The State Employee, 1947 May-1947 June

SEE EDITORIAL

AY -JUNE, 1947

SIGKNESS AND ACCIDENT
INSURANCE

LOW COST BROAD COVERAGE FAST CLAIM SERVICE

Cush whew Gow heed. it most

Look at these low Semi - Monthly Rates

PRINCIPAL SUM $500.00

Classification

Employees with Annual Monthly Requlor Coverage
Salary of Benefit Moles Females
Less than $600. $ 30. $45 $ .65

$ 600. but less than $1,000. $ 50: $75 $1.05
$1,000. but less than $1,200 $ 60. $ 90 $1.25
$1,200. but less than $1,600 $ 75. $1.10 $1.55
$1,600. but less thon $3,500. $100, $1.45, $2.05
$3,500. but less than $5,000. $125. $1.80 $2.60
$5,000, and over $150. $2.20 $3.10

IMPORTANT NOTICE Group Plan Accident and Sickness Insurance

If you are not a member of The Civil Service Employees Association, Inc., join now by paying your dues to a representa:
tive or by sending it to the Association, Room 156, State Copitol, Albany, N. Y. Membership is necessary for the con-
finuance of this insurance and dues must be paid within 60 days from the effective date of your policy or it will of
necessity be automatically terminated.

A MILLION AND A HALF ALREADY PAID TO STATE
EMPLOYEES

WE GIVE YOU THE BEST FOR LESS

NO MEDICAL EXAMINATION - JUST COMPLETE A
SHORT FORM APPLICATION

sure / Vow — AT PRESENT LOW RATES - WRITE
C. A. CARLISLE, Jr. {3 share st, Schonectody 5, NY.

Note To All State Employees: Whether or not you are insured - if you want any infor-
mation regarding this insurance - write today for complete data and personal attention

Vol. 16, Number 4

ERIT

Official Publication of
The Civil Service Employees Association, Inc.

May-June

THE ASSOCIATION
President - - - - Frank L. Tolman
Ist Vice-President - Jesse B. McFarland
2nd Vice-President - - John F. Powers

3rd Vice-President - Clarence W. F. Stott

‘Treasurer. - - - Earl P. Pfannebecker
Secretary - - - - + Janet Macfarlane
Counsel - - - - = John T- DeGraff
Exec. Rep. - - William F. McDonough
Exec. Secretary - - - Joseph D. Lochner
Field Reps. - - - Laurence J. Hollister

Charles R. Culyer

THE MAGAZINE

Eiitor-in-Chief - - ‘Thomas C. Stowell

Managing Editor - - Joseph D. Lochner

Advertising Mgr. - Patrick P. DeMurio

Art Editors - - - - Roger Stonchouse

Nicolas Apgar

Photographer - - - - W. P. Kennedy

Fulitorial Board — Mr. Stowell, Chairman;
‘Theodore Becker, John Daniels, Clif-
ford M. Hodge, Joseph J. Horan,
William Livingston, Wayne W. Soper,
A. Ranger Tyler.

=>

Ths Month's Cover

The Chairman of the Editorial
Board congratulates the winner of

our new name contest. See Page 122.

Arueles

Ie This Jasue

Legislative Advances Made In “Bad Year”

Standardization Board Denies Employees’ Appeals

Social Workers Look At the Salary Survey........

Comptroller’s Office Holds Sesquicentennial Fete...

Local Units Interested In Westchester Rules.

Attendance Rules Amended

Eddtortals

What's Doing tn the Chapters...

What's Doing tn the Departments

What's Doing tn the Tnstitutions

New State Publications...

10c a Copy

. 104

. 110

«AZ

« 15

16

. 121

. 122

. 123

« 124

. 128

129

MERIT is published monthly except with the combination of the May-June and July-August
issues. Publication office, 2 Norton St, Albany, N. Y. Editorial and executive offices,

Room 156, State Capitol, Albany, N. Y.

10c single copy, 1.00 per year. Entered as Second-

class matter, July 19, 1934, at the Post Office at Albany, N. Y., under the act of March 3,
1879, Letters to the Editor, contributions, news items, applications for memberships and
application for advertising rates should be sent to Executive Headquarters, Room 156,
State Capitol, Albany, N. Y.

103
LEGISLATIVE ADVANCES] MADE IN ’BAD YEAR’ -

In a year when employee organ-
izations generally have complained
that their legislative programs were
completely ignored, and that repres-
sive legislation was being enacted in
both Albany and Washington, the
Association has made definite for-
ward strides. Of first importance
was the preservation of fundamental
Feld-Hamilton principles. The ad-
ministration, on the recommenda-
tion of the Salary Board, had intro-
duced a Budget Bill which omitted
many of the safeguards in the Feld-
Hamilton Law. The Association
was united as never before in the
face of the threat to the career law
which has been justly called the
“Magna Carta” of the Civil Service
employee and, after numerous and
extended conferences, the bill was
revised to incorporate the safeguards
which the Association deemed essen-
tial.

Of major importance was the bill
which provided for a basic forty
hour week in state service with over-
time at straight time rates for work
performed in excess of forty hours.
‘This is a long step forward and ranks
with the Association’s long cam-
paign for the cight hour day law
which was enacted in 1936. It wipes
out the ancient tradition that over-
time cannot be payed to depart-
mental employees. Although over-
time in excess of forty-eight hours
per week has been paid for the past
three years to certain employees in
state institutions, the new law
authorizes overtime on a state-wide
basis, and represents the first step
toward an eventual five-day week,

Third in importance was the
adoption of the principle, long ad-
vocated by the Association, that
state employees are entitled to the
same benefits as private employees
under the Unemployment Insurance
Law. A bill to accomplish this ob-
jective was drafted and introduced
by the Association five years ago.
Each year it has been vigorously
pressed until finally this year the
Governor recommended its adoption
in his annual message to the Legis-
lature.

On the minus side was the failure
of the Legislature to pass the Asso-
ciation’s salary increase bill which
provided for a 10% temporary in-
crease to meet, in part, the ever in-
creasing rise in the cost of living.
Despite our failure in this respect,
every Conference, Chapter, and the
individual members have reason to
be proud of the tremendous support
and assistance which they threw in-
to the fight. .

Both Houses of the Legislature,
were singularly reluctant to pass
bills which had not received prior
administration approval. The result
was that most of the legislation
which was adopted was worked out
in conferences between Association

representatives and representatives
of the various state departments.
While in many cases action was de-

. ferred because of the impossibility

of reaching agreement, many other
important problems were solved by
the conference method. In a number
of instances, the Association’s view-
point differed fundamentally from
that of the administration and in

such cases any conference presents
difficult problems, especially when
the conferees on the other side of the
table act in good faith and with the
conviction that theirs are sound and
just solutions to Civil Service prob-
lems. _
However, we, as an Association,
are pledged to maintain the highest
degree of excellence in the public
service and to protect the welfare of
all civil servants. We, too, have good
faith and conviction as the basis
for our proposals. When areas of
disagreement develop the danger
point is reached unless a framework
for negotiation can be erected with-
in which the conflicting theories can
be reconciled. We contend that the
state and its employees have the re-
sponsibility of creating such a frame-
work. We insist on the right to full,
free and public criticism of official
acts when those acts affect our mem-
bers. It is heartening to recall that,
during the past legislative session, a
ics of conferences between Asso-
ciation and administration repre-
sentatives were held in an attempt to
solve major problems arising out of
the administration’s legislative pro-
gram on salaries and hours-of-work.
The compromises reached were
not always final or complete solu-
tions, nor were they always entirely
satisfactory to either side, but in all
cases they represented a reasonably
satisfactory and workable solution.
We would be remiss if we did not
extend express appreciation to the

Governor, to Frank C. Moore, State

Comptroller, and his deputy, Edwin
B. Kenngott, to Charles D. Briete

Counsel to the Governor, J. Edward

Conway, President of the Civil Ser

vice Commission, and to his aides,
Charles L. Campbell and Joseph

Schechter, to John E, Burton, the D

rector of the Budget, and to many
others in the administration and the
legislature for their cooperation ia

attempts to solve our problems.

As in 1945 and 1946 the Associ:

tion’s legislative program was an:

bitious — it consisted of more than
sixty bills, Of that number ninetec

lative Committee, g
acts with Counsel Holt-Harris.

ences,

May-June

passed both houses while two others
passed but one house. Of the nine-
teen bills sent to him, the Governor
vetoed six. The net numerical gain
was thirteen new laws. In num-
bers of bills passed the record is
creditable but not overly impressive.

It would be a grave mistake how-
ever to evaluate the success of the
program by any numerical criterion.
Some of our efforts this year were,
of necessity, in a defensive rather
than an offensive role. The proposed
“revision” of the Feld-Hamilton law
was, in effect, a repeal which would
have deprived employees of the pro-
tection inherent in the separate sal-
ary schedules, The long-awaited
overtime bill, the culmination of
years of Association effort, vested
the Director of the Budget with
autocratic control over overtime pay-
ments, and did not allow the in-
clusion of overtime pay for re-
tirement purposes. The Condon-
Wadlin anti-strike bill was unneces-
sarily sweeping and ambiguous in
its implications.

On the defensive side we can claim
substantial success. The Feld-Ham-
ilton amendments and the over-
time measure were introduced by the
administration as Budget bills, and
Budget bills are notoriously difficult
toamend, They were substantially
amended as a result of our confer-
Condon-Wadlin is on the
books, but will not in any way affect

us in our negotiations, We shall con-
tinue in the future, as in the past, to
advocate our claims by peaceful,
orderly and democratic methods. In
fact, it has already given impetus to
the Association's long range plan of
providing adequate and. effective
inachinery for the negotiations and

ictlement of public employee prob-
cms.

Our principal offensive effort was

concentrated on the unsuccessful at-
‘cmpt to secure an additional ten
percent cost-of-living salary adjust-
‘ment for the coming year. In a
onger session the tremendous drive

tarted by our membership might
ll have carried the day. Even
hough the bill failed to pass, the

problem has been forcefully " pre-
sented to the public and to the gov-

By JOHN E. HOLT-HARRIS, Assistant Counsel

ernment. The wisdom of this legis-
lative denial will be sharply tested
the coming year by a continuing
spiral in living costs or by a general
retrogression in commodity prices.
The inclusion of the present emer-
gency increases into the basic salary
and the passage of the overtime bill
should, in some measure, cushion
the shock of the increased cost of
living.

The past session witnessed several

strides forward. Our long fight for
a forty-hour week is nearly over. The
overtime bill, as amended, is just
short of the goal. The Feld-Hamil-
ton revision, as amended, will estab-
lish a more flexible method of salary
adjustment. The Governor in his an-
nual message recommended passage
of the Association’s Unemployment
Insurance bill. The bill has been en-
acted into law and extends the pro-
tection of the Unemployment In-
surance law to all permanent state
employees in the classified service.
Our bill to give an employee incre-
ment credit for service in temporary
and provisional appointments upon
his permanent appointment to the
same or a similar position was ap-
proved. The provisions of the old
State Hospital Retirement system
were greatly liberalized with respect
to option selection. Provisions af-
fecting veterans, civil service pro-
cedure and Feld-Hamilton eligibles
were extended or improved.

As usual many objectionable bills
were introduced during the session.
OF those which the association ac-
tively opposed the majority died in
committee while the rest were either
amended satisfactorily or were killed
by the veto,

Civil service employees are pe-
culiarly and vitally affected by legis-
lation. In private industry a written
contract establishes employment
practices. It can be changed over-
night by a simple agreement be-
tween management and labor. In
the public service, however, even
changes in minor policy must often
be written into our contract, the
Civil Service Law, by legislation.
The following summary of the As-
sociation program will serve to point

out the complexity, and the effect on
civil servants, of legislative action
during the past session,

The Feld-Hamilton Revision

The Feld-Hamilton Law was
adopted in 1937, an untried experi-
ment. It was created by your Asso-
ciation. It has become a monument
to orderly planning in public em-
ployment. In 1945 the Legislature
passed, and the Governor approved,
measure sponsored by Senator Er-
win and Assemblyman Ostertag
which improved the basic law and
made its provisions permanent. By
the Erwin-Ostertag bill a five-man
Salary Standardization Board, ap-
pointed by the Governor, was estab-
lished. Provision was made for a re-
search staff which was to collect and
collate data for use by the Board, This
year, based on a study conducted by
that staff, the Board recommended
amendments to the law. The ad-
ministration introduced a Budget
Bill to implement the Board's recom-
mendations. Those amendments pro-
posed to abolish the several sched-
ules, set up a new single schedule,
and to vest broad and virtually un-
limited power in the Board, to allo-
cate and re-allocate salaries, Neither
the salary study nor the proposed
amendments were acceptable to us.

The scrapping of the old schedules
presented the greater danger. The
safeguards inherent in Feld-Hamil-
ton hinged on the construction of its
schedules rather than on express
language in the law itself. On the

ty in the salary struc-
ture, We could not permit their re-
placement by a single schedule un-
less we could be assured that the
basic safeguards would be main-
tained. The Board contended that
such “guarantees”’ would unduly
hamper its work. Your officers en-
gaged in conference with the Gov-
ernor, the Salary Board and the Di-
rector of the Budget and, as a re-
sult of these conferences, the follow-
ing changes were made in the ad-
ministration proposal:

1. A general statement of policy
was added in which the state de-

105

clares that salary grades shall be so
allocated that increased duties and
responsibilities shall be recognized
by increased pay.

2. The minimum entering salary
was increased from $1500 to $1600 a
year. .

3. A salary “floor” of $2280 was
established for positions formerly in
grades 6, 7, 8-a, 10-b, 10-c, 10-e and
ll, The Board cannot lower such
salaries below that figure.

4. The Board’s power to reallocate
positions in the competitive class in
direct line of promotion is limited as
follows:

(a) Where, under the old law, the
minimum salary of the higher posi-
tion in the promotion series was
equal to or greater than the maxi-
mum salary of the next lower posi-
tion an allocation under the present
law resulting in an “overlap” is pro-
hibited.

(b) Where “overlaps” existed
under the old law the Board must
maintain the difference between the
minimum salary of the higher posi-
tion and the minimum salary of the
next lower position in the series.

5. The Board may, without chang-
ing any other allocations in the pro-
motion series:

(a) Allocate to an appropriate
grade any position in the competi-
tive class not now allocated.

(b) Reallocate any position in
such class to a higher salary grade.

(c) Reallocate such positions to
a salary grade not lower than one
grade below the grade to which the
position was allocated on April 1,
1947. In other words, the Board
cannot reallocate an individual po-
sition, in a promotion series,
downward more than one salary
grade.

The measure also contains a pro-
vision which empowers the Salary
Board, with the approval of the Di-
rector of the Budget, to recruit for a
position by increasing the minimum
salary one or two increment steps
whenever the Board determines that
employment conditions in an area
make it impracticable to recruit at
the minimum salary.

Reallocations made as a result of
this law on and after April 1, 1947
and prior to October 1, 1947 are re-
troactive and become effective as of
the beginning of the fiscal year.
Finally, it is provided that an em-
ployee appointed or promoted to a
position in an overlapping salary

106

grade on or after October Ist in any
fiscal year, and who, as a result, re-
ceives an increase in salary which is
not equivalent to the full increment
payable for the position to which he
was appointed or promoted shall, on
the first day of the succeeding fiscal
year, be eligible to receive the bal-
ance of that increment.

The great defect remaining is in
the salaries themselves. They are
still inadequate in many cases. They
are so because the study on which
they are based is now inadequate.
The fact that the study was made at
all is heartening. It remains for the
administration and for us to see to it
that the work thus started is properly
carried forward.

Overtime Pay

The Administration introduced its
proposal regarding this all-important
matter in the form of a Budget bill.
Again we felt that grave defects ex-
isted and again, after conferences,
acceptable changes were made. The
original bill prohibited the inclusion
of overtime compensation for retire-
ment -purposes, The powers of the
Director of the Budget were unre-
stricted. He was to administer the
bill under rules to be promulgated by
him. The language concerning the
rate of pay was vague and indefinite.
It specified that overtime compensa-
tion was to be computed at a rate
“not in excess of the regular rate.”
Such a provision would have author-
ized payment of overtime at a lesser

te.

