home if our children are. Or, altering work hours for professional staff may need to be explored.
A: The voluntary furlough was only an option for summer - through July 29

3. Can you clarify unpaid leaves? This was in last week's Trib.
A: Unpaid leave requests should be submitted directly to Human Resources after discussion
with your supervisor. The terms of these unpaid leaves have not been finalized and decisions
regarding whether to grant or deny these requests will be based on business needs of the
College. We will work to finalize the terms of these leaves this week and will provide that
information to anyone requesting such a leave prior to a final decision being made. This will
allow someone to pull their request if they are not comfortable with the terms of that leave.

4. If we volunteer to reduce our hours for the fall, would that be temporary? Reduced hours
would work with the distance learning but would not work when we are back to full labs.
A: Yes, voluntary salary reductions will be temporary

5. 10% reserves, slightly more than one month's costs, are needed for working capital to fund
paychecks and other expenses.
A: Trustees will revisit the 10% guideline regularly

6. Would you consider Article 50 for an employee who is currently 54 and will be 54.5 by end of
June???
A: We are considering a number of ways to close the budget gap. Before we could offer
something like what this question describes, we would need to look at the potential savings to
the College and work with the Faculty Association to ensure that they are in agreement with
any modifications that we make to existing contract provisions.

7. I would ask you to consider not following the progressive strategy for salary reductions. If we
want to all feel the pain, a percentage across the board seems more fair.
A: Your suggestion will be considered. Remember, for unions this would need to be
negotiated.

8. Are salary reductions permanent?
A: Temporary

9. If programs may be considered for elimination, would we finish the education of students in
that program?
A: Absolutely

10. If we are laid off, do we get a payout for our vacation time?
A: Yes, you will get a payout of earned vacation time.

11. Instead of furloughing positions, could the college furlough a certain number of days from all
employees on campus? If the college furloughed 2 days a year for example from everyone,
how much would this save? Just a thought.
A: We have done several calculations, one is as you suggest. Unions would have to be
negotiated.

12. Will the employees that requested voluntary furlough be notified that their request was
approved/denied?
A: Those notifications were sent out to all applicants on Friday.

13. Will all CSEA contractual salary increases be frozen?
A: The College is bound by the terms of the collective bargaining agreements. Any variations or departures from those terms must be negotiated with the union affected.

14. Two weeks ago, you stated that grant employees can count on keeping their positions insofar
as grant is available in reference to our C-STEP colleagues. Does this assertion apply to all
grant employees or was your comment specific to C-STEP employees only?
A: STEP, C-STEP only

15. Should departments that utilize student and part time staff for front-line services plan to have
those budget lines completely cut for the upcoming fiscal year?
A: This will be treated on a case by case basis. It will, however, be very difficult to employee
part-time people as long as we have capacity among our permanent employees to accomplish
the task.

16. How does this effect the security side of the college. Less public safety personnel would be
concerning.
A: The safety and security of the College will remain a top priority. Critical positions in this
category of need will be fully funded.

17. Last meeting you said that the downtown campus may be manage through the Brighton
Campus. Exactly what does that mean?
A: To reduce expenses, we will centralize oversight of services; as we have begun with public
safety for example.

18. Do we have an idea of when we will start the phased return?
A: Late July into August

19. Thank you, Dr. Douglas....you have been an incredible leader during is challenging time. We
are fortunate to have you!
A: MCC is well equipped to deal with this collision of crises.

20. And who will be in the first phases?
A: As soon as SUNY approves/certifies our plan we will communicate all details.

Douglas, Katherine
Office of the President
07/01/2020