FOIL Request New York State Thruway Authority
on Tolls in WNY
I obtained the following information on Thruway employees from a FOIL request of the Thruway Authority. 1. Fringe benefits total 36.75% of their salary.
2. The employee non-revenue pass program gives every employee with five
years in a free EZ Pass for life, for his or her private vehicle.
3. Certain Board members get an authority vehicle for no apparent reason.
4. Mr. Fleischer and senior staff members also get vehicles some of which are
probably justified.
5. Tollbooth managers receive about $68,000.00/year and toll takers receive
approximately $20.00/hour. When the Niagara Section tollbooths were closed
the Authority announced that they were not laying off any permanent toll
collectors. That is interesting. Where did they put them? Sounds like sound
cost efficient management.
6. Benefits include a very liberal health insurance plan, vision care, dental
insurance, free EZ Pass, 401k, long term care insurance, flexible spending
accounts and life insurance.
7. Senior executives compensation ranges from $115,000.00 for a network
affairs acting director to Mr. Fleischer’s compensation of $164,000.00.
8. All employees get a tuition assistance program that pays 90% of the tuition in
advance of the course beginning date. Employees can take up to 15 credit
hours/semester.
9. Employees get 12 holidays a year, 4 of which are floating holidays, which
may be used whenever.
10. The vacation leave policy allows (after 7 years of employment) 13.5 days of
vacation. They can turn in 10 of those day’s for payment.
11. After 5 years of service employees get 12 sick days.
12. Employees get additional sick leave at half pay.
13. Employees get 5 personal leave days/year.
As of the end of May, 2006 the Niagara section tollbooths took in $6,025,537.00,an increase of about 30% from the prior year due primarily to the 50% increase in tollsfrom S.50 to S.75. (the rest of the thruway was raised 15%) Annualized at that rate, the Authority was set to take in $14,461,288.00 in 2006 from the Niagara section tollbooths. In 2005 these tollbooths took in $11,200,000.00.
After Judge Glownia denied their motion to dismiss our lawsuit from the bench,
the Thruway Authority and our ever vigilant politicians concocted and fabricated the
story that it was necessary to replace $14M in revenue to be lost if they shut down the
Niagara section tollbooths. The revenue for 2005 was only $1 1.200.000.00. The financial
statements do not exactly reflect the operating expenses for the Niagara section
tollbooths, which we estimate at 6M per year. That means that the net for 2005 was
approximately $5M. Why do they’ need $14M instead of 55M?
Volker argued that it was necessary to get permission of the bondholders and then
delve into the pork of New York States Senate to come up with the money to reimburse
the Thruway’ Authority to take down the tolls.
That also was fabricated political nonsense staged to make him look like a hero.
The bondholders took subject to the 1968 Niagara Section Toll Removal Act,
which was on the books at the time that the bonds were passed in the 1990’s. Bond
counsel was paid huge fees to research and render an opinion on the risk for the
bondholders. Obviously their research was flawed. The law was never implemented or
addressed by the three men in the room who obviously wanted to look the other way it
was the Albany three steps.
The bondholders had absolutely no right to veto the closing of the Niagara section
tollbooths. They were never asked nor was it necessary to have their permission. Their
only relief was to sue bond counsel.
1 am sure that the bondholders really didn’t care. The May, 2006 statement shows
revenues year to date totaled ~228.5M. Subtract from that $128M in ill-defined operating
expenses, $1 8M in operating costs for the Erie Canal and $5M in operating costs for
interstate 84, (which together withl-277 had been “sold’1 to the Thruway Authority with a
special provision that no tolls were to be charged against it, (which should be insulting to
the toll payers of VINY who were subsidizing 1-84 and 1-277 roads in the Albany/N.Y.
City corridor).
After interest earned and interest paid on the capital debt, actual cash flow for
only 5 months was $43M. Certainly there was plenty of money around for the Thruway
Authority to absorb the closing of the Niagara section tollbooths.
The County should sue to collect the $ lOOM in tolls illegally collected since 1996
and deposit them in a fund to be used to sue the State on other issues where WNY is
treated like a second class citizen.