The bill as passed includes over-
time pay in the retirement computa-
tion. Under the bill and the rules,
overtime compensation will be paid
as follows:

1. The rate of pay will be de-
termined by dividing the annual
salary by 2,000; the figure 2,000
representing 52 weeks of 40
hours duration, less ten 8-hour
holidays now granted to State
employees. The rate for per
diem employees is determined
by dividing the per diem rate by
eight.

2. Prior approval by the Director
of the Budget is required before
overtime compensation can be
paid, except in cases of emer-
gency, and in such cases request
for approval must be submitted
within five working days after
the commencement of such em-
ployment. It must also appear
that compensating time off in

lieu of cash compensation  can-

not be granted.

3. In positions where it is required

that the employee work a regu-

lar week of 44 or 48 hours, such
employee will receive overtime
compensation for the four or
eight hours of work in excess of

40 hours under a single blanket

authorization, Such payments

will be made semi-monthly.

In all other positions, and for

work in excess of the 44 or 48

hours per week referred to

above, specific approval must be
secured before overtime can be
paid. Employees required to
work for 44 or 48 hours per
week will be paid monthly for
time worked in excess of 44 or

48 hours. Employees whose

work week is 40 hours or less

will be paid quarterly for au-
thorized overtime.

. Extra compensation authorized
for hazardous and arduous
work is included in determin-
ing the hourly overtime rate.
6. Certain positions are excluded,

‘under present rules, from allow-

ances for overtime compensa-

tion. They are

a. The head of each department,
institution or other State
agency, and the head and
members of Boards and Com-
missions.

b. All deputies and equivalent
positions including supervis-
ory personnel in administra-
tive positions.

c. All positions for which ade-
quate time records are not
maintained.

d. In positions, including em-
ployees engaged in field work,
where it is impracticable to
establish a maximum number
of working hours per week.

Earlier in this report it was stated
that the overtime bill is just short of
our goal. It still does not provide for
a five day week. It establishes the
policy of the State with respect to the
maximum number of working hours
in any week, and indeed, in the De
partments, the five day week is now
substantially in effect. We shall con
tinue our efforts to write the five day
proviso into the present law.

The overtime law can be liberal
ized without any new legislation in
view of the fact that the present cx
clusions are made by rules promul
gated by the Director of the Budge!

*

wv

Meri!

Consequently, by administrative ac-
tion, it is possible to- include posi-
tions not now covered, by establish-
ing time records where they are not
now maintained and, in the case of
field employees, by setting up some
definite procedures which will per-
mit the orderly payment of overtime.
Wherever it is practicable to extend
the present rules, the Association
will take the matter up with the De-
partment involved and with the
Budget Director.

Unemployment Insurance

The enactment of this bill is sig-
nificant for two reasons, first — be-
cause it extends the protection of the
Unemployment Insurance law to all
permanent State employees, and
secondly —and perhaps even more
important, it is at least a partial
recognition that public employees
should receive the same benefits and
protection now available to persons
in private industry. In these days
when employment is at its peak and
the prospect of layoffs seems remote,
the advantages derived under this
law may not be fully apparent.
Those of you, however, who re-
member the depression and post-de-
pression days of the last decade will
realize the great advantage in pro-
tection and security which the State
employee has derived from its pas-
sage.

Increment Credit for Temporary
And Provisional Service

‘This bill remedies an inequitable
situation of long standing. Under
the prior law a person employed on
a temporary or provisional basis who
received a permanent appointment to
the same or a similar position was
forced to accept that appointment
at the minimum salary of the grade.
Now any employee appointed on a
permanent basis between April 1,
1946 and April 1, 1948 to the same
Position or to a position similar to
the one held temporarily or provis-
ionally retains salary increments
qual to the number of years which
he has worked on the temporary or
provisional basis. Increment credit is
also retained when an employee is so
@ppointed on a permanent basis to a
Position which on March 31, 1947 was
in the same occupational service or
salary grade as the position in which
he served temporarily or provision-
ally,

May-June

* Feld-Hamilton Extensions

In line with our campaign to bring
about uniformity in the State ser-
vice we continued our efforts to ex-
tend the Feld-Hamilton law.

This year Feld-Hamilton was ex-
tended to Forest Rangers in the Con-
servation Department.

In still another of our bills regard-
ing the extension of the Feld-Hamil-
ton Law, Section 48-a of the Civil
Service Law was repealed and a per-
manent section —47-a substituted.
The new bill provides that the per-
manent incumbent of a position to
which a standard title is extended
for the first time shall continue in
the position without examination if
he has satisfactorily performed the
duties of the position for one year
prior to the date that such classifica-
tion was extended to the position.

Retirement Legislation

The entire retirement problem
merits a brief discussion here.

Comptroller Moore instituted a
series of conferences designed to fa-
cilitate free exchange of information
between the System and employee
representatives. At those conferences
the difficulty of further liberalization
at the present time has been fully
and freely discussed. Two factors
complicate the situation.

At present, with the interest rate
on contributions guaranteed at either
3% or 4%, depending on the date of
membership, the System is earning
approximately 24% on its invest-
ments. In the second place, thou-
sands of municipal and county em-
ployees have joined the system and
the units of government by which
they are employed contend that any
liberalization would impose an over-
whelming burden on their already
strained finances. The inclusion of
such employees in the membership
of our expanding organization
should be extremely helpful when
we deal with retirement matters.

The problem is not insolvable, but
it will require a good deal of further
thought and effort on the part of the
Administration and of the Associa-
tion, We intend to continue our
conferences with the Comptroller
and his staff and to urge our pro-
posals upon the Administration and
the Legislature.

The Association was successful in
obtaining the passage of a bill which
extends to members of the closed
State Hospital Retirement System

the same options now available to
the members of the Employees sys-
tem. :

Veterans who left State service to
enter military service will receive re-
tirement credit for their military
duty providing they are reinstated
to State service within 90 days after
termination of such military duty.
This bill is much more circumscribed
than the measure originally proposed
by the Association and by various
veterans’ organizations. Under our
proposals all veterans, whether re-
turning State employees or entering
State service for the first time, would
have received retirement credit for
military duty. The Retirement Sys-
tem presented that proposal in the
form. of a bill, together with the
measure outlined above. The broad,
all-inclusive bill failed to pass and in
its place the Legislature enacted a
fairly restrictive veterans’ retirement
credit law. It is obvious that vet-
erans’ organizations and the Asso-
ciation will work at the next session
of the Legislature toward a broader
retirement credit for veterans.

Amendments to Military Law
Relating to Civil Service
Employment

Two Association measures affect-
ing veterans and members of mili-
tary organizations were passed.

The first amends subdivision 2 of
Section 43 of the Military Law to
provide that any State employee who
after April 1, 1942 joins the National
Guard, the Naval Militia, or any re-
serve corps of the Federal military
forces shall be entitled to thirty days
absence, in any year, from his duties,
with pay and protection of his re-
tirement rights when performing
ordered military duty.

The second law amends subdivi-
sion 2 of Section 246 of the Military
Law to provide that an employee
who resigned during, or six months
prior to the commencement of mili-
tary service in World War II, may,
in the discretion of the appointing
officer, be reinstated to his position
within one year after the date of his
resignation (excluding from the one
year the period of time spent in mili-
tary service) or within six months
after April 1, 1947, whichever is the
longer period. It also provides that
every employee so reinstated shall be
deemed to have been on leave of ab-
sence during his period of military
service. The law prohibits claims for

107

additional compensation prior to
April 1, 1947,
Two other measures of interest to
- veterans were also passed at the last
session, The first amends section
246 of the Military Law to provide
that a public employee who missed
a promotion examination held while
he was on military duty, and who
did not make a request for a com-
parable promotion examination with-
in 60 days after he was restored to
his position, shall be given a com-
parable examination if he makes re-
quest before December 31, 1947.

Another bill amends the same sec-
tion of the Military Law and pro-
vides that a person who passed one
or more parts of a multipartite ex-
amination and who could not com-
plete the remaining parts because he
was on military duty, shall be al-
lowed to take a comparable examina-
tion covering the parts of the original
examination which he was unable to
complete. A request for such exami-
nation must be made within 90 days
following the termination of mili-
tary duty or within 90 days from
April 1, 1947.

This law also provides that any
veteran appointed from a_ special
eligible list after successful comple-
tion of the comparable examinations,
shall, for the purpose of computing
seniority credit, training and ex-
perience credit for promotion,
and seniority in the event of sus-
pension or demotion, be deemed to
have been appointed on the earliest
date upon which any eligible lower
on the original eligible list was ap-
pointed.

Civil Service Legislation

Our Bill extending the life of the
Merit Award Board to April 1, 1948,
became law and an appropriation
was made for its future activity.

Under another of our bills exacted
into law an employee of a county
or a civil subdivision in a county
is permitted to appeal to the county
Civil Service Commission from a
disciplinary or removal action by his
appointing officer if the Board of
Supervisors of the county elects to
make county employment subject to
the provisions of the law.

Miscellaneous

We renewed our support of a bill
introduced by-us last year to em-
power institution patrolmen to act as

108

peace officers for a distance of one
mile beyond the grounds of the in-
stitution. The bill passed success-
fully and was signed.

The Veto

The following Association bills,
which successfully passed both
houses of the Legislature, fell under
the Governor's veto:

(1) A bill which would have ex-
tended the salary provisions of the
Feld-Hamilton Law to employees in
the revolving fund of the Public
Service, Department, We feel that
this measure was necessary in order
to correct a long-standing abuse. The
Public Service Law provides for the
creation of a revolving fund to
which the State originally contrib-
uted the sum of $300,000. The re-
mainder of the fund is derived from
assessments made against utilities
examined by the Public Service
Commission. These assessments, in
theory, are levied, as a charge against
the utilities, for services performed
by the Commission’s employees.
The Public Service Law expressly
states that the fund is created for
“Temporary” employees. It is a fact,
however, that most of these “Tem-
porary” employees have been contin-
uously employed by the Commission
for twelve years or more, They are
subject to the Civil Service Law and
to the administration of that law by
the Civil Service Commission. When
the bill received Legislative approval
we felt that the Association's long
fight on behalf of the Revolving
Fund employees was over. We were
keenly disappointed when we learned
that the Governor had vetoed the
bill. Our efforts were not wholly
unsuccessful, however, as steps are
now being taken to increase the per
diem salaries of these employees.

(2) A proposal which would have
restored a former provision of the
Mental Hygiene Law requiring writ-
ten charges upon the dismissal of
non-competitive employees in the
Department of Mental Hygiene. In
the 1946 session of the Legislature
this protection was inadvertently
removed, We are still unable to de-
termine why it should not be re-
stored.

(3) A measure which would have
extended to employees in the De-
partment of Correction, who are
members of the closed pension sys-
tem-ia that Department, the same
options now available to members of

the State Employees Retirement
System, .

A precedent has been created this
year, in that the closed system in the
Department of Mental Hygiene now
makes these options available to its
members. We shall reintroduce this
measure at the next session.

(4) A proposal to permit Boards
and authorities to elect to have their
employees brought under the salary
provisions of the Feld-Hamilton
Law. This bill was entirely permis-
sive, and Feld-Hamilton would not
have been extended until the State
agency concerned had itself re-
quested such - extension.

(5) A bill which would have em.
powered the Civil Service Commis.
sion to reinstate an employee who
successfully appeals from a dismissal
by his-appointing officer, It seems
highly illogical that such an em-
ployee should be forced, as he is
under the present law, to accept em-
ployment in another Department or
agency after he has established that
his dismissal was unjustified.

(6) A bill which would have ex-
tended the time during which em.
ployces at Cornell University could
claim credit for allowable service in
the State Retirement System. This
measure was designed to permit cer-
tain employees of the University and
its satellites to elect membership in
the system.

Important Legislation Which
Failed to Pass

For a complete summary of the
Association’s Legislative program as
offered at this session, the reader can
refer to the February, 1947 issue of
the State Employee,

_ We offered two proposals designed

to soften the hardship caused by the
still increasing cost of living. ‘The
first was a cost of living salary ad-
justment program which provided
that whenever the cost of living rose
5% above the level for a correspond-
ing period in the preceding year,
salaries of $3,000 or less would auto-
matically be increased by 5%, while
salaries in excess of $3,000 would be
increased 5° on the first $3,000 and
2%%, on the remainder.

Our second proposal would have
granted a straight 10% salary in-
crease in all positions in the State
service, This latter bill aroused great
interest among employees and the
public. Its opponents argued that

(Continued on Page 131)

Merit
DID YOU ENJOY THE

ANNUAL SHOW?

The Civil Sernutee Employees Pacoctation, Inc.

[FRANK L. TOLMAN, P

EARL P, PANNESECKER, Treanurer

‘Departmen "ot Education ‘eit Ws ae a re
aE A hen cee
Jose D.LOCHNE
Depa tober secuve Seater?
TANET MACEARLANE Secen Execitive Heoclguariere: WHLIAM F.MeZONOUGIE a
‘Serarient et Sew Wyeime © ROOM, 156, STATE CAPITOL, ALBANY,N.Y. une ncyrs
Telephone $-4561 EAURENCE 1 HOUT Reprocaniatves

April 22, 1947

kr. Joseph Je Horan

State Depertnent of Connerce
112 State Street

Albany, New York

Dear Lr. Horan: .

On behalf of all members of the Association, and

in particuler our menbers and guests who attended the 2th Annual
Dinner of our Association on February 27, 1947, we wish to express
our appreciaticn for the splendid entertainment at the dinner,
‘Produced and directed by you. jie also wish to thank your co-workers
on the Entertairnent Committee, and meubers of the cast.

the entertainnent was enjoyed by all in attendance
at the meeting, and all agreed that it was one of the finest pro-
ductions of its kind ever presented.

We wish to congratulete you and your co-workers
for your untiring efforts to make our Annual Dinner a success.

