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if the affected permanent employee declines a displacement opportunity

pursuant to his/her displacement rights as provided for in Civil Service Law

Sections 80 and 80-a, in his or her county of residence or county of current
work location.

(c)(2) An affected permanent employee who elects a transition benefit as
provided for in Section 22.1(b) above shall be eligible for placement on

preferred lists and reemployment rosters as provided for in Civil Service
Law Sections 81 and 81-a and other applicable Civil Service Laws, Rules

and Regulations.
§22.2 No permanent employee will suffer reduction in existing salary as

a result of reclassification or reallocation of the position the employee holds
by permanent appointment.

§22.3 A State/CSEA Employment Security Committee shall jointly study
and attempt to resolve matters of mutual concern regarding work force

planning, which may include the joint recommendation of demonstration
projects to address identified issues, and to review matters relative to

redeployment of employees affected by the State’s exercise of its right to
contract out. The Committee is not intended to be policy-making or

regulatory in nature; rather, it is intended to be advisory on matters of work
force planning. Matters of mutual concern include, but are not limited to:

(1) identification, research, development and implementation of work
force planning strategies;

(2) fostering effective work force stabilization by utilization of attrition
and the establishment of long and short-term human resource goals;

(3) the concept of exploring alternative State employment for employees

who become permanently disabled from the performance of their duties;
(4) establishment of a skills inventory system that can expand placement
alternatives for new or existing job opportunities;

(5) study and develop procedures and programs to facilitate training and

retraining alternatives aimed at responding to changes and work force
requirements, new technology and promoting work force stabilization;

(6) examination of employment security models in the public sector in
relation to their potential application to New York State.

The parties recognize that work force planning is a workplace issue. As
such, a cooperative working relationship will be encouraged between all

State employee negotiating units and the State.

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