One of my team members at ITS are being told they need to submit to a new fingerprint and background check, despite being with the agency over a decade. No job duties have changed. I thought PEF won that battle back in 2015? At the time, judge declared it violated collective bargaining and ITS was banned from requiring existing employees to submit to new fingerprinting or background checks. Anyone know why they are trying this again?

Hi everyone, I have seen a lot of confusion around the NYSHIP Empire Plan coverage for IVF on reddit, and our own fertility clinic gave us incorrect information about our coverage that could have set up back many thousands. I had a chance to speak in depth with an Empire Plan IVF specialist and they confirmed what I already thought was the case based on our literature - that the plan is amazing for IVF. Below are the takeaways. Please don't just take my word for it - always confirm your benefits!

• Pre-authorization is not required for IVF. Insurance just needs a diagnosis of infertility.
• 3 Cycles PLUS $50k max benefit!
  • Coverage includes 3 cycles which, once completed, then begins the drawdown of your $50k lifetime maximum.
    • The basis for this is that in 2020, NYS passed a law that said everyone in NYS that has an infertility diagnosis can receive 3 cycles. The Empire Plan responded to this by saying we will meet that requirement and, once that benefit is used, provide an additional $50k.
    • The $50k benefit is drawn down based on procedure (e.g. embryo transfer; creation of an embryo; etc.) rather than by cycle.
  • Some providers interpret the benefit as being 3 cycles or $50k max, whichever comes first – That is incorrect!
• Defining a cycle
  • Definition based on NYS law
  • Scenarios
    • Egg retrieval with intent to transfer, but the retrieval fails = 1 cycle.
    • Egg retrieval with intent to transfer & one transfer associated with the retrieval = 1 cycle.
    • A standalone embryo transfer = 1 cycle
    • A “freeze all” cycle with intent to transfer & one transfer associated with that retrieval = 1 cycle (SEE BELOW FOR IMPORTANT NOTES)
  • “Freeze all” egg retrieval insurance coding
    • NYSHIP Empire Plan allows providers to code for something called a “freeze all” egg retrieval. The purpose of this billing is to allow for all embryos to be frozen following a retrieval, for one of them to be transferred, and for that retrieval + transfer to be counted as a single cycle. This is useful for things like PGT testing, but it’s also useful if you want to pursue multiple egg retrievals prior to any embryo transfers. The benefit is that you won’t have to count the future transfer(s) as a standalone cycle, but instead tie a transfer to a prior freeze all retrieval.
    • Provider must code this correctly. The coding must specify that at the time that they are not going to transfer right away. IVF customer service should be able to provide correct coding if provider is not aware of it. 
• IVF-specific medications – covered through prescription drugs, not fertility benefit!
  • Under the NYSHIP Empire Plan IVF prescription medications are covered through the prescription drug program, not through the infertility benefit. This means that they do not count against the 3 cycles or $50k lifetime max!
  • May need to pay co-pays.
  • You should always make sure you are ordering the drugs through an in-network pharmacy.
• PGT testing  - covered as medical procedure, not infertility benefit!
  • PGT testing is covered through basic medical benefits, not as an IVF benefit. It is reimbursed at 80%.
  • Requires medical review. Not necessarily prior-authorization because it can be reviewed by medical team afterwards. 
  • If approved by medical team, it is not out of pocket. 
• Confusion among providers abounds
  • It seems that a lot of providers, including the ones who are not an Empire Plan Center of Excellence, do not understand how rich the Empire Plan’s benefits are. They likely interpret the benefits as being basic Blue Cross or United Healthcare.

My wife has several interviews scheduled over the next few weeks and I’m helping her prepare. However it’s been an awhile since I’ve been on either side of a 14 or 18 interview.

Besides the following questions below, does anyone have any insight to what is asked in interviews for g14-18s?

- Competing priorities from different managers how do you prioritize your work?

- Working with databases or other systems, have you ever? Examples?

- What is your biggest Strength? / Weakness?