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TO: Ms. Jill Warner DATE: July 26, 2006
FROM: Mr. Thomas Fitzgerald SUBJECT: FOIL Request No. F06-0090
We have reviewed the referenced FOIL request from Mr. XXXXXXXX
We are providing responses to items 2, 4, 6, 7 and 9 of the FOIL Request. Item #2— A listing of Full-time Toll Collectors and Toll Plaza Managers who are
assigned to work at Black Rock and City Line Toll Plazas is attached. There are
also 69 Part-time Toll Collectors, with salaries ranging from $10.67 to $12.55 per
hour, who work on a part-time, as-needed basis at these locations. Fringe
Benefit Rates paid per employee are 36.75% of their salary which includes
retirement, social security, health insurance, vision and dental coverage, workers
compensation, unemployment insurance and survivors benefits. NOTE: Part-
time Toll Collectors do not receive health insurance, dental or vision care.
Also attached are various Authority publications describing other benefits
provided to all employees. Maintenance Employees are not assigned to specific
Toll Facilities.
Item #4— A Copy of the General Policy on the Employee Non-Revenue Pass
Program is attached.
Item #6 - The Board Members do not receive salaries. Board Member John
Reidman is assigned an Authority vehicle, Board Members Nancy Carey, Erin
Crotty and Jeffrey Williams do not have Authority vehicles assigned to them.
Attached is a description of the Board Members benefits.
Item #7 — Attached is information showing the names, titles, salaries and benefits
provided the senior staff and including Mr. Fleischer. Fringe Benefit Rates paid
per employee ~re 36.75% which includes retirement, social security, health
insurance, vision and dental coverage, workers’ compensation, unemployment
insurance and survivors benefits.
Also attached is a summary of other benefits provided to Mr. Fleisher and senior
staff members. Additionally, Mike Fleischer, Don Bell, Bill Rinaldi, Bill Leslie,
Rich Garrabrant and Ramesh Mehta are provided with Authority vehicles. Also
attached are various publications outlining other benefits available to
Management Confidential Employees.
Item #9 — The Chairman, John Buono does not receive a salary. A summary of
benefits provided to Mr. Buono is attached. Additionally, Mr. Buono is provided
with an Authority Vehicle.
Thomas FitzgeraldActing Director of Administrative Services Insert Title Ex instruction
At their meetings of August 3, 2005, the Thruway Authority and Canal Corporation
(Authority/Corporation) Boards approved the following compensation package for Authority/
Corporation Manageria]/Confidential (M/C) employees:
SALARY
• Retroactive to the pay period that includes July 1, 2004, time base salary of M/C
employees and the M/C Salary Schedule will be increased by 2.5%.
• Retroactive to the pay period that includes July 1, 2005, the base salary of M/C
employees and the MIC Salary Schedule will be increased by 2.75%.
• Effective the pay period that includes August II, 2005, $400 will be added to the base
salary of M/C employees and the M/C Salary Schedule will be increased by $400.
• Effective the pay period that includes July 1, 2006, the base salary of M/C employees
and the M/C Salary Schedule will he increased by 3.0%.
• Effective the pay period that includes July 1, 2007, $866 will be added to the base
salary of M/C employees and the M/C Salary Schedule will be increased by $866.
The 2.5%, 2.75% and $400 salary increases will be reflected in the salary check of August
24, 2005. Retroactive monies due will be paid in the salary check of September 21, 2005.
HEALTH INSURANCE
M/C employees hired after August 3, 2005 will be required to permanently contribute 20%
of the cost of individual or individual and dependent health insurance coverage for the
Empire Plan. The Authority/Corporation will pay for those M/C employees enrolled in
HMO plans up to the same dollar amounts as contributed for Empire Plan coverage.
HEALTH INSURANCE OPT-OUT
For those M/C employees hired prior to August 4, 2005, the health insurance opt-out
payment will be increased from $750 to $1500 annually for individual coverage and from
$1500 to $3000 annually for dependent coverage. Such increases will be prorated for 2005.
M/C employees hired after August 3, 2005 will not be eligible for the health insurance opt-
out program.
MIC SALARY INCREASES & BENEFIT CHANGES Page 2
EXECUTIVE INSTRUCTION 2005-21 August 8, 2005
MIC employees currently enrolled in the opt-out program do not need to take any action to
receive the increased payment. M/C employees interested in enrolling in the opt-out
program should contact the Bureau of Personnel at (518) 436-2721.
