We are in an economic crisis the likes of which most of us have not seen in our lifetimes. Though I remain optimistic that the economy will turn around, it’s going to take a while.

When colleagues and co-workers are not replaced when they resign or retire, members may encounter increased requests to assist. So, how do you make sure you’re not taking on more work than you can handle to help SUNY get through this crisis?

I know we all want to do our part, but I’ve heard some creative ways SUNY managers are trying to deal with the budget crisis. For example: Do the work now and we’ll pay you in 2010. Can you imagine telling the bank you’ll pay your car loan in 2010? Here’s another one: It would be great if you finished this assignment at home tonight. And, oh by the way, we’re not going to replace Willie or Sallie, so thanks for taking on that extra workload.

Does any of this sound familiar?

Now is an important time for you to make sure that the duties and responsibilities outlined in your performance program and evaluations are done by the deadlines, in order to make sure your workload remains at the full professional obligation appropriate for one employee rather than several. The idea of a performance program is to fill—and be paid salary and benefits for—100 percent of your time. If you’re working more than 100 percent of a full professional obligation, you can be paid more than 100 percent in money and/or benefits by receiving extra-service compensation, overtime pay or accrual of compensatory time, as appropriate.

Yes, times are tough. But the state university won’t replace Willie or Sallie if you’re willing to work for free or as a perpetual volunteer. If you’re told “it’s only temporary,” discuss with your supervisor that you’d be happy to take the money and/or benefits on a “temporary basis.”

If you find that you’re being asked to do more than you can handle, you should talk with your UUP chapter vice president for professionals for advice and assistance. Your chapter leaders can discuss the ways to approach your particular situation.

Perhaps it’s:

1) your performance program needs to be revised to eliminate elements due to a now-reduced number of employees;

2) elements of your performance program may need to be rebalanced;

3) you and your supervisor may need to discuss clearer explanations and limitations of the allocation of time and the priority levels for elements in your performance program;

4) additional professional training and support assistance may be necessary; and 5) if your performance program is changed and you have been assigned more duties and responsibilities, you have the right to ask for a salary increase as described in the Appendix A-28 of the “2007-2011 Agreement Between the State of New York and United University Professions” (http://uupinfo.org/agreement.pdf).

If the solution is use of extra-service compensation, make sure the start and end dates are clearly outlined in any and all paperwork.

I am not an advocate for taking work home. But, on occasion, your supervisor might ask you to stay late to finish some project, to catch up on time-sensitive matters or to meet some other deadline. Your employer is not responsible for extra work or hours you assign yourself. If you’re uncertain, ask your supervisor if you should catch up or finish something in exchange for compensatory time, extra-service compensation or overtime pay before you perform the work. If it’s beyond your normal professional obligation, the use of extra-service compensation may be the solution for professional employees. If you are eligible for overtime pay under regulations provided in the federal Fair Labor Standards Act (FLSA), discuss overtime pay with your supervisor. If you are exempt under FLSA, discuss the issues contained in Appendix A-29: Compensatory Time. If a supervisor claims there is no such thing as compensatory time, refer the individual to Appendix A-29 and your campus’ human resources officers. For any or all of these solutions, you may wish to contact your UUP chapter leaders.

These are tough times, but New York cannot balance the budget on the backs of UUP’s hardworking SUNY employees.

If you have some ideas about how best to help SUNY through these difficult economic times—without jeopardizing the health or professional well-being of you and other employees—then let your chapter leaders know. We all need to work together to make SUNY a better place.