Sincerely yours,

QxeF i aie
sanetEACFARLAKE,
Chairman - Social Committee

FRALK L. TOWSAR,
President

Standardization Board
Denies Employees’ Appeals

7 Title Salary Grade
OnM cpus
ya Meh Site Sle Stnderiotion | inal Hoga Sxae Ancdnt. G3 Bota
Board on titles listed herewith. The Board denied Criminal Hospital Supervising
the appeals of employees, of employee commit- Attendant G 15 3120-3789
tees and of the Association of Civil Service Em- Department Counsel
ployees for adequate salaries and recommended (Group of Classes) .. G 39 7750-9250
no change in salary schedules at this time for Dictating Machine Transcriber G* 2 1600-2200
these pation. Dietitian “G7 2160-2760
The Association will continue its efforts for MGs OE sing G
ae . eee: a. G 20 3720-4620
: eon Need TOT: fo Beet S POY Fore Director of aly. oo SG 32 6000-7375
id : Farmer .... 3 G 4 1800-2400
Head Account Clerk ‘

Title Salary Grade (Group of Classes)... G20 3720-4620
‘Aechuntant Clete... G2 po0220) Head Attendant ccc G9 2400-3000
Assistant Architect 2097204620. Hes Eat eominnnmeenminsonsamen Gf ORES
Assistant Building Electrica G29.37204600, Heed Boultoyman 22 we GT B10 Bod
Assistant Civil Engineer lead Seamstress Fs son G 6 2040-2640

(Group of Classes) . G 20 3720-4620 Hosoital Attendant “ ae G_ 1 1600-2080
igierane @bAl, .... G 2 1600-2200 Institution Patrolman .........». coe G4 1800-2400
‘Assistant: Director. ce . Junior Architect G 14 3000-3660

Mental Hygiene Personnel... G 28 5200-6400 ‘Junior Attorney G 14 3000-3660

Assan Dileor ot Neng Junior Building Electrical Engineer. G 14 3000-3660
(Group of Classes) isncsnane G 14 30003669 ‘Junior Civil Engineer

(Group of Classes) G 14 3000-3660
a Ventlaune Eegineer a G20 37204620 _Junior Draftsman (Group of Classes) G4 1800-2400
Assistant Librarian (Group of Classes) G 14 30003660 ‘Junior Eopineeriog Aid seseen G 4 1800-2400
Assistant Meat Cutter . G 4 1800-2400 Junior Teating and
Associate Architect. G 32 60007375 yenniisiing Eagncee G 14 3000-3660
¢ unior X-Ray Technician
Anocte aie (Group of ‘Classes) G 32 6000-7375 (Group of Classes) G 4 1800-2400
Electrical Engineer viccssssonseuu. © 32 6000-7375 sabpraneey Technician
Associate Civil Engineer (Group of Classes) G 6 2040-2640
(Group of Classes) G 32 6000-7375 Launderer. Senay
Associate Personnel Administrator... G 25 4620-5720 ginny Supervisor G 6 2040-264
Attendant o.com vsnnmnnee G 2 16002200 Library Assistant G 7 2160-2760
Attorney G 20 3720-4620 Mail and Supply Clerk G 2 1600-2200
Barber : G 4 1800-2400 Maintenance Man (Carpenter) G 5 1920-2520
Beautician ... G 4 1800-2400 Maintenance Man (Electrician) ... G 5 1920-2520
Blacksmith © 822802830 Maintenance Man (Mechanic) G 5 1920-2520
Bracenialer G 8 22802830 ‘Maintenance Man (Mason &
Carpenter ‘ G 8 2280-2880 Plasterer) .. G 5 1920-2520
Carpenter Foreman . G 11 2640-3240 Mintentues Man (Plumber & fl
Charge Attendant ...... G 4 1800-2400 Steamfitter) G 5 1920-252
Chauffeur ....... G 5 1920-2520 Maintenance Man (Roofer &
Chief Account Clerk Tinsmith) G 5 1920-252(
(Group of Classes) G 25 46205720 “Meat Cutter G 8 2280-2880
Chief Architect . 39 77509250 Mechanical Stores Clerk G 2 1600-2200
Chief Office Machine Operator ... G 20 3720-4620 Metie secholeae : G 6 2040-2640
Chief Supervising Attendant...... G 13 2880-3480 poe Equipment Maintenance ay ”
Clerk (Group of Classes). G 2 16002200 Foreman G 11 260.324
Clinic Attendant . G 1 1600-2080 Meee pce ‘i 00-2:
Cook G 6 20402640 Occupational Therapist G 8 2280-288"
Criminal Hospital Attendant G 6 2040-2640 Occupational Therapy Aide G 2 1600-2200
Criminal Hospital Charge Attendant. G 10 2520-3120 Office Machine Operator
Criminal Hospital Chief Attendant... G 19 3600-4500 (Group of Classes) G 2 1600-2200

110 Merit

Tide : Salary Grade

Orthopedic Shoemaker G 8 2280-2880
Physical Therapy Aide G 2 1600-2200
Physical Therapy Technician G 7 2160-2760
Practical Nurse ........ G 3 1700-2300
Principal Attorney (Group of Classes) G 39 7750-9250
Principal Civil Engineer

(Group of Classes) . G 39 7750-9250
Principal Clerk (Group of Classes)... G 10 2520-3120
Principal Laboratory Worker.. G 10 2520-3120
Principal Office Machine Operatoe

(Group of Classes) sesso G 10 2520-3120
Principal Telephone Operator............. G 10 2520-3120
Principal Stenographer

(Group of Classes) 0.000... G 10 2520-3120
Psychologist ........... ‘ G 14 3000-3660
Roofer and Tinsmith ..... G 8 2280-2880
Seamstress G 1 1600-2080

Senior Architect (Group of Clases)
Senior Attorney
Senior Building Electrical

G 25 4620-5720
G 25 4620-5720

Engineer . cechaunanennnnnennen G 25 4620-5720
Senior Civil Engineer

(Group of Classes) G 25 46205720
Senior Clerk (Group of Classes) G 6 2040-2640
Senior Dictating Machine

Transcriber ....... repnney .. G 6 2040-2640
Senior Dietitian G 10 2520-3120
Senior Heating and Ventilating

Engineer - G 25 4620-5720

Senior Laboratory Worker
Senior Launderer
Senior Librarian

(Group of Classes) . G 20 3720-4620
Senior Medical Technician ...... G 8 2280-2880

G 7 2160-2760
G 4 1800-2400

Title Salary Grade
Sheet Metal Worker .... .. G 8 2280-2880
Senior Occupational Therapist i

(Group of Classes) ....... G 14 3000-3660
Senior Office Machine Operator

(Group of Classes) G 6 2040-2640

Senior Physical Therapy Technicia
Senior Psychologist
Senior Stenographer

G 10 2520-3120
G 20 3720-4620

(Group of Classes) ...... 6 2040-2640
Senior Telephone Operator .. . G 6 2040-2640
Senior Typist (Group of Classes) . 6 2040-2640
Senior X-Ray Technician 10 2520-3120
Shoemaker ......... 4 1800-2400
Staff Attendant 4 1800-2400
Stenographer (Group of Clases) 2. 1600-2200
Stores Clerk ....... 2 1600-2200
Supervising Attendant 6 2040-264)
Supervising Dietitian 14 3000-3660
Supervising Housekeeper...... 6 2040-2640
Supervising Nurse

(Group of Classes) ... 12 2760-3360

Supervisor of Occupation ‘Therapy i
(Group of Classes) er
Supervising Physical Therapy

17 3360-4020

20000220 2 2 20000000000

Technician 14 3000-3660
Supervising Seamstress . 4 1800-2400
Supervising Tailor . 6 2040-2640
Telephone Operator. 2 1600-2200
Truck Driver... 5 1920-2520
Typist 2. 1600-2200
Welder 8 2280-2880
X-Ray Aide os 21600-2200
X-Ray Technician 7 2160-2760

The Sad Tale of the Shrinking of the State Salary Dollar

March, 1947 — LIST OF DAILY NECESSITIES — Rockland County Prices

Foodstuffs 1939 price 1947 price
Butter, per |b. E AL 73 to 85°
Sugar, per Ib. sone OS ath
Coffee, per Ibcccncnnnen 24 ‘47
Bread, white, per loaf 10 AS
Milk, per quart .. 10 2
Tea, per Ib. 46 90
Shortening, per 3 Ib. can. ~ 45 1.37
Flour, per 25 Ib. sack 89 1.98

Meat
Steak, Ist grade, Ib. occu. 45 oe)
Lamb, leg, Ib. 27 37
Pork Sausage, Ibionscscnune 29 59
Chopped Meat, Iban. cone AD 45
Small shoulder hams, lb. ... 19 AS

Cleaning Materials
Soap, face, per 3 cakes... 29 48
Soap Powder, per pkg... 19 35

Heating
Coah per 2,000 Ibs. $950 $16.50

Furnace oil, per gal. .06 09Y,

Transportation. Family car used to get to and from
work mostly. :

Gasoline, per gale cocccuue 7 2B

Oil, per quart 15 35

Repairs and maintenance — increase up to 200% over
1939. Repairs and maintenance of cars being

neglected.

Furniture. Up over 100%. Replacements not being
made.

Clothing. Women’s
SOHEE. ccsccsssss0 . .$25.00 $65.00 to $75.00
Dresses ......... 11,00 20.00 to 25.00
Shoes . © e 5.00 13.00 to 20.00
Coats 40.00 100.00 to 150.00

All underwear at least 200% increase. Wardrobes be-
ing depleted fast.

Clothing. Men’s
SUIS eects 25.00 $55.00
Better grade. 35.00 65.00 to 85.00
Coats : 25.00 55.00
Shoes a . 5.00 10.00 to 15.00

All “Jockey” type underwear up 150%. Woolen
Underwear, two piece, up 150%. Men's ward-
robes being rapidly depleted too.

Rent. Rents in general up 100%.

(Data submitted by Letchworth Village Chapter)

May-June

Lg

11

SOCIAL WORKERS LOOK AT

A group of social workers
reviewed the survey report of
the Salary Standarization
Board and reactions of the
group are presented in the at-
tached statement.

Our study disclosed in general the
following errors or omissions in the
survey:

1, Failure to give logical recog-
nition to the “professional” character
of the social service staff and to make
suitable recommendations regarding
reallocation,

2. Agencies of similar function,
size or quality were not selected in
analyzing “comparable” job classifi-
cations for the social service and
accounting staffs. It follows, there-
fore, that improper and inadequate
criteria were established for salary
scales and status ratings.

3. Inappropriate and apparent
superficial cognizance of the basic
civil service requirements for state
job classifications including duties,
experience, training and responsi-
bilities.

4, Lack of current statistical data
to properly evaluate the adequacy of
state salaries in the face of the rise
in cost of living during 1946.

5. The faulty interpretation of the
incomplete and outdated statistics as
recorded,

6. The weakening of inherent in-
dividual rights and opportunities
guaranteed previously to employees
under the Civil Service Law.

The survey report of the Salary
Standardization Board has been stud-
ied with interest and care by the
staff of our area of the State Depart-
ment of Social Welfare. The uni-
form reaction was one of dismay,
disdain and, naturally disconcertion.

The Salary Situation

State employees were given new
hope when Article 3, Sect. 37 of the
Civil Service Law was enacted. The
section reads: “In order to attract
unusual merit and ability to the
service of the state of New York,
to stimulate higher efficiency among
the personnel, to provide skilled
leadership in administrative depart-

112

ments, to reward merit and to insure
to the people and the taxpayers of
the state of New York the highest
return in services for the necessary
costs of government, it is hereby
declared to be the policy of the state,
in accordance with the mandate of
the constitution, to. provide equal
pay for equal work, and regular
increases in pay in proper proportion
to increase of ability, increase of out-
put and increase of quality of work
demonstrated in service.”

Promise and Performance

We looked forward eagerly and
with patience in spite of the personal
sacrifices made necessary by the rise
in cost of living to the Survey of
the Salary Standardization Board.
We anticipate a thorough, compre-
hensive and accurate analyses of
state job classifications as well as
comparable positions in agencies of
similar function.

Those who for any one of the
many reasons severed their ties with
state service improved their status
financially and in applicable instan-
ces professionally. Those remained
who believed in their State Govern-
ment as offering an opportunity for
career service based on the presump-
tive findings of the survey. The end
result now is dilemma,

Incomplete studies, too limited
samplings and inaccurate deductions
from statistical data which in some
instances is currently outdated, are
used to determine the new wage
policy of the state as stated previ-
ously, The morale of staff fails to
be nourished by this process. Confi-
dence gives way to mistrust; faith to
doubt. Under these circumstances,
no staff can continuously demon-
strate its best performance quantita-
tively and qualitively as well as
its superior abilities or higher effici-
ency which are the established cri-
teria in staff selection.

The purposes of the research study
are worthy and appreciated by each
staff member. We recognized the
need and value of determining, “1.
the scale and range of salaries paid
by private industry and Federal,
State and local Governments for
services comparable with those per-
formed by state employees; 2. the

salary levels in state service for
positions in the same promotional
series in order that increasing skill
and responsibility be properly recog-
nized, and 3. the salary levels in state
service for positions requiring a high
degree of technical and professional
education and training in order that
these qualifications be properly com-
pensated.”

State employees have been fully
aware of the inequalities in state
salaries as compared with other agen-
cies. During the past year, they have
experienced the struggle with in-
flation which continues to mount
but which they expxected would be
lightened as a result of the Board’s
report, This hope has not been re-
alized. The staff stands discouraged
and faced with the pressing realities
related specifically to the unmet goals
of the report!

I. Salary Scales and Cost of Living

In attempting to justify the ade-
quacy of state salaries, the Board
states in the report that “the cost of
living index of the U. S. Bureau of
Labor Statistics indicated a rise of
about 182%, from July 1938 to July
1942. The cost of living index for
April 1946 rose approximately 12%,
since July 1942.” The cost of living
is now at an all time high. The
figures collected by the Board are
now obsolete and invalid although
the current recommendations are
based on these dead figures. Price
ceilings were gradually relaxed until
ceilings on the commodities used
by the average middle class were
lifted entirely. Prices rose, moder-
ately priced merchandise was limited
and on an over-all basis the cost of
living index of the average city
dweller rose approximately 21%.
But, state salaries are to remain at
about the April 1946 level!

‘The Survey Report justifies state
compensation on the principle, “the
best shall serve the state.” The report
adds “it is necessary and good econ-
omy to pay rates above the very
least that it is impossible to get
people to work for to get a superior
kind of service.” The wisdom of these
principles has been unquestionably
illustrated in the past services ren-
dered by the staff of this Depart-

Merit

ment. Because we believed in these
principles we were able to put them
in practice into our work. Standards
of assistance are now more human
and adequate, giving real recognition
to the rise in cost of living. In ad-
dition, we have demonstrated con-
clusively that adequate salaries and
sound personnel policies attract ca-
pable, trained staff.

Local governments have been en-
couraged to adjust salaries in order’
to retain a qualified staff, to main-
tain a suitable income standard and
to stimulate efficient and effective
work habits. These units of govern-
ment look to the state for leadership
and sound practice just as the state,
in turn, eyes the Federal Goyern-
ment. The scales quoted in the re-
port from the Federal agencies in-
dicate a considerably higher wage
for comparable state classifications.
Why, then, should the state fail to
recognize the true facts? Is this a
logical or sound method for recruit-
ing the’ best available personnel?
One should not be forced to lower

THE SALARY SURVEY

the cost of living.” As we have in-
dicated, the cost of living indices
have risen another 21% since the
Governor conceded this fact.

In one Area office, we have four
employees in the stenographic and
clerical status who receive marginal
or less than minimum income re-
quired for individual maintenance
of a woman employed in industry
according to the New York State
Department of Labor figure of 1946.
This figure was cited at approxi-
mately $2125.94 a year. The four
salaries referred to range from $1690
to $2142 a year.

A review of the comparable wage
scales between New York State and
other public and private agencies for
stenographic and clerical staff points
up the inequalities of New York
State salaries. Our senior stenog-
rapher (Service 3, Grade 2) earns
$2562 a year with a proposed in-
crease to $2640 annually. The Fed-
eral service pays $2845 (and private
industry pays $3000 and over for
the same classification). If the state

(Average 1935-39—100)

1940
1941
1942
1943
1944
1945 se
1946 (December)
1947 (January)...
1947 (February)
1947 (March)

INDEXES OF COST OF LIVING IN THE UNITED STATES
Large Cities Combined, New York City and Buffalo

(From U. S. Bureau of Labor Statistics)

N. ¥. City Buffalo
100.8 101.0
104.7 107.5
114.7 120.0
123.1 126.3
126.2 126.1
129.1 128.5
155.2 151.7
154.6 152.7
154.2 152.4
157.4 155.3

his status by entering state service.
That should constitute a promotion
in salary as well as in duties and
tesponsibilities. Are the local and
‘leral governmental services to
fier opportunities which do not
xist on the state level?

Jn 1946 the Governor of the State
jf New York made the statement
ur pay scales today are insufficient
© fairly meet the great increases in

May-June

service is to retain and recruit well
qualified, experienced, trained per-
sonnel, it can only do so by main-
taining a comparable salary, which
would fulfill the principles quoted
above from the Survey Report of the
Salary Standardization Board.

IL. Basis of Classification

‘The report specifies on page 15
that “in determining comparable

state titles for positions in private
industry and other governmental
jurisdictions, use was made of the
class specifications of New York
State positions and other descriptive
material supplied by the Classifica-
tion Division of the New York State
Department of Civil Service.” Part
TIT of the report relating to the
positions of Senior Social Worker
and Supervisor of Social Work, to-
gether with the total exclusion of
the positions of Inspector of Welfare
Institutions and Medical Social
Worker fails to bear out this plan:
We are submitting under separate
cover, by classification, material
which invalidates the accuracy of
the comparisons and which gives
evidence of the lack of scientific
study. We are sure that it was a
lack of forethought due to insuffi-
cient time for preparation of pre-
liminary data rather than any at-
tempt to minimize the professional
status of these state employees

The comparison of the State Se-
nior Social Worker to a senior social
worker in a private social agency
fails to take into consideration the
training experience and responsibili-
ties of the state employees. The two
positions are subject to contrast only,
The state worker is a field repre-
sentative specializing in the field of
administrative supervision of local
public welfare agencies. Yet, no
agency was studied having compar-
able function,

Similarly, it is apparent that the
Board did not secure complete and
accurate information as to the Civil
Service requirements for admission
to the examination for Supervisor of
Social work on the state level. The
minimum qualifications, duties and
responsibilities of the state super-
visor are superior to and more skilled
than those of the job description
chosen by the Board.