SICK LEAVE INCENTIVE
The Executive Director is authorized to adjust the Sick Leave Incentive program to:
• restore the lost sick leave bank for M/C employees up to a maximum of 200 days and
authorize the application of the value of up to 200 days of sick leave towards the
employee cost of health insurance upon retirement; and
• seek legislation to permit M/C employees to apply up to 200 days of sick leave for
retirement service credit purposes.
The details and implementation plan for the change in the sick leave bank are currently
being developed. You will be advised when the change is implemented. In addition, you
will be advised if and when the service credit legislation is approved.
The Boards also authorized me to extend to MIC employees appropriate provisions of
collective bargaining agreements which have or may be reached as a result of current labor
negotiations with the Authority/Corporations s unionized employees (including the reduction of
such benefits). Accordingly, the following provisions are being extended and become effective
August 11,2005:
TUITION REIMBURSEMENT
The maximum number of credit hours to be reimbursed under the Tuition Assistance
program is reduced from 21 to 15 credit hours per year.
HEALTH INSURANCE DEFERRAL
In accordance with the NYSHIP rules and regulations, an M/C employee retiring from
Authority/Corporation service may delay commencement or suspend retiree health
insurance coverage and the use of the employee’s sick leave conversion credits indefinitely,
provided that the employee applies for the delay or suspension, and furnishes proof of
continued coverage under the health care plan of the employee’s spouse, or from post
retirement employment.
THRUWAY PASS
M/C employees hired after August 3, 2005 will be eligible for an unlimited E-ZPass Tag
after five years of satisfactory service and will not be eligible to retain the unlimited
E-ZPass Tag upon retirement.
Page 3
EXECUTIVE INSTRUCTION 2005-21 August 8, 2005
COMPENSATORY OVERTIME
Overtime eligible M/C employees will be offered the opportunity to choose to receive
compensatory overtime in lieu of cash payment for overtime. Compensatory overtime will
be earned at the rate of one and one-half hours per hour of authorized overtime worked for
which the employee would be eligible for overtime cash payment. Use of compensatory
overtime is subject to supervisory approval. Accumulation of compensatory overtime is
limited to 240 hours. Such accrued time shall not expire and will be paid to the employee
in cash at the employee’s current hourly rate upon separation from the MIC bargaining unit.
The details and implementation plan for this provision will be issued shortly.
OVERTIME CHECKS
As soon as technologically feasible, overtime and salary checks will be combined into one
check.
You will be advised of any additional changes in collective bargaining agreements deemed
appropriate to extend to MIC employees.
M1C employees continue to make significant contributions to the Authority/Corporation,
and I am pleased that these contributions can be recognized.
SUMMARY OF BENEFITS FOR THRUWAY AUTHORITYICANAL CORPORATION
BOARD MEMBERS
Below is a summary of benefits available to Authority/Corporation Board Members after
their completion of six months of service.
Health Insurance
The New York State Thruway Authority/Canal Corporation participates in the New York
State Health Insurance Program (NYSHIP).
It you choose to enroll in a health insurance program, coverage will begin on the first
day of the month following your completion of six months of service, or if six months of
service are completed on the first of the month, that day. Health insurance rates will
vary depending on the insurance provider you choose. The monthly cost of the Empire
Plan, the most popular plan, is currently:
Individual$ 91.55
Family $ 203.99
Attached is an enrollment form for your use (PS-404).
A copy of the 2006 Health Insurance Choices book is attached which provides
information on health insurance benefits and health insurance providers that you may
choose from.
Five years of NYSHIP eligibility is required to be vested. You only need to be eligible
for health insurance to receive service credit towards vesting. You do not need to
participate in the program. You must, however, be enrolled in NYSHIP at the time you
leave service in order to continue this health insurance benefit through COBRA.
If you leave the Thruway Authority/Canal Corporation Board under the age of 55, you
can continue NYSHIP coverage as a vested employee and would pay the monthly rate
which is currently:
Empire Plan Rate
Individual$ 457.74
Family $1,015.45
If you leave the Thruway Authority/Canal Corporation Board when you are over the age
of 55, continuation of health insurance will be at the retiree rate. The monthly rates for
retirees are currently:
Empire Plan Rate
Individual$ -0-
Family $ 139.43
Note: In order to qualify for dependent survivor coverage, ten years
of NYSHIP eligibility is required.