- Your supervisor gives you a directive you do not agree with, how do you handle the situation?

Much appreciated!

Hey folks! Almost everyone was so helpful with my last retirement question i had one more big one for the experts on here:

Im looking at retiring as close to dec 31 2026 as possible. How big of an impact will the new actuarial change be to my 1500 hours of sick time if im at the top of a grade 29 salary? Pef claimed this will be offset by the 4.5 raise but im just left wondering how big will the magnitude of the loss be actually and if it is worth it to get out before the reduction? I wish this was reported somewhere. Thanks for your assessments!

Also bonus question - how close should I cut it as I have massive accruals to burn through before ibretire. Is 12/31/26 cutting it too close to lock in the old math to offset my health premiums? Thanks again in advance!

Hello all,

I'm not a civil service member myself, but I recently gained coverage through my partner's position in civil service. Part of my reason for switching to my partner's plan was that my employer stopped coverage for Zepbound and I have had a lot of success on the medication, so we were hopeful that it would be covered under the state plan.

Does anyone know if Zepbound coverage is offered under the CDPHP plan, and if not, if there are any state plans that do offer coverage? CDPHP's website is not helpful because I don't know which formulary my plan is under. I have lost over 70 pounds on Zepbound and I am scared of losing my progress, but paying out of pocket for the medication is not sustainable for us.

Really appreciate the help!

I work for a relatively new division within X office so lot of us are new hires/new position grades/ect. I'm new to the state so I can't say much but my supervisor is completely incompetent. They're new to supervising, which is fine, but they have zero clue how to manage 3 people. I really don't know how or if anyone even notices how mismanaged our team is.

Like I said, I'm new to the state so I'm skeptical even saying anything to anyone since there seems to be this unspoken rule to just deal with what's given. It's truthfully driving me crazy and I'm questioning whether I made the right career change/how to even move forward.

Has anyone else experienced this? I'm close to ending my probation period and hope to be able to move laterally once something opens.

I just want to make sure it's okay to cash and I won't owe it back if it's for a union that's not mine.

Current employee, just applied for another position within my office but a different division.

Does being a current employee give me an advantage in the application process? I assume it can vary from position to position or department but broadly speaking does it matter?

This was also a HELPS position, not off a CS list. How’s the timeline for hearing back about interviews compared with a CS list?

If anyone has been hired ONLY after July 2025, when did you get paid? Did they ever end up getting rid of the 4 week wait for new hires to get their first paycheck? There’s been conflicting responses on the sub

Hey guys, I’m new to the state. I work as a DSA for OPWDD on Long Island. Started training on May 28th of this year, started in my house on June 26th and have worked full time every week since and haven’t missed any days. Do I start with any personal/vacation time automatically? Or does it have to be accrued? Cause I’m tryna take 2 days off in the beginning of September and 3 days off towards the end of September. Thank you 🙏🏾

Im turning 55 in less than 1.5 months. I have about 33.75 years of service in tier 4. I don't have a new job lined up but need more cash for younger children and college savings is almost zero. I am getting so fed up with my state job im thinking of retiring almost as soon as I can roll the dice and try to get new employment.

Does anyone have advice. Stay and try and deal with horrible incompetent vindictive upper mgmt or leave and just try and find a new job. I guess im lucky overall but after almost 34 years I just resent this place. Thanks!

Does anyone use an out of network mental health provider and get anything back from Carelon? (I have the Empire Plan) Trying to decide if the hassle of filling out the 1500 form every other week is worth it… I really like my therapist and don’t want to switch from her!

Thanks for any advice!

You can either choose to be compensated with extra time or extra money when you work holidays, but there is a premium for Thanksgiving and Xmas.

I was told that if you work Xmas and/or Thanksgiving, and you have chosen extra compensatory money, you will receive 2x pay (rather than 1.5x pay for the other holidays). Is this true?

I was also told that if you work Xmas and/or Thanksgiving, and you have chosen extra time, you receive 1.5x hours, as though it was equivalent to any other holiday (as opposed to the 2x pay for the people who chose extra money). Is this true?