The classifications of “Medical So-
cial Worker” and “Inspector of Wel-
fare Institutions” have been excluded
from the Survey Report. Fortu-
nately, this will give the Board the
opportunity to analyze the special-
ized skills, training, experience and
responsibilities common to these two
grades. We might point out, how-
ever, that workers in each classifi-

113,
CT rt ret Saee

cation pursue a line of work which
sul a body of scientific knowl-
cr and principles underlying its

niques and which require, in
addition, an ability to maintain a
supervisory relationship with welfare
agencies as well as medical experts
in the community. In selecting
“comparable” positions, it is essen-
tial for the Board to avoid the errors
of the previously mentioned classi-
fications.

In the case of Senior and Assistant
Accountant Auditors, the job de-
scriptions cited in the Board’s report
are accurate but the salary compar-
ison for the state grades are linked
with lower grades in other agencies
in which duties are not comparable.
The duties of the state accountants
involve greater responsibilities than
those outlined in the report, partic-
ularly in the area of supervision.

III. Transfer of Professional Staff to

Proper Grade

Article 3, Section 40, Subdivision
7 of the Civil Service Law describes
“professional services” under which
the professional staff of the State
Department of Social Welfare ap-
propriately qualify. The “compar-
able” positions studied by the Board
in private and other public agencies
are surely classified as “professional.”
We have established that state ser-
vice is of a higher caliber based on
experience, duties and_responsibili-
ties. It is only reasonable to request,
therefore, that the state professional
staff be reallocated with some cha-
grin that the professional staff makes
this request. It seemed inevitable
that this would follow logically from
the job analyses and evaluations
made by the Board.

It is essential to our dignity as
state employees and as representa-
tives of the state in the community to
be classified in accordance with our
functions, responsibilities, prior ex-
perience and training. We are sure
that our Department and our Gov-
ernment do not wish to belittle our
professional status as state workers.

To give true recognition to our
skills, services and value as state
employees, it is urged that:

1, Our grades be reclassified im-

mediately.

2. An appropriate reanalysis of

each classification be made by

the Salary Standardization
Board.

14

-_ 3. Salaries be commensurate with
work performance and with
prevailing living costs,

SUPERVISOR OF SOCIAL
WORK, PUBLIC ASSISTANCE
AND CHILD WELFARE

The Salary Standardization Board’s
report and proposed legislation based
on this report have been reviewed by
an area supervisory staff. We are
deeply concerned about the report
and the resulting legislation, which
is about to be enacted into law.

The report does not offer a scale
and range of salaries comparable to
those paid by private agencies or
industry and the Federal, State and

Local Governments for services com-

parable with those performed by

state employees. Also, within the
state structure, salary levels for po-
sitions in the same promotional
gtoups are totally inequitable and

Positions in state service requiring a

high degree of professional educa-

tion and training such as Supervisor
of Social Work are not proportion-
ately compensated.

The area Supervisors of Social
Work are definitely not satisfied with
the meager recognition that has been
given their group and cannot accept
the basis of the material upon which
the Salary Standardization Board
based its study with its recommen-
dations for appropriate legislation.

Review of the minimum require-
ments for and qualifications for
Supervisor of Social work in a pri-
vate agency and in the State De-
partment of Social Welfare shows
clearly that the bases selected for
comparison and judgment were un-
sound, and unreasonable. If candi-
dates for examination and appoint-
ment to this position in the State
Department of Social Welfare pos-
sessed only the qualifications for
private agency supervisory positions,
they would not have been admitted
to the examination for this state
position. Most of all the State De-
partment of Social Welfare requires
specific experience; the _ private
agency criteria are indefinite. ‘The
State Supervisor's job is distinctly a
field job and not one of direct ad-
ministration as in a private agency.

Why, may we ask, were the quali-
fications and job descriptions for
Senior Social Worker related to a
small private agency and those for
Supervisor of Social Work given

for a “large ‘social agency?” Thesc
state employees working in these
two titles and in the same Depart-
ment serve large and small agencies
currently in their jobs.

The Supervisors of Social Work in
State Department of Social Welfare
must have true teaching ability,
They serve many communities,
which are varied; no two are alike
in development and understanding
of the work. The Supervisor in a
private agency has only trained
workers to deal with and a smaller
agency. The private agency, gen-
erally serves one community with
one organizational structure and
with one set of community agencies
and interested individuals. In one
Area, we as supervisors, serve several
counties and a number of cities, no
two of which have the same ad-
ministrative structure, no two have
reached the same stage of develop-
ment in administration or in social
case work practices, nor have: the
agencies the same quality of stafl,
The Supervisors of Social Welfare
must give and develop leadership
locally and be adjustable, tactful and
still decisive in many varying and
changing situations,

The duties of a Supervisor of
Social Work is more similar and
comparable to the work in the Fed-
eral Social Security Board which has
field representatives. Why was the
job description and qualifications
and salary scales for such positions
not selected by the Standardization
Board for comparison with the state
position of Supervisor of Social
Work?

We of this group also. consider
that the sampling of jobs and salaries
totally inadequate on which to make
a careful and accurate judgment.

The total of jobs and responsibilities
examined can scarcely be a repre:
sentative sampling. If the position
of Supervisor of Social Work is to
be comparable (and it has been com
pared) with a private agency job,
why has the higher range not been
proposed for inclusion in legislation,
such a range as private agencies have,
as stated in the report?

The Supervisors of Social Work
protest the basis of judgment, tht
invalidity of the data, and the in
equalities of salary scales.

Merit
Comptroller’s Oftice Holds.
Sesquicentennial Fete

Nearly 400 guests attended a din-
ner at the Hotel Ten Eyck May 14
celebrating the 150th anniversary of
the establishment of the office of
State Comptroller. Governor Thomas
E, Dewey, former Governors of the
State and former State Comptrollers
were honored guests. State Comp-
troller Frank C. Moore presided.

Samuel Jones, the first State
Comptroller, took office 150 years
ago in May as the first of 50 incum-
bents who have held the office since
that time.

Samuel Seabury, former Associate
Judge of the Court of Appeals and a
direct descendant of Samuel Jones,
one of the featured speakers, dis-
cussed the life of his famous ances-
tor which was also closely woven
with the history of the New York
State bar. Samuel Jones, a decade
before he became Comptroller, re-
vised the statutes of the State, earn-
ing by his work the title of “Father
of the New York State Bar.”

Former Governor Nathan L. Mil-
ler, who became State Comptroller
46. years ago next December at the
age of 33, gave an address.

Former Governor Miller, oldest
living former State comptroller was
only 33 years old when he became
Comptroller in 1901, served until his
resignation in November, 1903 to ac-
cept appointment to the Supreme
Court. He was elected Governor in
1920, defeating incumbent Governor
Alfred E, Smith, who, in turn, de-

feated Miller in the 1922 gubernato-
rial election.

Former State Comptrollers Vin-
cent V. Murphy (1925-1926) and
Joseph V. O'Leary (1941-1942) were
among the honored guests. Miller,
Murphy and O'Leary comprise all
of the living former State Comp-
trollers,

Fred R. Zeller, State Comptroller
of Connecticut, and Homer C. Zink,
State Comptroller of New Jersey,
represented their States.

‘A 150-year-old document-prelim-
inary draft of the first State Comp-
troller’s first annual report, which
was missing for 37 years, has been
returned to the State and was pre-
sented to State Comptroller Moore at
the dinner.

The original draft, in the hand-
writing of Samuel Jones, first Comp-
troller of the State was written as
he was compiling his report of the
State’s finances from January, 1797
to January, 1798. It was returned
to Albert B. Corey, director of the
Division of Archives and History by
terms of a recently-settled estate.

An exhibit of 150-year-old histor-
ical documents, on display in con-
nection with the celebration, was
opened officially. Comptroller Moore,
in the foyer of the Comptroller's
office in the Alfred E. Smith State
Office Building, and was then shifted
to the main lobby and then to the
State Education Building.

Photographs and signatures of the
47 preceding Comptrollers, including

Samuel Jones, the first State Comp-
troller, were displayed on panels sur-
rounding the documentary material.

The documents, all originals, in-
cluded the 1797 law creating the office
of Comptroller signed by John Jay,
second Governor of the State on
February 17 of that year; the min-
utes of the old Council of Appoint-
ments, which. chose the’ first Comp-
troller on March 15, 1797, and Sam-
uel Jones’ oath of office, taken 150
years ago this month.

The oath of office, as was the
custom in that day, was sworn to
in three parts; (1), renunciation of
the Crown, (2), pledge to execute
duties of the office faithfully, and,
(3), pledge of allegiance to the new
United States’ Constitution, then
only ten years old.

Another item of interest was a
letter from Comptroller Jones toGen-
eral Philip Schuyler, of Revolution-
ary War fame, refusing to settle his
account with the State because the
claim was entered without sufficient
vouchers to support it,

Also displayed was warrant num-
ber 28 on the State Treasury, signed
by the first Comptroller exactly 150
years ago the 20th of May, ordering
payment of 36 pounds, 14 shillings
and seven pence (equal at that time
to $91.82) to a Revolutionary War
soldier for service pay. This cen-
tury-and-a-half-old warrant was sal-
vaged from the Capitol fire of 1911,
as evidenced by its scorched edges.

~ LOCAL UNITS INTERESTED

ATTENTION - LOCAL EMPLOYEES

Of special interest to employees of the local units of Gov-
ernment throughout the State will be the accompanying Per-
sonnel Rules, Classification and Rates of Pay for the West-
chester County Service. In the last previous issue were printed
the standard recommendations relative. to ‘compensation as
usually supplied by the Municipal Service Division of the State
Civil Service Department to units of government upon request.
These rules will give local employees something to think about.
Westchester County employees have had a most active and
successful employee organization functioning for many years,
The Westchester County Competitive Civil Service Association.

The rules printed are as revised September 11, 1944, Several
slight amendments, not noted, were made since that date.

AN ACT establishing per-
sonnel rules in the Westchester
County service and adopting
classification of positions and
schedules of pay.

Be it enacted by the Board of
Supervisors of the County of West-
chester, as follows:

SECTION 1. The following rules
governing the administration of per-
sonnel matters in the Westchester
County service are hereby adopted.

RULE 1. PURPOSE OF THE
RULES. It is hereby declared to
be the intention of the. Board of
Supervisors of Westchester County
in adopting these rules to provide a
simple, orderly and uniform system
for the administration of personnel
matters in accordance with the pro-
visions of the Westchester County
Charter and the Civil Service Law
of the State of New York.

RULE 2. REGULATIONS AU-
THORIZED. As soon as practicable
after these rules become effective the
Personnel Officer shall prepare such
regulations as he deems necessary
to carry out the intent of these rules.
Such regulations shall become effec-
tive upon the approval of the County
Executive and the Committee on
Budget and Appropriations of the
Board of Supervisors and upon filing
with the State Civil Service Com-
mission, except those relating to ap-
pointments and promotions . which
shall not become effective until ap-
proved by the State Civil Service
Commission, and may be amended
in the same manner.

116

‘The term “Regulations” as used
in this rule shall refer only to the
clarification of the intent of the
rules and to the establishment of
routines and procedures thereunder.

RULE 3.. TITLES OF POSI-
TIONS, ESTABLISHED; TITLE
SPECIFICATIONS.

(A) The titles of positions as
named in Schedule A and Schedule
B. appended hereto and made a part
hereof shall..constitute the classifica-
tion of the county service. Positions
in the county service shall be allo-
cated to the appropriate titles by
the Personnel Officer and the Bud-
get, Director. The Personnel Officer
shall cause to be prepared and main-
tained in, a place easily accessible to
the public during ‘business hours
detailed specifications for each title,
including the title, the definition of
the title, examples of typical posi-
tions allocated to the title and/or
typical tasks performed by those
holding positions allocated to the
title and the minimum and addi-
tional desirable qualifications _ re-
quired of and desired in those ap-
pointed to the title. No person shall
be employed or appointed under any
title not appropriate to the duties
to be performed as defined in the
specification for that title.

(B) There is hereby established a
Classification Board composed of the
Personnel Officer, who shall act as
Chairman, the Budget Director, and
two county employees, appointed by
the County Executive with the ap-
proval of the Board of Supervisors,
to serve at his pleasure, one of whom.

shall be in the competitive class of
the classified civil service of the
county and one of whom shall be
in the non-competitive class of the
classified civil service of the county.

(C) The Classification Board shall
consider and determine such ques-
tions pertaining to the reclassification
of positions as may be referred to
it by any county officer, employee
or department head. The employee-
member of the Classification Board
from the competitive class shall act
‘on questions pertaining to positions
in the competitive class only and the
employee-member from the non-
competitive class shall act on ques-
tions pertaining to positions in the
non-competitive class only.

(D) Any department head or em-
ployee desiring to submit facts orally
or in writing in connection with the
reclassification of any position shall
be afforded reasonable opportunity
to do so and any department head or
employee may appeal from the de-
cision of the Classification Board to
the County Executive.

RULE 4. SCALES OF PAY.
(A) The Pay Scales for the several
titles of positions as set forth in
Schedule A and Schedule B appen-
ded hereto and made a part hereof
shall constitute the minimum, in-
termediate and maximum rates of
pay for such title and the positions
allocated thereto.

(B) Whenever in the judgment
of any department head, the Person
nel Officer or the Budget Director
the scales of pay for any title or
group of titles are too low or too
high in relation to the pay for other
titles, or. for similar or related out
side employment, the Personnel Offi
cer shall collect: such data as in his
judgment may be needed to show
the need for adjusting such pay
scales upward or downward or jot
allowing them to remain unchanged.
and shall submit his findings and
recommendations to the Budget 1):
rector, to the County Executive, and
to the Committee on Budget and
Appropriations of the Board of Su
pervisors. ‘The Board of Superviso#
reserves the right to initiate simils!
studies at any time.

(C) The department head m2):
with the approval of the Personat!

Merit

Officer and the Budget Director,
and in accordance with the regula-
tions establishing standards of per-
formance adopted under these rules,
make adjustments upward and
downward in the pay of county offis
cers and employees within the limits
of pay on the basis of performance,
conduct, and length of service; pro-
vided, however, that no increase in
the pay of any officer or employee
shall be made unless funds properly
appropriated by the Board of Super-
"=o a available therefor.

In setting up standard
schedules and salary iietemente
is declared as a matter of policy, that
the increments indicated in the
schedules are in no sense automatic
nor are the increments to be con-
sidered as earned solely due to the
passage of time and the increase in
the number of years of service.

RULE 5. APPLICATIONS. All
persons desiring to enter any exam-
ination for a position in the com-
petitive class, shall file an applica-
tion therefor with the State Civil
Service Commission. Persons who
are appointed to positions in the
non-competitive class must also file
an application with the State Civil
Service Commission.

RULE 6. EXAMINATIONS. All
examinations for positions in the
competitive class and in the non-
competitive class will be held by the
State Civil Service Commission.

RULE 7. ELIGIBLE LISTS;
PREFERRED LISTS. (A) The
The Personnel Officer shall maintain
and keep lists of names of persons
cligible for appointment to the sev-
eral titles of positions in the com-
petitive class of the county service
as certified to him for this purpose
by the State Civil Service Commis-
sion, When an eligible list for any
tide has been exhausted or when the
names of additional cligibles are
likely to be needed, or when it is
anticipated or believed a new list
should be prepared, the Personnel
Officer shall notify the State Civil
“ervice Commission and request that
“ppropriate action be taken.