SUMMARY OF BENEFITS FOR THRUWAY AUTHORITY EXECUTIVE STAFF
Below is a summary of benefits available to Thruway Authority Executive Staff.
The Executive Staff are all designated as Managerial/Confidential employees. Health Insurance
The New York State Thruway Authority participates in the New York State Health
Insurance Program (NYSHIP).
For Managerial/Confidential (M/C) employees hired prior to August 3, 2005, the
Thruway Authority will pay 80% of their individual or family coverage if they are enrolled
in one of the various Health Insurance Plans available through the New York State
Health Insurance Program. During the second year of employment, the Thruway
Authority will pay 90% of the individual or family coverage. Thereafter, the Thruway
Authority will pay 100% of such coverage. However these payments will not exceed the
dollar amount paid for those enrolled in the Empire Plan.
M1C employees hired after August 3, 2005 will be required to permanently contribute
200/0 of the cost of individual and dependent health insurance coverage.
Health Insurance ODt Out
For those M/C employees hired prior to August 4, 2005 that are eligible for health
insurance coverage and they wish to decline enrollment, they may receive a cash
payment of on an annual basis for opting out of such coverage provided they
demonstrate that they have alternative health insurance. The payment for individual
coverage is $1500 annually and for family coverage it is $3,000 annually.
M/C employees hired after August 3, 2005 will not be eligible for the health insurance
opt out program
Prescription Drug Coverage
Individual and dependent prescription drug coverage is available to M/C employees if
they are enrolled in the Health Insurance Program. The cost of prescription drug
coverage is included in the health insurance premiums.
Retirement
Membership in the New York State Employees’ Retirement System will provide for a
life-time pension upon retirement subject to service requirements. Membership is
mandatory for permanent full-time employees and optional for temporary and less than
full-time employees as defined by the Employees’ Retirement System.
Social Security
Thruway Authority employees are covered under the provisions of Federal Social
Security benefits.
Please note that the rates given are the current rates. These rates increase each year
as health insurance costs increase.
Dental Insurance
You are eligible for individual and family dental benefits through GHI. Enrollment is
automatic if you enroll in a health insurance plan. If you do not enroll in a health
insurance plan but wish to participate in the dental program, please complete the
attached PS-404 and write across the top of the form “GHI Dental Enrollment”.
Coverage for dental benefits will begin on the first day of the month following your
completion of six months of service, or if six months of service are completed on the first
of the month, that day. There is no cost for participation.
If you enroll as an active employee and then leave the Thruway Authority/Canal
Corporation Board, dental coverage may be continued through the Department of Civil
Service for up to 18 months with monthly COBRA payments. The current rates are:
Individual$ 25.58
Family $ 67.73
Vision Care
You are also eligible for individual and family vision care benefits through Davis Vision.
Attached is an enrollment form for Davis Vision. If you choose to enroll vision care,
coverage will begin on the first day of the month following your completion of six months
of service, or if six months of service are completed on the first of the month, that day.
There is no cost for participation.
06/15/06
Unemployment
Thruway employees are covered by the provisions of the New York State
Unemployment Insurance Law.
Limited E-Z Pass Usage
A limited pass is available to new Thruway Authority employees which allow free travel
on the Thruway for commuting to and from work between the Toll Station(s) nearest the
employee’s residence and work location.
Unlimited E-Z Pass Usage
An unlimited pass allows Thruway Authority employees’ unlimited toll-free travel on the
Thruway for personal reasons as well as for travel to and from work. To be eligible for
such pass the employee must be permanent and have completed a total of 5 years of
satisfactory service.
Dental Insurance
M/C employees are eligible for individual and family dental benefits through GHI.
Deferred Compensation- (Bulletin 2005-30)
The Thruway Authority offers employees the opportunity to participate in the New York
Deferred Compensation Plan. The Plan is offered to all employees and allows
individuals to save and invest a portion of their pretax earnings for retirement purposes.
Vision Care
Employees are also eligible for individual and family vision care benefits through Davis
Vision.
Employee and Retiree Long-Term Care Insurance- (Bulletin 2004-3)
Management Confidential employees are eligible to enroll with Med America Insurance
Company for long term care insurance.