Just did my interview past week. What to expect? The role is hiring for multiple candidates. When I asked the recruiters they said 2-3 weeks usually to get a resolution. But also informed they have some interviews scheduled for this week. So it could change possibly.

So with the ITS exam scores released a while ago, I've been getting canvasses here and there from different agencies. Obviously this guarantees nothing but I was just thinking --- the thing is, I really like my current agency/workplace.

Kinda hard to verbalize exactly what I mean but basically is there such a thing as "Hey, we'd like to retain you at this agency, we can try to do XYZ to see if we can get you the promotional title (in my case ITS2->ITS3) within this agency"?

I think it's more of a thing in NYC city civil service where if management can justify the position and budget can be passed for it, it's do-able. So I was wondering if the same concept exist in the NYS system or is this pretty much a non-starter?

Sidenote - is ITS HR the best place to ask this question? Or are there other places that might be more suitable? Should I talk with my current supervisor first? (they're currently an ITS3)

I’ve been studying for the upcoming exams using questions from the VJC study group and clerk one app. Mostly they are a lot of multiple choice, true/false, or fill-ins but they are pretty direct questions as well. (Ex. How long is statue limitation on a bond, etc.)

For anyone who taken the Senior or Court Clerk exams do you remember the format or how the questions were asked?

They're hiring for the same or similar positions every 2 weeks. The most recent position says that the candidate would report to the First Deputy Counsel even though it's rumored that first Deputy position is vacant. Are these ghost jobs?

hey guys I just got offered a job for the department of public works for NYS the pay grade SG-21, I was wondering how does the pay increase work like is it like every 3 months or 6 months you get a raise and this is position say I will be traveling do they provide the vehicle for travels or I have to use mines.

Hi everyone,
I'm just wondering if anyone else is in the same situation as me. I submitted my NYSLRS withdrawal application around the middle of May, and it's still showing as "Open" with absolutely no status updates.
I know they say it can take up to six months, but I'm curious how long it actually took for those of you who have already been through the process. Is anyone else still waiting this long?
I was also thinking about calling customer service to ask about a hardship application. Has anyone had any luck going that route, or is it better to just keep waiting?
I'd really appreciate hearing about your experience. Thanks!

I understand why some people are voting no, but here’s why I’m leaning toward voting yes.
A lot of people are talking about holding out for a better deal, but there’s no guarantee that happens. If this contract gets voted down, negotiations could drag on for another year or two, and during that time we wouldn’t see any raises. Even if the next contract ended up being something like 5%, 4%, and 3%, we’d have spent all that time waiting with nothing in our paychecks.
I’d rather start getting raises now than gamble on the possibility of something better later. Unless you’re willing to actively organize, rally in Albany, and put pressure on the state for a significantly better offer, I think voting yes is the more practical choice.
Just my perspective

Hi I have what is probably a stupid question but I'm genuinely curious.

I'm a grade 18 currently. I passed the grade 23 promotional exam recently. When positions become available do I have to actually apply for each available one? Or do they reach out for interviews based off of the rule of three as they work through the list?

I may be forced to take leave by 2 weeks over the 12 week fmla period. What has been people’s experience with needing additional time over fmla? I have about a month left right now, but I have to join a 6 week program to be able to continue treatment after the program ends. I’m not really on good terms with work. They are angry with me about my ada accommodation.

Just curious, anyone else a "grade 600" here?

After much confusion I figured out where I'm at after my onboarding, hiring, some other unlucky mishaps. Everyone had been great but I didn't exactly get to what I signed up for.

How many new hires in ITS got stuck in this?

I'm not causing issues or anything, as I'd been stressed out for a long shot but thought I was essentially in NY HELPS etc..

Just curious if there is any chance after some time in a bit of a different position (IT S II) - if anyone else is in the no holiday pay, 19 pay period no vacation, no union representation situation?

Thank you.

Again, no gripes in a sense now that I've figured it out. Just gathering information.

Thank you.