(B) Whenever, for reasons of
“conomy, curtailment of activities, or
otherwise, a person holding a per-

May-June

manent appointment to a position in
the competitive class is demoted or
separated from the service through
no inability or fault of his own, the
Personnel Officer shall furnish the
State Civil Service Commission with
@ statement showing the name of
such person, the title of his position,
the date of his appointment, and the
date and reason for his demotion
or separation from the service. The
State Civil Service Commission shall
enter the name of such person upon
a preferred list and shall certify such
preferred list to the Personnel Offi-
cer. When a vacant position in that
or a substantially similar title is to
be filled, the Personnel Officer shall
certify from such preferred list, the
names in the order of their standing
on such preferred list before making
certification from any other list.

RULE 8. APPOINTMENTS.
(A) No appointment shall be made
to any position in the county service
unless properly appropriated funds
are available therefor. No person
shall be employed or appointed un-
der any’ title except that to which
the position involved has been allo-
cated, but this provision shall not
preclude the temporary assignment
of any officer or employee to any
duties necessary to the interests of
the county.

(B) Appointments to positions in
the unclassified service and to posi-
tions in the exempt class and the
labor class in the classified service
may be made by the appropriate
appointing officer as provided by
regulation,

(C) Appointments to positions in
the non-competitive class may be
made by the appropriate appointing
officer upon nomination to the Per.
sonnel Officer of a qualified person.
Such nomination shall be accom-
panied by an application executed by
the appointee and both the nomina-
tion and the application shall be
filed by the Personnel Officer with
the State Civil Service Commission,
Upon approval of the State Civil
Service Commission the appoint-
ment shall become finally effective.
_(D) Appointment to any posi-
tion in the competitive class not filed
by reinstatement, transfer, or demo-
tion under these rules shall be made

IN WESTCHESTER RULES

by selection from one of the three
Persons who are willing to accept
appointment and whose names are
highest on the eligible list for the
title, as certified to the Personnel
Officer by the State Civil Service
Commission.

(E) Whenever an appointing offi-
cer shall request a certification from
the Personnel Officer for appoint-
ment to any position or positions in
the competitive class he shall specify
the title to which the position has
been allocated and whether the ap-
pointment is to be permanent or
temporary. The Personnel Officer
shall thereupon, as soon as practic-
able certify to the appointing officer
the names of persons in the order in
which they appear on the eligible
list for the title previously certified to
him by the State Civil Service Com-
mission,

RULE 9. PROBATION SER-
VICE. (A) Every original and
Promotional appointment to employ-
ment in any position in the classi-
fied service shall be for a probation-
ary term of three months, and the
appointing officer, in notifying a
Person certified to him for appoint-
ment or employment shall specify
the same as for the probationary
PB) Sack

uch probationary period ma)
be extended an. additonal period ms
to exceed three months, provided the
appointing officer shall notify the
Personnel’ Officer and the proba-
tioner in writing of such extension,
its exact duration, and the reason for
such extension. Such notification
shall be made not less than two
weeks prior to the expiration of the
original probationary period.

(C) Every officer under whom
any probationer shall serve during
any part of his probation shall care-
fully observe the conduct and the
quantity, quality and value of the
services rendered by such proba
tioner. Not less than two weeks
prior to the expiration of the pro-
bationary period, the appointing
officer shall file with the Personnel
Officer in such form as the latter
may prescribe, a report of the service
of such probationer, and his opinion
of the probationer’s capacity and fit-
ness for the position. If the conduct,

117
capacity and fitness of the proba-
tioner are satisfactory, he shall be

given a permanent appointment, but ~
if the conduct, capacity and: fitness ~

of the probationer are not satisfac-
tory, the appointing officer shall
notify the probationer that his ser-
vices will terminate at the end of
the probationary period. Such notice
shall be in writing. A probationer
shall ‘not be dismissed prior to the
expiration of the probationary period
except in accordance with the ‘pro-
cedure prescribed in the Civil Service
Law for removals.

(D) Whenever two or more per-
sons appointed from the same eli-
gible list are serving as probationers
in positions allocated to the same
title and in the same department and
there is necessity for a reduction of
the force of such department affec-
ting such persons, they shall be pre-
ferred for retention in order of their
original standing upon said list.

RULE 10. PROVISIONAL,
TEMPORARY, EMERGENCY
AND SEASONAL APPOINT-
MENTS TO COMPETITIVE PO-
SITIONS. (A) Whenever there are
urgent reasons for filling a vacancy
in any position in the competitive
class and there is no existing eligible
list for the title to which the position
has been allocated, the appropriate
appointing officer may nominate to
the Personnel Officer a person to fill
the vacancy temporarily until selec-
tion and appointment can be made
after competitive examination and,
if such nomination is approved by
the Personnel Officer and the State
Civil Service Commission, may make
a provisional appointment of such
person. Such provisional appoint-
ment shall not continue more than
twenty days after an eligible list has
been certified to the appointing offi-
cer and in no event for a period
longer than four months. The pe-
riod of provisional service shall not
affect the probationary service.

(B) Whenever services are re-
quired for a temporary period not
to exceed six months, the appointing
officer may select for such purpose
one of the first three persons on the
appropriate eligible list willing to
accept such appointment. Where
such temporary employment occurs
by reason of a leave of absence hav-
ing been granted to a regular em-
ployee, with the express understand-
ing that the regular employee may
return to his position at the termin-

118

ation of the leave of absence, the
appointment shall be made on a
temporary basis and may be made
for the duration of the leave, but
in no case to exceed one year. If it
subsequently becomes necessary to
make a permanent appointment in
such a case, the Personnel Officer
shall certify to the appointing officer
an appropriate eligible list, from
which an appointment shall be made
in accordance with the provision of
Rule 8. No temporary appointment
shall become permanent automati-
cally, nor shall the period of tempo-
rary service affect the probationary
period.

(C) Whenever services are re-
quired for a temporary period not
to exceed one month and the need of
such services is important and ur-
gent, the appointing officer may
select for such services any person
on the appropriate eligible list with-
out regard to his standing on the
ist.

(D) Whenever an emergency re-
quires that a position in the competi-
tive class be filled before an appoint-
ment can be made from an eligible
list, the Personnel Officer may au-
thorize the appointing officer to se-
lect any person available provided
that the name of the appointee is
immediately reported to the Person-
nel Officer and that such appoint-
ment shall not continue longer than
twenty days, without specific ap-
proval from the State Civil Service
Commission prior to the expiration
of the said twenty day period.

(E) Whenever the nature of the
service is such that the employment
is not continuous through the year,
but recurs in each successive calendar
year, the position shall be designated
as a seasonal position. Any person
originally appointed to or employed
in a seasonal position, under the pro-
visions of these rules, who has been
temporarily separated from the ser-
vice by the expiration of the seasonal
period in any one year, may be reap-
pointed to the same position in the
same or subsequent year.

(F) Whenever services are re-
quired which are temporary or ex-
ceptional in character and for which
it is impracticable to hold an exami-
nation, the appointing officer may re-
quest special exception from exami-
nation. Upon the approval of the
Personnel Officer and the State Civil
Service Commission, such exception
may be granted, but only in cases

where the compensation in any one
year does not exceed $500 and pro-
vided, however, that the State Civil
Service Commission may suspend
such limitation of compensation by
special resolution.

(G) The acceptance by an eligible
of a temporary or emergency ap-
pointment shall not affect his stand-
ing on the cligible list for permanent
ciployment, nor shall the period of
temporary employment be counted
as a part of the probationary service
in case of subsequent appointment
to a permanent position. No person
shall be eligible for temporary ap-
pointment to any position in the
competitive class if he has served in
a temporary appointment within the
previous four months, unless such
Ferson shall be one of the three high-
est on the list willing to accept such
employment.

(H) No employee holding a com-
petitive position on a permanent
basis shall be approved by the Per-
sonnel Officer as a provisional of
probationary appointee to another
competitive position in the county
service, unless a written agreement
is made by the head of the depart-
ment in which said permanent po-
sition is located, that such perma-
nent position will not be filled per-
manently pending the employee’s
reinstatement to same upon failure
of his provisional or probationary ap-
pointment to mature into a perma-
nent appointment, or unless the em-
ployee shall file an unqualified resig-
nation. A copy of the agreement or
of the resignation must be filed with
the Personnel Officer at the time the
employee is nominated to the pro-
visional or probationary appoint-
ment,

(I) Positions in the County War
Council or any other agency created
to perform war-time functions for
a period not exceeding the duration
of the war emergency shall be filled
on a temporary basis for a period not
to extend beyond six months after
the termination of the war. Appoint-
ments to such positions shall be
designated as war emergency: ap:
pointments and may be made with-
out reference to any eligible list.

RULE 11. PROMOTIONS. (A)
Any advancement of an employce
from a position in one title to a po-
sition in another title for which 4
higher maximum rate of pay is pre
scribed shall be deemed a promotion.
and shall be made only in accordance

Mexit
with the provisions of the Civil Ser-
vice Law and these rules, All va-
cancies in the classified service shall
be filled by promotion as far as is
practicable.

(B) Promotion in the competitive
class shall be based upon merit and,
as far as is practicable, upon com-
petitive examination. In compe-
titive promotion examinations due
weight shall be given efficiency in
the title or titles from which  pro-
motion is made, to length of service,
to knowledge, skill, abilities, per-
sonal attributes, physical condition,
and good health as shown by writ-
ten, performance, oral, physical or
other tests. ‘The announcement of
any competitive promotion examina-
tion shall indicate the lower title or
titles from which promotion may be
made; provided that the State Civil
Service Commission, upon the
recommendation of the Personnel
Officer, may allow persons to com-
pete who hold positions in other
titles and whose work fits them for
promotion to the title for which the
competitive examination is being
held.

(C) Promotion shall be made by
selection of one of the first three
persons on the promotion eligible
list for the title to which promotion
is to be made and who are willing
to accept. Whenever there are not
more than three persons eligible to
any promotion the appointing officer
may nominate one of such eligibles
who may be promoted upon passing
a qualifying examination equivalent
to that required for competitive pro-
motion to the title, but in such case,
no examination shall be required for
promotion when the person _pro-
moted has already qualified in an ex-

amination for the particular title in-

volved. ‘

(D) Promotion examinations shall
be open so far as practicable to em-
ployees who are and have been con-
tinuously employed in permanent
positions in the next lower appropri-
ate title or titles for at least five
months preceding the date of the
¢xamination, and whose qualifica-
tons meet the minimum require-
ments established for the title to
which they seek promotion, but in no
case shall any person be eligible for
appointment from a promotion list,
or for an increase in salary until six
tnonths from the date of his perma-
nent appointment.

(E) In certifying eligibles for ap-

May-June

pointment by promotion, the Per-

sonnel Officer, upon the request of ©

the department head, may give pref-
erence to the persons on the eligible
list for the title involved who are al-
ready employed in the department
or division where the vacancy occurs.

(F) Whenever in the judgment of
the appointing officer there is no
field for promotion, and there is no
appropriate promotion, eligible list
available, he may request an open
competitive examination, addressing
such request in writing to the Per-
sonnel Officer, stating the reasons
why it is impracticable to fill the
vacancy by promotion. Notice of
such request shall be publicly and
conspicuously posted in the office
of such appointing officer and of the
Personnel Officer and no action shall
be taken on such request until
the notice has been posted for a
period of fifteen days. If the request
is approved by the Personnel Officer,

an~ open-competitive examination
shall then be held.
RULE 12. RECLASSIFICA-

TION OF POSITIONS. When a
position is reclassified as a result of
a gradual change in duties and re-
sponsibilities, or when a position is
re-allocated to correct an error in the
former allocation, the incumbent of
the position involved may, with the
approval of the Personnel Officer
and the State Civil Service Commis-
sion, be given opportunity to qualify
for promotion to that position. The
provisions of this rule shall not ap-
ply, however, to reclassification to
the competitive class from another
class. x

RULE 13. TRANSFERS. (A)
Position Transfers. Any change of
an employee from a position in one
department or division to a position
of the same title in another depart-
ment or division shall be deemed a
position transfer. Action to trans-
fer an employee may be taken to
change the distribution or location of
work or for any other reason, which
in the opinign of the appointing of-
ficer or officers involved, is for the
good of the service. The procedure
to be followed in position transfers
shall be established by regulation.
(B) Title Transfers. Any change
of an employee from a position in
one title to a position in another title
for which the same maximum rate
of pay is prescribed shall be deemed
atl transfer. Title transfers in the

competitive class shall be based upon
merit and as far as practicable on
competitive examination and may
become effective only on approval of
the Personnel Officer and the State
Civil Service Commission.

RULE 14. DEMOTIONS. Any °
change of an employee from a posi-
tion in one title to a position in an-
other title of a lower rank or for
which a lower maximum rate of pay
is prescribed shall be deemed a de-
motion. Action by a department
head or other appointing officer to
demote any employee may be taken
when the employee is unable or un-
willing to render satisfactory service
in the position he holds, but is con-
sidered worthy of a trial in a position
of a lower title, or when the em-
ployee so requests. The procedure to
be followed in demotion shall be es-
tablished by regulation.

RULE 15. SUSPENSIONS. A
department head or other appointing
officer may, for disciplinary pur-
poses, suspend an employee without
pay for a period or periods not ex-
ceeding one month in any twelve
months; provided that, in the case of
suspension of any employee in the
competitive class the appointing of-
ficer shall if possible before the ef-
fective date of the suspension, or
in any event, within twenty-four
hours give written notice to the em-
ployee affected stating the reason, the
duration, and the effective date of the
suspension, The appointing officer
shall report promptly all suspensions
to the Personnel Officer and shall file
with him a copy of all suspension
notices. Any suspension which
would remove the affected employees
from the payroll for a period greater
than one month in any twelve
months shall be deemed a removal
and shall be subject to the procedure
concerning removals.

RULE 16. RESIGNATIONS,
‘An employee én the competitive class
may resign from the service in good
standing by giving written notice as
required by the appointing officer
or as is customary in the field of
work in which the employee is en-
gaged. In no case, however, shall
such written notice be less than 5
days. The appointing officer shall
file such notice or a copy thereof
with the Personnel Officer. Any em-
ployee who absents himself from
duty for three consecutive days with-

119

yuesth teed

out permission or without giving
notice shall be deemed to have re-
signed in bad standing, unless an ex-
planation acceptable to the appoint-
ing officer is submitted by such em-
ployee within a reasonable time
thereafter; when such absence results
in detriment to the service, it may
also be made grounds for discipili-
nary action, Any employee who has
resigned after giving proper notice,
may withdraw his resignation;-and
with the approval of the appointing
officer and the Personnel Officer may
be restored to the position vacated,
within one year from the date of
his separation from the service, if the
position is still vacant or is filled by
a provisional or temporary employee.

RULE 17, LAY-OFF, An em-
ployee may be laid off because of a
material change in duties or organ-
ization or because of shortage or
stoppage of work or funds. In every
case of lay-off the appointing officer
shall, before the effective date there-
of, give written notice of his action
to the Personnel Officer at least
twenty-four hours in advance of the
action taken. Lay-offs or demotions
affecting persons holding permanent
positions in the competitive class
where such lay-off or demotion is
made through no delinquency or
misconduct on their part, shall be
made in the inverse order of the
original permanent appointment to
the service.

RULE 18. REMOVALS. An ap-
pointing officer may remove an em-
ployee whenever he considers the
good of the service to be served
thereby, but removals affecting vet-
erans or employees holding perma-
nent appointments in the competi-
tive class shall be made only in ac-
cordance with the procedure’ pre-
scribed in the Civil Service Law.

RULE 19. REINSTATEMENTS.
Any person who has held a position
by permanent appointment in the
competitive class and ‘who has been
separated from the service through
resignation or leave of absence with-
out pay, and through no delinquency
or misconduct on his part may be re-
instated without re-examination in
a vacant position of the same or
lower title within one year from the
date of such separation; provided
that for original entrance to the po-
sition proposed to be filled, by rein-
statement there is not required in the
opinion of the State Civil Service

120

Commission an examination involv-
ing essential tests or qualifications
different from or higher than those
involved in the examination for origi-
nal entrance to the position formerly
held by the person to be reinstated.