Flexible Spending accounts-(Bulletin 2005-19)
A Flexible Spending account (FSA) is a benefit open to all permanent or contingent
permanent employees of the Thruway Authority who work at least 50 %. The employee
decides how many pre-tax dollars will be deducted from their paycheck for Medical
and/or Dependent Care expenses. The Dependent Care FSA allows the employee to
set aside up to $5,000 in pre-tax salary for eligible childcare, elder care or disabled
dependent care expenses. The Medical Expense FSA allows the employee to set aside
up to $3,000 in pre-tax salary to pay for eligible health care expenses.
Savings Bonds
Thruway Authority employees are eligible to authorize payroll deductions for the
purchase of $50 or $75 Series I savings bonds, or $100, $200, $500 or $1,000 Series 1
or EE savings bonds.
MC Life Insurance
Life Insurance is available to M/C employees, their spouses and dependent children
through the Group Insurance Plan for M/C employees administered by the New York
State Department of Civil Service. The cost of coverage varies by age, smoking status,
the number of dependents and the amount of coverage selected.
Tuition Assistance
The Thruway Authority offers a Tuition Assistance Program to its full time, permanent
employees. The program offers a 90% tuition reimbursement in advance of the course
beginning date. The course(s) must be at an accredited institution, must be job or
career related, approved by the Bureau of Training and Employee Development, and be
successfully completed.
Credit Union
Credit Union Membership is available to Thruway Authority employees. Membership
benefits may include free checking accounts, ATM cards, savings accounts, holiday
clubs, loans, investment services and payroll deductions.
Holidays-(Bulletin 2005-22)
Thruway M/C employees receive leave with pay for 12 holidays each year. Four of
those holidays are designated floating holidays which may be used at other times of the
year.
Vacation Leave
If an M/C employee has no previous Thruway Authority! State service, upon completion
of 13 biweekly pay periods of service, they will be credited with 6.5 days of vacation.
Thereafter, they will earn and accumulate vacation credit at the rate of one-half day per
biweekly pay period
On January 1 of each year, additional vacation in accordance with the following
schedule will be awarded:
Completed Years ofAdditional Vacation Continuous Service Credits Earned 11 Day 22 Days 33 Days 44 Days 55 Days 66 Days 77 Days Following the January 1 on which the employee has earned 7 days of additional
vacation credit, the method of awarding vacation credits changes to a consistent
biweekly credit which equals 20 days for 26 pay periods.
Subject to Thruway Authority Attendance Rules, as a long term Thruway Authority/State
employee they will earn additional vacation credits each year as follows:
Completed Years of Additional Vacation
Additional Vacation Continuous Service Credits Earned
Credits Earned 20 to 24I Day
I Day 25 to 293 Days
3 Days 30 to 344 Days
4 Days 35 or more 5 Days
5 Days *For each of these scenarios one half of the credits earned will be credited on January 1
and the remaining half on July 1.
Vacation Exchange Program (Bulletin 2005-8)
M/C employees may be eligible to exchange up to 10 days of vacation each year for
payment.
Sick Leave
M/C employees earn sick leave at the rate of one-half day per biweekly pay period.
M/C employees appointed after June 18, 1992, who are new to the Thruway
Authority/State will earn sick leave credits at the rate of 10 days for each of the first four
years of service; 12 days for the fifth year of service and 13 days for each year
thereafter.
Payment for non-use of sick leave (Bulletin-98-4)
For each of the six month periods ending June 30th and December 31st, M/C employees
will be paid either one or two days straight time pay for each period for which they are
eligible for payment for non-use of sick leave upon the following schedule:
Sick Leave Used During Additional Days Pay
Additional Days Pay Six Month Period
No sick leave used 2 days
2 days One day or less of sick 1 day
1 day Leave used
More than one day 0 days
0 days Sick leave used
Sick Leave at Half Pay The Authority may grant sick leave at half pay for personal illness or injury to a
permanent M/C employee with at least on year of Thruway Authority/State service, upon
the exhaustion of sick leave and vacation credits. This leave is subjected to certain
guidelines for eligibility.
Personal Leave
M/C Thruway employees wilt be credited with five days of personal leave each year as
of the first full pay period in January. Personal leave is not cumulative, and any
Personal leave credit remaining on the date preceding the first full pay period in January
of each year will be cancelled
Workers’ Compensation Leave
If a Thruway Authority M/C employee is necessarily absent from duty because of
occupational injury or illness as defined in the Workers’ compensation Law, they will be
permitted to use leave credits upon giving notice and providing medical documentation
of the need for such absence to the Thruway Authority. They will be allowed leave for
the period of absence necessitated by such injury or illness, up to cumulatively one year
including any periods of such absence during which they would draw leave credits.