RULE 20. ATTENDANCE
RECORDS. The Personnel Officer
with the approval of the County Ex-
ecutive shall take such steps as he
considers necessary and desirable to
secure from the department heads
complete and accurate reports of at-
tendance and punctuality at monthly
or more frequent intervals. A sum-
mary of days absent each month
with the reason therefor shall be en-
tered on the roster card of each em-
ployee.

RULE 21. ANNUAL LEAVE
WITH PAY. Any county officer or
employee may be allowed, with the
approval of the department head, a
vacation with pay of not to exceed
twelve working days after one year
of continuous service, and of not to
exceed eighteen working days after
two years of continuous service; pro-
vided that any officer or employee
continuously employed six months
or more may be allowed one day of
vacation for each month employed
during the first year and one and
one half days vacation for each
month employed thereafter. Such
vacation with pay shall be granted
only at such time or times as the
work of the department will permit
and in calculating the time allowed
for vacations, Saturday and interven-
ing holidays shall be considered a
full working day. Any county officer
or employee may, on the recommen-
dation of the department head, ap-
proved by the Budget Director, ac-
cumulate his vacation for not to
exceed two years so that all or any
part of the vacation allowed for the
two years may be taken at one time,
provided that the interests of the
county as an employer are not penal-
ized thereby. In case any full time
officer or employee is required to
work overtime, or under conditions
involving hazards to health, he may,
if the work of the department per-
mits, be allowed a supplemental
time off by the department head not
to exceed twelve working days in
any year of which not more than six
days may be taken in conjunction
with the annual vacation. Provided,
however, in exceptional cases the
County Executive may approve an

additional supplemental time off.
The time allowed for vacation with
pay or for supplemental time. off,
shall be reported to the Personnel
Officer at such time and in such
forms as he may require.

In cases of separation from the
service a terminal vacation of not to
exceed two weeks may be granted by
the department head if earned under
this rule and if funds are available
therefor.

In granting vacations under the
maximum allowance of eighteen
working days per annum, depart-
ment heads are hereby instructed to
give consideration to the needs of
the situation and to the customary
vacation allowance for the same
work in organizations outside of the
county service. .

RULE 22. SICK LEAVE. Any
county officer or employee who has
been continuously employed for a
period of six months or longer may
be granted sick leave with full pay
by the head of the department for
not to exceed ten working days in
any calendar year. If any officer or
employee does not take the full al-
lowable amount of sick leave in any
calendar year, the amount not taken
may be accumulated from year to
year, provided that any county of-
ficer or employee who is absent on
account of illness in the calendar
years 1942 and 1943 may upon the
recommendation of the department
head, approved by the Personnel Of-
ficer be granted not to exceed thirty
days of additional sick leave with
pay, and provided further that at
any time the Board of Supervisors
upon recommendation of the County
Executive may grant additional sick
leave with pay for exceptional cases.
Sick leave is hereby defined to mean
the absence from duty of an officer
or employee because of illness, in:
jury, or quarantine resulting from
exposure to contagious disease, or
death in the immediate family of the
officer or employee. The department
head shall cause to be filed with the
Personnel Officer when required by
him evidence in the form of a cer-
tificate or otherwise of the adequacy
of the reason for the officer or em
ployee’s absence during the time
when sick leave with pay is granted.
The time allowed for sick leave shall
be reported to the Personnel Officer

(Continued on page 133)

Merit
Attendance Rules Amended |

The following amendments to the
Attendance Rules for Institutional
employees were adopted by the State
Civil Service Commission on April
30, and approved by Governor
Dewey on May 17, in order to meet
the new situations created by the
law providing straight-time pay for
overtime beyond 40 hours.

The important provisions are those
defining the work week and com-
pensating time off and fixing the
annual vacation on a four week basis.

RESOLVED: That, subject to the
approval of the Governor, Rule I
of the Attendance Rules for Institu-
tional Employees be and the same
hereby is amended to read as fol-
lows:

RULE I— ATTENDANCE

1, EMPLOYMENT YEAR:

The employment year for which
vacation allowance, time credits and
time deductions are calculated is the
fiscal year April Ist through March
31st.

2. WORKING WEEK:

(a) The work week, for basic
annual salaries, for all institutional
employees, other than those specifi-
cally excluded from the application
of overtime compensation under the
Rules for Payment of Overtime
Compensation promulgated by the
Budget Director pursuant to the pro-
visions of Chapter 270 of the Laws
of 1947, shall be forty hours.

(b) The department head, sub-
ject to such labor laws as are con-
trolling, shall establish the working
week. ‘The time of beginning and
ending of working hours, and the
time off for meals, shall be deter-
mined by the institution head, sub-
ject to the approval by the depart-
ment head. Copies of such sched-
ules and such modifications thereof
shall be filed with the State Civil
Service Commission.

3, OVERTIME: (applicable only to
overtime for which no additional
compensation is granted).

(a) So far as practicable, the ne-
cessity for overtime work shall be
approved in advance by the em-
ployee’s immediate supervisor before
any credits for overtime work shall

May-June

be allowed, Overtime credit shall be
gtanted, where earned, to all em-
ployees except where the department
head designates certain executives,
officers and employees who shall not
earn overtime credits because of the
nature of their work and responsi-
bilities. Employees, so designated,
may be granted time off as a dis-
cretionary matter.

(b) No credit shall be given over-
time of less than one-half hour in
each day. Overtime shall be credited
only in one-half hour units and no
fractional part of such a unit shall
receive credit,

(c) Time in traveling in excess
of the regular working hours shall
receive no credit as overtime, except
as required and approved.

(d) Overtime credits shall be used
within nine months from the time
they are earned, provided that such
time off from regular working hours
shall first be approved by the proper
administrative officer.

(c) Overtime work for which
compensatory time off may be taken
shall not be allowed after the accu-
mulation of the equivalent of thirty
full days of overtime credits. Further
overtime work may be authorized
only upon approval of overtime pay
by the Director of the Budget.

*(£) Overtime credits shall not be
transferable from one department to
another, or from one institution to
another.

4. TARDINESS:

Penalties for unexcused tardiness
shall be imposed by the head of each
institution in conformance with es-
tablished rules of the respective de-
partments.

5. RECORD OF ATTENDANCE:

Daily time records shall be main-
tained showing the actual hours
worked by each employee. The
department head may designate cer-
tain executives, officers and employ-
ees who, because of the nature of
their work and responsibilities, shall
not be required to report their time.

AND BE IT FURTHER RE-
SOLVED: That subject to the ap-
proval of the Governor, subdivision
2 and 3 of Rule Il of the Attendance
Rules for Institutional Employees be

and the same hereby are amended to
read as follows:
2. VACATION — PERMANENT

EMPLOYEES:

(a) Employees, whose work week
for basic annual salary is forty hours
in five days (and who regularly
work on the sixth day, or part
thereof, at overtime compensation)
shall receive 20 working days vaca-
tion for a year of service (i.c., the
equivalent of 160 working hours;
forty hours per week mutiplied by
four). Such vacation shall be earned
and credited at the rate of 1% days
for each month’s service at full basic
salary.

(b) Employees, whose work week
for basic annual salary is forty hours
in five and one-half days, shall re-
ceive 22 working days of vacation
for a year of service and shall be
credited at the rate of 15/6 days for
each month’s service at full basic
salary. Vacation taken on Saturday,
shall be charged as one-half day.

(c) Vacation is to be taken at any
time requested by the employee and
convenient to the institution, with
the approval of the institution head,
but it can be drawn only by an
employee who has completed four
months of service.

(d) Vacation earned but not used
may not be carried over from one
year to another except with the ap-
proval of the department head and
only when consistent with provisions
of law.

(ec) Employees, who work regu-
larly 48 hours a week (and receive
eight hours overtime compensation)
and who are charged six days of
a work week for a vacation, shall be
paid for such vacation in the same
manner as if they were serving in
their positions during such vacation
period (i.e., they shall receive pay for
a 48-hour work week.) Where such
employees are charged five days of
a work week for vacation and do
not work one-half day of the sixth
day of such week, such employees
shall be paid for such vacation allow-
ance at the basic annual salary for
forty hours’ work.

(f) Employees, who work regu-
larly 44 hours a week (and receive
four hours overtime compensation)

(Continued on page 132)

121
“MERIT”

With this issue, the name of the Association's maga-
zine becomes MERIT. The State Employee is no more
—as a name.

By authority of the Board of Directors, we announced
in the November-December, 1946, issue of The State
Employee a prize contest. The Association of State
Civil Service Employees had become the Civil Service
Employees Association, inviting into its membership all
civil service workers in every governmental unit of the
Empire State. Obviously, the name, The State Em-
ployee, would no longer be appropriate, so your Edi-
torial Board decided the simplest way to meet the situa-
tion would be to call our magazine The Civil Service
Employee. However, there might be better names, so we
offered a prize of $50 in cash to any member who could
suggest a name which, in the opinion of the Editorial
Board, was better than the one we had tentatively
selected.

Frankly, we rather doubted if there would be many
suggestions. But there were — hundreds of them. And
certainly we doubted that there would be any better
than our own tentative choice. But there were!

Your Editorial Board quickly found it had “let itself
in for something.” ‘The hundreds of suggestions had to
be given due consideration — and, believe us, every one
was. There were meetings and discussions, and more
meetings and discussions. You see your Editorial Board
felt it was a really important matter, changing the name
of our own magazine which, during a long and most
honorable career had come to be so well known as The
State Employee.

Well, we finally decided that of all the suggestions
made the best was MERIT. Under the rules of the con-
test, the name was to be “no more than four words long
the shorter the better”, and it must “carry over the
idea that the merit system in government employment
spells better employment, better working conditions and
better government—all in one, two, three or four
words.”

There were six persons who suggested MERIT as
aname, The rules provided that, in case of a tie, “the
award will go to the person whose entry is postmarked
first by day and hour.” That person is

Walter E. Coyle.

Mr. Coyle is in the Local Assessment Bureau of the
Department of Taxation and Finance. We are going
to try to get him to tell us something about himself
and how he came to make his suggestion, for publica
tion in the next issue of MERIT.

Just a word or two about the prize winning name.
First, it is in keeping with the trend among today’s
magazines—“Time”, “Life”, “Fortune”, “Holiday”,
“Pageant”— yes, and even “Pic”, “Look”, “Scan”, and
what not.

122

But, most important of all, it seems to sum up in
one word the fundamental principles of an Association
like ours, devoted to the interests of the merit system
in government employ, and that Association’s magazine.

We congratulate Mr. Coyle, to whom the Associa-
tion’s check for $50 is being mailed, and we want to
thank each and every Member who gave such intelligent
and stimulating thought to the contest as was evidenced
in their suggestions.

We can't avoid a nostalgic twinge in saying “Good-
bye, forever” to The State Employee. Nor can we resist
once more quoting those old familiar words of the Im-
mortal Bard, which we used before in discussing this
contest:

“What's in a name? ‘That which we call a rose
By any other name would smell as sweet.”

Perhaps there’s much in the “magic of a name”. Al-
ready we feel that, having constantly before us the
inspiration of all that is implied in our new title, we
may hope to make our magazine “zeal in the mouths
of wisest censure” — again it was Shakespeare who said
it, using “censure,” of course in its archaic meaning of
“judgment”.

We are pleased and proud that our magazine is to be
known hereafter as

“MERIT”

suggestions entered in the
and sifted.

(1. to +.) Theodore Becker, Wayne W. Soper, Executive Secre-
tary Joseph D. Lochner, Chairman Thomas C. Stowell, Joseph
J. Horan, John Daniels.

What's Doing tu the
Chapters

Civil Service Department Chapter Elects

‘The annual meeting of the Civil Service Depart-
ment Chapter was held in the Governor Alfred E.
Smith State Office Building, Albany, June 13. The
following Officers and Executive Council Representa-

President; Harry G. Fox, Treasurer; Donald G,
Simmons, Secretary.

Executive Council Representatives:

tives were re-elected, and Delegates to the Annual

Association meeting elected:

Officers:
Theodore Becker, President;

Frances Becker, Vice-

General view of meeting.

Marie A. Dolan, Guy A. Graves, Jr., Granvill Hills,

Thomas Walsh, Norma Wells.

Delegates to the Annual Association Meeting:

Harry G. Fox, Garson Zausmer,

(|. tor.) Miss Mary Goode Krone, Chairman Personne! Council;
Pres. Tolman; Guy Graves; Theodore Becker.

Public Works, Dist.

At a meeting held on March 31,
the Public Works Dist. 1 Albany
Chapter completed its organization
by the election of the following
officers:

esident — Chas, VanDer Voort
President—A, J. Scanlon
retary—Bridget Belmont
Treasurer—John McNamara
Delegate—John F. Jahn
Alternate Delegate—Earl A. Ingra-

J. F. Jahn, D

ite; Bridget Belmont, Secre'
Namara, Treasurer; Charles VanDervoort, Presdests

ham
Executive Council —J. B. White,
Frank Bentley, Howard Green,
H. B. Bean, Edith Near, John C.
Duggan, Harry Maynard, Frank
Dwyer, Frank R. Finn, O. For
tier, Thos. F. Burke, Frank L.
Barber, John B, Bennett, Neil
Hogan.
This meeting was attended by
Joseph D. Lochner, Executive Sec-

John Me-

1 Chapter Chooses Officers

retary; John E. Holt-Harris, Assis-
tant Counsel; and Charles R,
Culyer, Field Representative, who
addressed the gathering of over 150
members.

Since its organization, the mem
bership of the Chapter has increased
over 450 members, covering the
Counties of Albany, Essex, Rens-
selaer, Greene, Saratoga, Schenec-
tady, Warren and Washington,

H. Bean, F. Bentley, Edith Neor, J. White, H. Green.

Running a Paper
Time-Consuming

When Executive Repre-
sentative McDonough visited
Letchworth Village Chapter
at Theills recently he sug-
gested that John Harris, Chap-
ter Delegate, write us some-
thing on his interesting views
on running an institutional
paper as a chapter project.
Herewith is the result in Mr.
Harris's own words.

First of all I must warn all Chap-
ters against taking over a paper to
run unless there is at least one of
the Executive Council who is in-
terested enough to give up about 20
to 30 hours a month, every month.
Any Chapter who has one or two
persons willing to devote the hours
and work necessary should by all
means either take over the existing
institutional newspaper or start up
a new one, for there’s gold in them
thar hills. In the first six months
we edited and published the “Letch-
worth Village Views,” we were able
to add more than $300 to the Chap-
ter treasury.

There isn’t such a lot to the run-
ning of a paper. Each month around
the 20th we send out cards to the
people in each group who we think
will be interested enough to give us
some news of the group; also to all
the schools, departments, members
of the staff, the office, and so on.

On the card we mention a tenta-
tive deadline for news, say the 24th,
and on or about that date we gather
all the news received and type it all
up ready for the printer. At this
time, too, we either phone or call
our advertisers for any changes in
their ads, and forward all such cor-
rections to the printer,

Since the advertisers are going to
be paying for the paper, and also
expected to add to the profits on the
side, it is very important that some
person take the Advertising Manager
job who will really do good work,
both for the advertiser and the paper
—replace cancelled ads, be on the go
for better and bigger advertisers,
‘The banks and trust companies are
about the best type to angle for—
once you get them you have them
for a long time.

124

When all the news is typed ready
for the printer, (double spaced), and
all the ads checked, we drop the whole
thing into the lap of the printer and
get on with the preparation of the
dummy. The printer will supply
“make up sheets.” These are ar-
ranged so that the ads and the news
are attractively spaced, one not
crowding the other.

Then the printer will call and tell
you that the “galley proofs” are
ready. You get them and trim them
ready to be fitted into the jigsaw
puzzle between the ads. If you have
too much news you have to decide
which is the most important, and
what can be held over till a later
date. If you have not enough news,
you get out the typewriter and man-
ufacture what you need. Or if you
have old files of the paper you can
always play that old soldier’s trick
and print a column “Ten years ago
to-day” (who's going to contradict
you?)

The distribution end is the easiest
—few of the Council can gather
around and address the envelopes
of the mailing list and mail the copies
to the advertisers, then bundle the
group subscribers together and mark
them for the homes or schools where-
ever they go.

The book keeping attached to the
running of the paper can be very
well saddled on to the Chapter Sec-
retary. You bill advertisers each
month, institution subscribers cach
year. For rates in advertising you
have to figure that out yourself—we
charge $10 a full page, $5 a half
page and so on down to the $1 small
ad.

On the expense side of the picture
we have first the big item, the printer
to pay. We have 450 copies of the
“Village Views” printed for $83.50.
Paper we supply, but through the
business manager of the institution
it can be bought very reasonably,
Manilla envelopes for mailing out
the copies, bill heads, small envel-
opes, stamps, etc. In June we are
adding four more pages, but before
we plunged into this we dug up
enough advertising to more than pay
for the increase—now for the 24
page newspaper we will pay $100
for printing, and still have a little
profit added to the profit we already
were making.

We have an ambitious campaign on
just now to increase our advertisers

and make the paper up to 32 pages
as soon as possible. Business men
are just begining to spend money
again for advertising, car agencies
are waking up, the big stores are
getting interested in the state em-
ployees semi-monthly check—now is
a real good time to get in on the
newspaper end of the business pick-
up.

Coupled to all this fun and profit
is the running of the newspaper,
there is also the main reason for
sacrificing time and home life—the
chance to get the Association mes-
sage across to all the Institution em-
ployees every month without beg-
ging for the space, getting it across
just as we want it, and as much as
we think they can digest at one
sitting.

If any Chapter members are inter-
ested and want further information,
I should be glad to have them write
me,

Rockland Members
Dine and Dance

The Rockland State Hospital
Chapter of the Association held its
Second Annual Dinner-Dance in
April in the Gilded Pheasant Inn at
Pearl River. More than 200 chapter
members and their guests attended.
Guests included Dr. Russell E. Blais-
dell, Senior Director of the Hospital;
Victor Paltsits and Arthur Gifford,
members of the Board of Directors
of the Association; Fred J, Walters,
President of the Association of Em-
ployees of the Department of Mental
Hygiene, and Joseph D.
and Laurence J. Hollister, E: tive
Secretary and Field Representative
respectively, of the Association.

Master of Ceremonies was Emil
Bollman. Entertainment was in the
form of several singing and dancing
acts provided by residents of the
Village of Haverstraw. Fred Sem-
iminari, President of the Rockland
State Hospital Chapter, was roundly
congratulated on the success of the
affair and members of the Chapter
are already talking about an ex-
panded social program.

Lochner

Merit
MERIT AWARD BOARD ACTS

Col. J. P. Lorsen, Utica, was awarded
$500, which will be used to send his Eagle
Scout son to the International Boy Scout
Jamboree at Paris this summer.

Both are in the Public Works Dept.

E. J. Lyons, Rochester, ->
hos the honor of being the first State
employee to receive two cash Merit
Awards, each $50.

IN.
T

Communion Breakfast for Civil Service Workers

The employees of the Department
of Civil Service held their first an-
nual Communion Breakfast on Sun-
day, May 18. Asa fitting observance
of “I Am An American Day,” more

than 125: members and their friends
received Holy Communion in a body
at St. Mary's Church. Mass was
celebrated by the Rev. Thomas J.
Loughlin, Pastor, and a special sec-

(Above, |. to .): Miss Helen Forte,
Earle Kelly, Rev. Walter Duffy,
ORM. Comm. J. Edward Con-
way, Mrs, J. Edward Conway,
larry Fox.

tion of the center aisle was reserved
for the group.

Breakfast was served at the Hotel
Ten Eyck. J. Earl Kelly, Director of
sification, presided as master of
emonies and presented the Rev.
Thomas J. Loughlin who offered
invocation. Commissioner J. Edward
Conway, President of the New York
State Civil Service Commission, gave
the welcoming address.

(Below, |. to r.): Barbara Rate,
Anne Cozzalino, Louise Manning,
Beverly Bruns, Marie Cleary, Elizo-
beth Ostram, Mary Colwell.

The Rev. Walter Duffy, O.F.M,
Conv. of St, Anthony's on-the-Hud-
son, Rensselaer, was the principal
speaker,

A musical program immediately
followed the breakfast and the entire
occasion was pronounced a gratify-
ing success. Arrangements for the
event was under the direction of
Helen Forte,

(Above, |. to r.): Mary Ra
liom Murray, Mrs. Euge
Loughlin, Mrs. W. Kelly.

Forty Honored By Moore In Audit and Control

Forty employees of the Depart-
ment of Audit and Control were
honored for long state service by
Comptroller Frank C. Moore in
ceremonies in the Governor Alfred
E, Smith State Office Building June
16.

Pins, emblematic of 25 years of
service with the Comptroller's office
were presented by Mr. Moore to 39
employees, while another received
two awards recommended by the
State Merit Award Board for con-
structive suggestions to improve state
services,

Comptroller Moore presented to
John J. Klein, Jr., of the Division of
Employees Retirement System, two

} (left to right) John J. Klein, Jr.,
Comptroller Moore, and Henry Cohen,
member of the Merit Award Board.

Comptroller Moore >
Congratulates Joseph W. Carroll.

ceftificates of merit for constructive
suggestions to facilitate retirement
system operations.

Employees honored for 25, or
more, years of service included the
following:

Louise Bassett, senior stenogra-
pher; William Bentley, chief auditor
of state refunds; George A. Bold,
principal examiner of municipal af-
fairs; Ethel F. Brady, principal sten-
ographer; Joseph J. Burgess, chief
auditor of state expenditures; Joseph
W. Carroll, chief account clerk;
Elizabeth Cavanaugh, senior stenog-
rapher; John Chartres, senior exam-
iner of municipal affairs; John E.
Cleary, senior examiner of municipal
affairs;

Thomas J. Connell, principal ex.
aminer of municipal affairs; Teresa
A. Daley, securities control officer;
Catherine Delehanty, personal sten-
ographer to the Comptroller; John
Devine, head account clerk; Edward
T. Farrelly, principal account clerk:
John D. Fealey, head actuarial clerk;
Ezra S. Ford, senior examiner of
municipal affairs; Roy S. Foster,
senior examiner of municipal affairs,

Robert B. Haner, who retired Feb.
ruary | of this year as assistant direc
tor of municipal affairs; Mabel EF.
Hidley, senior file clerk; William L,
Johnson, assistant director of the
Employees’ Retirement System; John
L. Joyce, assistant director of office
audit (payrolls); John J. Kelly, di
rector of office audit; Roy V
Kemmy, head audit clerk; Charles
W. Latimer, senior examiner of mu

icipal affairs, Samuel C. MacNeil,
chief account clerk;

tor of highway accounts; Regina K.
McLaughlin, principal clerk; Philip
J. Menges, assistant director of gen
eral accounts; Martin D, Molloy,
chief auditor of welfare accounts;
J. Scot Nichols, director of field
audit; Evelyn Patton, head  stenog-
rapher; Harrison C. Price, director
of files; Lillian M. Reddy, senior
stenographer; Freda ©, Robinson,
senior stenographer; Rose M. Rooney,
senior stenographer; Leo G. Shana
han, associate state accounts auditor;
Charles H. Van Vranken, senior
auditor of printing; Edna H. Wang,
principal stenographer; W. Edward
Wang, head statistics clerk,

HEALTH DEPT. HEADS

Retired May |, 1947

Edward S. Godfrey, Jr., M.D.

The Ass'n. is glad to add
praise for Dr. Godfrey. He
has consistently championed
the merit system as to recruit-
ment and promotion and his
administration of the really
great State Department of
Health has been marked by re-
gard for merit and fitness on
all levels and outspoken de-
mand for fair play for Civil
Service employees. —W. F.
McD,

Appointed July 1, 1947

Herman E. Hilleboe, M.D.

Bowlers Celebrate

The third annual bowling tourna-
nent and banquet of the Mental Hy-
iene Bowling League was held
‘aturday, April 26th in Albany.

Rockland men’s team and Marcy
No. 1 women’s team won Ist place
4 both regular league and tourna-
nent, Harlem Valley men and Rock-
and women were the runners-up
luring the regular season.

FIRST INTERDEPARTMENTAL
PROMOTION TEST SET

The first promotion examination to be conducted on an interdepartmental
basis pursuant to Section 16 of the Civil Service Law has been announced
by the Civil Service Department for Senior Examiner of State Payrolls.

A notice to all departments and institutions from C. L. Campbell, Admini-
strative Director, says:

“This examination is primarily intended to fill positions in the Department
of Civil Service. We are anxious to recruit for work in our Payroll Division
some employees who have experience in handling State payrolls, We believe
that it would be advantageous not only from the standpoint of this depart-
ment but also from the point of view of the State departments, to have on
our staff some persons who are familiar with the problems of the operating
departments in handling payrolls.

“The law provides that certification of the resulting list shall be made
first from among the persons working in the department where the appoint-
ments are to be made. ‘Thereafter, the general list may be used.

“We hope to have this examination designed to select persons with a
general knowledge of personnel and payroll work. It may, therefore, be
declared appropriate to fill positions throughout the State service which
require such general knowledge. In all cases the employees of the depart-
ment where the vacancies exist will be given priority in certification.

“Not only will the examination provide additional opportunity for pro-
motion for all qualified employees but it may prove useful to some of the
departments in filling positions for which no other appropriate lists may
exist.”

All interested are urged to write to the Civil Service Department for
application form. The last date to file is July 31.

Plan Institute
For Community
Leadership

Praises Employees

The State Employee's Division
had a quota of $9,500.00 in the 1947
Red Cross Drive. Deputy Comptrol-

Ten of the State Departments are ler William L. Pfeiffer (below),

cooperating in New York’s annual
ten day program for community
leadership organized by the State
Citizens Council, set for July 9 to 18.

The site this year is the Manlius
School, 11 miles East of Syracuse,
an ideal spot to combine vacation
fun with a program of rare interest
and importance to our state. People
in state government service have a
large stake in the job at hand, all
round community development, and
are warmly invited to attend.

Costs are low. Write: Milford
Fahey, 309 South McBride Street,
Syracuse 3, for particulars.

chairman is justly proud of the fact
that a total of $12,372.98 was raised
and thanks the Association for its
“splendid cooperation”.

Oldest Wassaic Ward Employee Retires

Wassaic State School retired its oldest ward em-
ployee on April 1. Jesse A. Hills, who came to the
institution when it was still in its infancy in 1932, was
feted by his fellow employees and the local Chapter
on the eve of his retirement, He was presented with
a leather billfold and sum of money by his fellow em-
ployees and friends and a check by the Chapter, He
was also presented with a few photographic mementos
of the institution.

Seated: Jesse A. Hills.
Service Chapter; E. Ni
Attendant, Boy's Grou
M.D., Supervising Psychiatrist; C.

+ Nellie Innocent, President, Wassaic State School, Civil
1g Attendant, Boy's Grou}

. Baver. 2nd, row, |. to

n, R. Coons, G. Penfield,

C. Crawford, Head Attendant; R. Shea, F. Sincerbox, F. Stapf.

Jesse is the first ward employee in the Boy’s Group
to be retired and it is the hope of everyone that he
enjoys a long and happy retirement.

He plans to make his future home in Belfast,
Maine, where, he says, “I might dig a few clams,
twiddle my thumbs or wile away the time thinking
of Wassaic and the beautiful Harlem Valley, where

I have enjoyed so many years and made so many
friends.”

. Tully, A. MeCrystal,
._Kryzniewski; GW. Osthei

Employees’ Communion At Great Meadows

A corporate communion and breakfast for the
employees of Great Meadow Prison was held in Ft.
Ann, May 4. Rev. Thomas Lenahan, Chaplain and
former Chaplain Daniel R. Burns, were the princi-

pal speakers. Guests included Deputy Commis-
sioner of Correction William E. Leonard and War-
den V.

A, Morhous of Great Meadow.

New State Publications

Commuting to New York Colleges.
John W. Paige. New York State
Education Department. 1946. 35
pp. 20c.

This is another of a series of re-
ports on a study of the resources and
needs of the State of New York for
higher education. It throws light on
some of the aspects of college-stu-
dent commuting and present facts
related to college education and com-
muting distance. The study points
out important implications for State-
wide planning in higher education.
Address Bureau of Publications,
State Education Department, Albany.

Factors Related to College Atten-
dance in New York State. Philip A.
Cowen. New York State Education
Department. 1946. 84 pp.

This is another of the series of
reports on a study of the resources
and needs of the State of New York
for higher education. Has, in ad-
dition to a great deal of the basic
factual information, such topics as:
(1) College attendance and the prox-
imity of institutions. (2) college
attendance and economic factors, (3)
college attendance and social factors,
(4) college attendance and local
school districts, (5) analysis of un-
served areas of the State. A proposal
is outlined which if adopted would
raise New York State from 27th
place to 2nd place among the states
in the percentage of youth attending
college in their home state. Address
Bureau of Publications, State Edu-
cation Department, Albany.

A Guide to State Services.
York State Department of Com-
merce, 1946, 139 pp. free.

This is essentially a comprehen-
sive manual outlining and describ-
ing in brief the numerous and varied
services performed by the different
state departments of government. In
addition there is a comprehensive
index for locating the agency or de-
Purtment where a given service is
available. The guide should be use-
ful to community groups, agencies,
Organizations as well as to individ-
uals as an informative manual on all
State services. Address State Depart-
ment of Commerce, 112 State St.,
Albany.

May-June

New ~

Improving Educational Opportuni-
ties in Rural Areas, Julian E. Butter-
worth New York State Education
Department. 1946, 155 pp. 35c.

This is a progress report on the
study of the Intermediate School
District in New York State. The
study was an attempt to discover
how the educational program in ru-
ral areas could be extended to meet
new conceptions of the services that
tural schools should provide. The
bulletin discusses conceptions under-
lying an educational program for
rural people and points out peculiar
rural conditions affecting that pro-
gram. Short comings of the program
in rural areas are also treated, to-
gether with remedies calculated to
make improvements. Address Bu-
reau of Publications, State Education
Department, Albany.

You and Your State. New York
State Department of Commerce. 32
pp. free.

This is an illustrated publication
extolling the opportunities in the
Empire State. It discusses working
conditions, training for higher pay,
private business opportunities, farm-
ing as well as recreation, home
building, education, child welfare
and general health and well-being.
Address State Department of Com-
merce, 112 State Street, Albany.

Let’s Learn From Youth. Ernest F.
Weinrich. New York State Educa-
tion Department. 1947. 56 pp.

A pictorial presentation of facts
gathered on the experiences, plans
and ambitions of youth who left or
were graduated from New York
State high schools. It graphically
presents data from three earlier re-
ports: (1) Youth, the First Year
Out of School, (2) Youth in War-
time and (3) Youth Evaluate Their
Schools. An excellent assembly of
graphic data for quick and concrete
reading. Address Bureau of Publi-
cations, State Education Department,
Albany.

Education for Unity in the Schools
of New York State. New York State
Education Department. 1947. 104
pp. 50c.

This publication is a report on the
program of intergroup education in
the schools of the State. It is a partial
answer to the question, “What are
the Schools doing and planning to
promote unity?” It outlines the de-
yelopments in the curriculums of
elementary and secondary schools in
which unity, tolerance and good will
are taught. The bulletin is well il-
lustrated with photographic repro-
ductions of actual classroom and
playground activities. A section of
the report is devoted to statements
from public school superintendents
on local means and procedures to
teach and practice intergroup under-
standing and fair play. Address
Bureau of Publications. State Edu-
cation Department, Albany, N. Y.

Summer in New York State. New
York State Department of Com-
merce. 1947, 36 pp. Free.

This is New York State’s 1947
invitation to vacationists to enjoy the
recreation areas of the State. It uses
full color illustrations copiously to
give an idea of the various vacation
activities in all of the playlands of
the State. New York is described as
“The State where vacation dreams
come true.” Civil Service employees
are invited to write for their free
copy to the New York State Depart-
ment of Commerce, 112 State Street,
Albany.