Worker’s Compensation (continued)
If as an M/C employee they have exhausted their sick, vacation and personal leaves,
they may be granted sick leave at half pay in accordance with that program’s guidelines.
If leave credits were used for Workers’ Compensation Leave, those credits will be
restored for any period of absence for which an award of compensation has been made
and credited to the Thruway Authority as reimbursement for wages paid.
Attached is information showing the names, titles, salaries and benefits
provided the senior staff and including Mr. Fleischer.
List of Full-time Toll Collectors and Toll Plaza Managers assigned
to Black Rock and City Line Toll Plaza's
GENERAL POLICY
A. It is the Policy of the New York State Thruway Authority/Canal Corporation
(Authority/Corporation) that the employee non-revenue pass program (i.e., toll-free travel on the
Thruway) is available for all Authority/Corporation employees, for employees of State Police
Troop T (Troop T) and for the spouses of employees of the Authority/Corporation/Troop T who
die in the line of duty.
B. For employees to be eligible for the unlimited non-revenue pass benefit, they must complete an
aggregate number of years of satisfactory service with the Authority, Corporation, Troop T, or
an equivalent combination of the foregoing as specified by their negotiating units:
+ Part-Time Toll Collectors and other temporary’ employees appointed to their positions with the Authority on or before October 20, 2005 are considered employees hired before October 20, 2005 for the purpose of eligibility for a non- revenue pass, provided such employees have had continuous service with the Authority between October 20, 2005 and the date of eligibility for a non-revenue pass.
5. Additional retirement service credit provided by the New York State and Local Employee’s
Retirement system under a Retirement Incentive Program may, at the discretion of the
Executive Director, be included (in whole or in part) in determining eligibility for the retiree
non-revenue pass program. Any incentive retirement service credit determined to he
applicable by the Executive Director toward retiree non-revenue pass program eligibility,
will be in addition to any other applicable service credit provided by this Policy or by the
negotiated agreements.
C. For the spouse, of an employee of the Authority/Corporation/Troop T who dies in the line of
duty, to be eligible for the unlimited pass benefit:
1. The employee’s death must be as a result of an accidental on-the-job injury and a death
benefit must have been paid pursuant to the Workers’ Compensation Law.
9 The deceased employee must have been in oermanent status.
3. The spouse must agree to standard terms and conditions of LLSC of the non-revenue pass.
Upon the death of the surviving spouse, the non-revenue pass must be returned to the
Authority/Corporation.
Such benefit is available only to a spouse. No other relative or domestic partners are eligible.
D. The limited non-revenue pass benefit allows toll-free travel on the Thruway for commuting to
and from work between the Toll Stations nearest the employee’s residence and work station.
The limited pass is issued. upon request, to Authority/Corporation employees and to employees
of Troop T who are not eligible for an unlimited pass.
Certain part-time employees (e.g., Part-time Toll Collectors) are not assigned to a specific work
location and, therefore, are not issued a limited pass. However, provisions will be made (i.e.,
paperwork will be processed at the toll barriers or toll interchanges) to ensure that such
employees are granted toll-free travel on the Thruway when commuting to and from work.
THIS BULLETIN SUPERSEDES ADMINISTRATIVE SERVICES BULLETIN 2004-31
All employees of the Thruway Authority and Canal Corporation (Authority/Corporation)
are offered the opportunity to participate in the New York State Deferred Compensation Plan
(Plan). The Plan allows individuals to save and invest a portion of their pretax earnings for
retirement purposes. The Plan is currently administered by Nationwide Retirement Solutions.
The Plan’s web site (www.nvsdco.com) is available for forms and general Plan
information. Employees can also use the web site to check personal account information. The
New User Setup on the web site home page provides instructions for Plan participants who want
to establish online account access. There is a link to the Plan web site on the Authority/
Corporation Intranet.
The Plan’s HELPLINE telephone number is 1-800422-8463, available 8:00 A.M. — 11:00
P.M., Monday through Friday; and Saturday 9:00 A.M. — 6:00 P.M.