Directory of Research and Develop-
ment Facilities at Educational Insti-
tutions in New York State Available
to Industrial Concerns. New York
State Department of Commerce.
1947. 79 pages. Free.

This directory lists the research
and technical facilities at various
educational institutions in the State
for the use of industrial concerns.
It supplements similar directories of
commercial concerns having the
same type of facilities. Address De-
partment of Commerce, 112 State
St. Albany.

129

Ia a an a aa a e ERT NTS SRT =

What kind of Vacationer are YOU?

SCENERY LOVER? Like to drink
in the beauty of nature? Then New
York State’s massive mountains, rolling
countryside, historic shrines make this
State your vacation Paradise.

DEEP-SEA FISHERMAN? Then it’s
New York State for you—where the
big ones are waiting in the ocean blue.
Right next door to Big City fun, stores,
theaters, sports events, night clubs.

CAMPER? The Empire State has great
silent forests, 77 State Parks, fish-filled
streams, golden beaches, hundreds of
inviting lakes. Why wait? Rest and
relax in New York State this summer.

ALL KINDS OF FUN FOR EVERYONE

ry

NEW YORK STATE

}-———————-— FILL IN—MAIL TODAY! -—-———————|

1, ees; | NEW YORK STATE DEPARTMENT OF COMMERCE
E. vere SUMMER | Room 102H, 112 State Street, Albany 7, New York

NAME...

|

1

|

(Pleose Print) if
7 |

|

|

cry. ZONE. STATE.

le

130 Merit
LEGISLATIVE REPORT
(Continued from page 108)

the cost of living is due to decline
and that passage of the measure
would result in a “windfall” for
State employees. It was difficult then
and it is still difficult to follow this
line of reasoning. Civil servants have
for several years past been forced to
absorb ever increasing financial bur-
dens related to the cost of living.
Even in the event of a sharp decline
in commodity prices no “windfall”
could have resulted. As stated earlier
in this report the wisdom of the
Legislature in failing to pass this
measure will be sharply tested in the
coming year.

Mention has also been made earl-
ier of the problems presented in con-
nection with our retirement pro-
gram. Liberalization of the Retire-
ment Law will continue to be one
of the keystones in our Legislative
program. We still feel that the av-
erage minimum pension now re-
ceived by retired State Employees is
a pittance. That minimum must be

increased to at least $1200 per an-
num. We feel that an employee who
is forced to discontinue State service
or who elects to do so after a sub-
stantial period of time in that ser-
vice should retain the pension part
of his retirement allowance and re-
ceive benefits from the System in the
form of a deferred retirement allow-
ance when he reaches age 60.

‘The death benefits now payable
are inadequate. All too often an em-
ployee who dies after completing
years of long and faithful State
service, but before he has perfected
his retirment, leaves to his estate an
entirely inadequate financial monu-
ment to his State employment.

We shall again urge that em-
ployees be allowed to make addi-
tional contributions to the Retire-
ment system for the purpose of pur-
chasing increased annuities.

There are many employees whose
duties are extra-hazardous and extra-
arduous and for whom provision for
retirement after 25 years of service
should be made.

Retirement at age 55 with addi-

tional cost divided equally between
the employee and the State is only
one step removed from the provi-
sions of the present law. It is difficult
to see how the enactment of the en-
abling legislation can be much longer
delayed.

The Military Law must be revised
to modernize its provisions with re-
spect to salaries and working condi-
tions of employees in our state ar-
mories and in the Adjutant General’s
office.

IN THE STATE CAPITOL
Splendid Food

Pleasant Atmosphere

Open Daily from 7 A.M. to 7 P.M.
Saturdays from 7 A.M. to 3 P.M.

Under the management of

BANKING CONVENIENCE
for STATE EMPLOYEES

Interest-Bearing VACATION CLUB

Your Club savings earn money for you and
pay for a glorious vacation next year. Start
one now!

EXTRA BANKING HOURS

From 9 a.m. to 4 p.m. Monday thru Friday . .
longer business days mean added conven-
ience for you.

BANKING BY MAIL

The nearest mail box is a teller's window for
your Bank of Commerce Deposits.

AuTHoRIZED

INDUSTRIAL 0 STATE §

50
/ i OSED BANK OF COMMERCE mone 32
ae of ALBANY ON ay

May-June 131

Memon

=

_ OPEN, 9 A.M

P.M.

Our program will undoubtedly be
expanded to meet the new and dif-
ferent conditions which arise almost
daily in the State and local services.

In conclusion, it is apparent that
there is still a great deal to be done.
We can hope for success only if
every member of the Association will
continue to lend his undivided sup-
port to the Association efforts. The
success or failure to win legislative
approval depends in great measure
upon the good judgment of Chapter
officers and members, and upon the
influence which the local and county
Chapters can bring to bear upon the
representatives in the Legislature.

Tt has been a successful year and
we can look to the future with confi-
dence,

ATTENDANCE RULES
(Continued from page 121)
and who are charged five and one-
half days of a work week for vaca-
tion, shall be paid for such vacation
in the same manner as if they were
serving in their positions during
such vacation period (i.e., they shall
receive pay for a 44-hour work
week). Where such employees are
charged five days of a work week
for vacation and do not work one-
half day of the sixth day of such

RESERVATIONS FOR YOUR

SUMMER VACATION

LANSING’S TRAVEL
BUREAU

507 BROADWAY, ALBANY 7. N. Y.

Tel. 3-1253
H. J. CURTIS

‘Tel. 3-1411
W. J. HACKER

week, such employees shall be paid
for such vacation allowance at the
basic annual salary for forty hours’
work.

3, VACATION — TEMPORARY

EMPLOYEES:

Temporary and provisional em-
ployees, except those on a per diem
basis, who have served four months
may receive vacation credits for each
month served - and subsequently
served, at the same rate as estab-
lished for permanent employees.

AND BE IT FURTHER RE-
SOLVED: That subject to the ap-
proval of the Governor, Rule V of
the Attendance Rules for Institu-
tional Employees be and the same
hereby is amended to read as follows:

RULE V—DRAWING ON
EARNED CREDITS UPON
RESIGNATION
1. At the time of resignation and
upon at least two weeks’ notice,
drawing of any accrued credits for
vacation or overtime shall be allowed
to an amount not to exceed 30

working days, less the total number «

of such credits earned during the
current employment year and already
drawn.

In connection with the amended
rules, the State Civil Service Com-
mission cited the following examples
to clarify certain provisions of the
rules: Relative to Subdivision 2 (e)
of Rule II relating to employees who
work regularly 48 hours a week, the
following examples are submitted for
your guidance:

176 STATE ST., ALBANY

ESTABLISHED 1898

“Our Business Is Growing”

UNUSUAL FLORAL ARRANGEMENTS
We Grow Our Own

Tebbutt

Funeral Service
Since 1850

Examples — An employee, regularly em-
ployed 48 hours a week, who charges
six days of a week to vacation allow-
ance, will receive pay for 48 hours and
his vacation allowance will cover three
weeks at six days a week plus two addi-
tional days of the fourth week, totalling
20 days or 160 hours vacation allowance.

‘An employee, regularly employed 48
hours a week, who charves five days of
a week to vacation allowance and does
not work a sixth day in such week, will
receive pay for 40 hours and his vaca-
tion allowance will cover four weeks at
five days a weck, totallin~ 20 days or
160 hours vacation allowance.

‘An employee, regularly employed 48
hours a week who charges two days of a
week to vacation allowance and works
four davs of such week, will receive pay
for 48 hours,

In connection with Subdivision 2 (f) of
Rule Il relating to employees who work
regularly 48 hours a week, the following
examples are submitted for your guidance:
Examples—An employee, regularly em-

ployed 44 hours a week, who charges

five and one-half days of a week to vaca-

tion allowance, will receive pay for 44

hours and-his vacation allowance will

cover three weeks at five and one-half
days a week plus three and one-half
additional days of the fourth weck,

FOR ALL
YOUR
LIFE INSURANCE NEEDS

AND
RETIREMENT INCOME
PLANS

SEE
HAROLD J. FISHER, JR.
NOW WITH THE
PENN MUTUAL

LIFE INSURANCE CO.
90 STATE ST. Tel. 4.6149

ALBANY, N. Y. 2.5927

Marshall W. Tebbutt, Jr.

Opp. State Capitol

FLORIST

132

Merit
totalling 20 days or 160 hours vacation
allowance.

‘An employee, regularly employed 44
hours a week, who charges five days a
week to vacation allowance and does not
work one-half day of the sixth day in
such week, will receive pay for 40 hours
and his vacation allowance will cover
four weeks at five days a week, totalling
20 days or 160 hours vacation allowance.

‘An employee, regularly employed 44

hours a week, who charges two days of

a week to vacation allowance and works
three and one-half days of such week,
will receive pay for 44 hours.

It should be noted that under the revised
rules vacation allowance can be drawn by
an employee after the completion of four
months of service (instead of six months
of service).

WESTCHESTER RULES
(Continued from page 120)

at such times and in such form as he
may require,

RULE 23. MILITARY LEAVE.
Any county officer or employee who
is required to render ordered military
or naval duty shall be granted a leave
of absence as authorized by the Laws
of the State of New York and the
time allowed for such military leave
shall be reported to the Personnel
Officer at such time and in such
form as he shall require.

RULE 24. LEAVE OF AB-
SENCE WITHOUT PAY. Any
county officer or employee who is
temporarily physically or mentally
unable to perform his duties or who
desires to engage in a course of study
intended to increase his usefulness to
the county service or who for any
reason considered good by the de-
partment head desires to secure a
leave of absence from his regular
duties may, upon the recommenda-
tion of the department head ap-
proved by the Personnel Officer, be
granted a leave of absence without
pay for a period not to exceed one
year, The approval of such leave of
absence without pay shall be in writ-
ten form, signed by the appointing
officer and the officer or employee
affected. Upon the termination of
leave of absence without pay such
officer or employee may if a vacancy
exists be reinstated as provided
under Rule 19. When a leave of
absence without pay for a period of
one year has been granted, no similar
leave shall be granted to the same
officer or employee within two years
after reinstatement.

RULE 25. SERVICE RATINGS.
Periodic systematic reports regarding
the performance and conduct of
county employees shall be filed with

May-June

the Personnel Officer in accordance

with regulations established therefor.

Service ratings established from such

reports shall be used:

1. Asa factor in making pay adjust-
ments within the limits of the
pay schedules,

2. In ascertaining whether the value
of the individual employees from
the view of the county as an em-
ployer is increasing or decreasing.

3. In providing a means by which
each county officer and employee
may be made acquainted with his
good points and his short-com-
ings as viewed by his superiors.

4, In determining what county em-
ployees shall be considered for
promotion to higher positions.

5. In measuring the efficacy of the
recruiting procedure used in fill-
ing county positions.

6. In discovering county employees
whose performances and conduct
are such that they should be de-
moted, transferred, or removed.

7. For such other purposes as may
be helpful in the administration
of personnel matters.

RULE 26. MEMBERSHIP IN
THE RETIREMENT SYSTEM.
All officers and employees holding
positions in the competitive and non-
competitive classes shall become
members of the New York State
Employees Retirement System in ac-
cordance with the provisions of the
State Civil Service Law.

SECTION 2. Rates of pay as out-

lined in Schedule “A” shall not be

applied to reduce the salary of any

FOR OUTSTANDING GIFTS

Visit An Unusual Display
AT THE

Furniture Store

HARRY SIMMONS
Co., INC.

59-61 STATE ST.

Dial 4-2159
Albany, N. Y.

7-9 JAMES ST.

OPEN THURSDAYS TILL 9 O'CLOCK

employee who has been continuously
employed in his present position
since 1931 and whose salary in 1931
was above his present salary. Nor
shall the rates of pay as provided in
Schedule “A” be applied to reduce
the salary of any employee whose
present salary is now above the max-
imum of the scale established for the
title of the position occupied by such
employee.

SECTION 3. This Act shall take ef-
fect immediately.

CONSULT AN OCCULIST
FOR YOUR EYES

FREDETTE’S
Dispensing
Opticians

Complete Optical Service
DIAL 42754

133
The “40,000 G

Membership Campaign
IS GOING STRONG !!

EVERY Member Is URGED

To Secure ONE New MEMBER

Have a non-member fellow employee fill out the Membership Applica-
tion printed below .. . detach it. . . have the new member sign it...
and with 1947 dues . . . Give it to your local chapter . . . or send it to
Association Headquarters.

We need 6,101 memberships to reach the goal. EVERY State em-
ployee has benefited from the work of the Association .. . EVERY em-

ployee should be a member.

(DETACH ALONG THIS LINE)

Print Last Name Above First Nome Taitial

MAIL
ADDRESS DO NOT WRITE IN THIS SPACE

WORK
ADDRESS

DEPT.
EMPLOYED TITLE

INSTITUTION
OR DIVISION CHAPTER

MUST SIGN HERE _ |

MEMBERSHIP APPLICATION Pro-rated
Association Year Ending September 30,1947) *"03%°"*
THE CIVIL SERVICE EMPLOYEES ASSOCIATION, INC.
(STATE DIVISION) Renewal []
Room 156, State Capitol, Albany, New York New QO

Dues to Sept. 30, 1947 —$3.00, $1.00 of which is for a six month subscription to the Civil Service Leader
and 50c for a year's subscription to The State Employee.

134

Merit
YOu

Should Know About

AND OTHER FEATURES OF THE ASSOCIATION'S

GROUP LIFE INSURANCE

10% Free Insurance, with a minimum of $250 is issued each
insured member.

Free Insurance:

Low Gost: Any member under 40 years can secure $1,000 protection
NoExtra for 30c semi-monthly. Older members are charged pro-
portionately low rates. NO ADDITIONAL PREMIUM IS
CHARGED IF YOU HAVE HAZARDOUS DUTIES. The
insurance is paid by deductions from your salary.

Charges:
Easy Payment:

If you apply within the first three months of State employ-

New Employees: ment NO MEDICAL EXAM is necessary.

Broad Coverage: Pays for death due to any cause. Claims are usually paid
Claims Paid within 24 hours. Over $1,700,000 paid to beneficiaries of
Promptly: deceased members.

The Association used the tremendous purchasing power of
its 30,000 members to make this valuable protection avail-
able. TAKE ADVANTAGE OF IT TO PROTECT YOUR
DEPENDENTS AND LOVED ONES.

Take Advantage:

SECURE AN APPLICATION FOR THE GROUP LIFE INSURANCE TODAY
from your Local Association Chapter or from Association Headquarters,
Room 156, State Capitol, Albany, N. Y. FILL IT OUT AND RETURN IT

PROMPTLY.

This car is running w.th an

¢4s) Even after the gas gauge says “empt modern
‘='/ car can keep going for a good many miles. Here’s
why.

Automobile manufacturers know human nature. They
figure that, sooner or later, we'll get careless, or misjudge
how far we have to go. So the gas gauge is set to show
“empty,” while there are still a couple of gallons left in the
tank.

This reserve supply is a swell idea that has kept many a
family from getting stuck.

It’s an even better idea for a family’s bue

fesaver in case of financial
if sudden illness

A reserve supply of dollars
emergency. It will keep your f
strikes, or unexpected expen:

And one of the easiest ways to build just such a cash re-

Mt,

PTY “gas tank!

serve is buying U.S. Savings Bonds on the Payroll Saving
Plan!

Millions of Americans have discovered that automati
Bond buying is the quickest, surest way of piling up a
emergency fund. And of saving money for other things, (00
—important things like college for the kids, or a home if
the country, or a

ash me for later in life.

What's more, the mot

you save in Bonds buckles right
down and starts making more money—in just 10 years you

get back $100 for every $75 you put in today,

So keep on buying Bonds on the Payroll Plan, Buyall
the extra Bonds you can, at any bank or post offige“Ani
remember, you're helping your country as well ay/goursel
—for every Bond you buy plays a part in keeping the U:
strong and economically sound!

Contributed by this magazine
in co-operation with the Magazine Publishers of America as a public service.