There are three different types of employee contribution plans. The current legislation
governing the Plan provides for increases in contribution limits through 2006.
I) Regular Contributions. The tax law will allow a participant to defer up to $15,000 in
2006.
An enrollment kit is available on the Plan’s web site, by calling the Plan’s HELPLINE,
or through the Bureau of Personnel or Division Administrative Office.
2) Retirement Catch-UD. The Retirement Catch-Up contribution limit for participants
nearing retirement will increase to $15,000 for 2006. This is in addition to the regular
contribution limit of $15,000 for 2006. Retirement Catch-Up participation is limited
to three consecutive calendar years. The three consecutive years can start as early as
three years prior to reaching full retirement benefit eligibility or any time thereafter.
However, an employee cannot be enrolled in Retirement Catch-Up and Age 50 and
Over Catch-Up at the same time (See #3 below).
The actual amount employees are able to defer in Retirement Catch-Up is dependent
upon how much they deferred in prior years. To enroll in Retirement Catch-Up,
employees must speak to a Plan HELPLINE representative.
Page 2
ADMINISTRATIVE SERVICES BULLETIN 2005-30 December 2.2005
3) AEe 50 and Over Catcb-UD. In the calendar year in which a participant reaches age
50, and each year thereafter, the tax law permits employees to enroll in the Age 50 and
Over Catch-Up plan. For calendar year 2006, the Age 50 and Over Catch-Up
contribution limit will be $5,000. This is in addition to the regular contribution limit of
$15,000 for 2006 or a maximum of $20,000.
The Age 50 and Over Catch-Up contributions cannot be made while participating in
the Retirement Catch-Up provision (See ~2 above).
The enrollment form for Age 50 and Over Catch-Up is available on the Plan’s web site
or by calling the Plan’s HELPLINE.
For questions about the Plan, you can call the Plan’s HELPLINE at 1-800-422-8463. For
additional information, you can contact the Bureau of Personnel at (518) 436-3098.
The New York State Public Employee and Retiree Long-Term Care Insurance Plan
(NYPERL) is designed to help provide financial protection against the costs associated with
long-term care services, such as nursing home care, assisted living, home health services and
adult day care. NYPERL is now available to Authority and Corporation Manajerial/Confidential
(M/C) employees and their eligible spouses, parents. parents-in-]n’~. and dtpendeni children ages
18 to 24. The enrollee pays the full prerniwn for this long-term care insurance.
MedAmerica Insurance Company of New York administers NYPERL throu~h a contincl
with the Department of Civil Service. During the open enrollment period of March 1 through
.~priJ 30, 2004. M/C employees may enrol] in NYPERL without submitting proof of meeting
MedArneric&s medical underwriting requirements unless they are on leave due to illness or
injury or on leave without pay. MIC employees on leave due to illness or lnjurv or on leave
~vithout pay will he- eligihlc for a 60-day open enrollment period upon return from leave, in
order to be eligiblc for NYPERL. the M’C employee must also be eligible to be enroLled in the
New York State Health insurance Plan. AiIer the open enrollment period. the M/C ~tnploycr
will be subject to medical proof of insurability for acceptance into the plan. Regardless of wh~t~
enrolling. eligible family members must always meet MedAmerica’s medical wtderwtiting
requirements.
The attached introductory letter from MedAmerica pro~ides a brief rxn]anation of the
benefits of long.term care insurance and the advantages of enrolling in NYPERL The
company’s website is www.nypcrl.net and its customer service number is ~66—474-5~l24
Interested M~C employees can contact them with questions, to get 8 price quote, or to request an
enrollment packet.
Enrollment is directly through MedAmerica and prcrniunm are paid directly Lu them.
Applicants must provide their Agency Name and its corresponding 5-digit Agency Codt on tie.
enrollment form. The~ are:
Agenc’- Name Aj’cnt.y Code
New York Slate Thruway Authont’ ~‘5OQ(t
Ne~ York State Canal Corporation55095
Durimz the open enrollment ~xriod additàon~l infurmalion ah~w ion~-terni cave and
NYPERL wifl he posted on the Human Kesottrces page of the AuthoritVs itltV3net. If x.~u
an~ questions, you ntav contact MedAmerica or [)oju~a Wjttic in Personnel at Si ~-4 3b-N”~.
http ://zyweb/Exe/ZyN ET. exe/ASBO4O3U000000dyh .txt?ZyActionD 3=ZyDocument&Cl 07/20/2006
THIS BULLETIN SUPERSEDES ADMINISTRATIVE SERVICES BULLETIN 2004-18
You may be able to increase your net income by participating in a Flexible Spending
Account (FSA) Plan. The Flexible Spending Plan is a hcnefit opcn to all permanent or
contingent permanent employees of the Ihruway Authority and Canal Corporation
(Authority/Corporation) who work at least 50%. Non-permanent part-time, seasonal and
temporary employees arc not eligible for this benefit. If you elect to enroll in this voluntary
program lbr 2006, you decide how many pre-tax dollars will he deducted from your paycheck for
Medical and/or Dependent Care expenses.
• The Dependent Care FSA allows you to set aside up to $5,000 in pre-tax salary for
eligible childcare, elder care or disabled dependent care expenses.
• The Medical Expense FSA allows you to set aside up to $3,000 in prc-tax salary to pay
lbr eligible health care expenses and certain over-the-counter expenses that are not
reimbursed by your health insurance.
Flexible Spending Accounts lbr Authority/Corporation employees are administered by
Fringe Benefits Management Company (FBMC). ‘I’here arc no fees for employees who
participate in the program. Because you will he paying for eligible expenses with prc-tax dollars.
you may achieve significant savings. All employees with either dependent care expenses or
medical expenses that arc not covered hy health insurance arc urged to considcr this valuable
program.
PERIOD OF COVERAGE
For the 2006 plan year. the period of coverage is January 1.2006 through December 31.
2006.
OPEN ENROLLMENT FOR PLAN YEAR 2006
Open enrollment will he October 17, 2005 through November 10, 2005 for the 2006 plan
year. Enrollment lasts for one year. An ESA Enrollment Form and Program Brochure are
available through your Administrative Office, the Bureau of Personnel in I Ieadquarters or on the
Intranct under ~Bcnefits Information” on the I luman Resources page. Completed Enrollment
forms should he sent to Personnel in lleadquarters.
Page 2
ADMINISTRATIVE SERVICIiS BULLETIN 2005-19 October 4. 2005
Re-enrollment is not automatic. If you arc participating this year and wish to continue next
year, you must re-enroll.
HOW THE PROGRAM WORKS
• You may choose to enroll in either or both the Dependent Care FSA and Medical
Expense FSA. Each account is listed separately on the plan’s enrollment form. Prior to
completing the form, estimate what your out-of-pocket expenses will he for health
and/or dependent care expenscs in 2006. A worksheet in the FSA Brochure can assist
you. Entcr the annual contribution on your enrollment form.
• The Authority/Corporation will evenly apportion your annual contribution among the
26 pay pcriods in 2006. In each pay period the apportioned amount will he deducted
from your salary, before federal, state and social security (and New York City, if
applicable) taxes are calculated. ‘Vlic finds will he directed into the proper account.
• When you incur a qualified expense, simply complete a Reimbursement Request form
and mail it to EBMC with the required documentation (usually a receipt for services or
for a qualified expense).
• You will receive a reimbursement check by mail within five business days from the
time FI3MC receives your properly completed request. If you elect FBMC’s Direct
Deposit option. which is separate and distinct from the Authority/Corporation direct
deposit payroll program, your reimbursement will go directly into your ~i~gs or
checking account within 72 hours of FBMC’s receipt of your requesL
“USE IT OR LOSE IT”
Deductions for plan year 2006 will begin with the first payroll in 2006. Expenses must he
incurred in 2006 to he eligible for reimbursement. Be sure to plan carefully, as any money
remaining in your accounts at the end of the year will be forfrited. Participants have until March
31. 2007 to submit any eligible unreimbursed expenses incurred in 2006.
TAX BENEFIT TO YOU
The tax hcnefit to you for participating in this program is dependent upon your filing
status. Because your taxable income is reduced by this plan. the amount you pay in taxes will
decrease in most cases. Refer to the plan hrochure for more specific information regarding your
filing status and potential tax benefit.
Page 3
ADMINISTRATIVE SERVICES BULLETIN 2005-19 October 4. 2005
IMPACT ON OTHER BENEFITS
Social Security
Bc aware that because your Social Security tax basis is reduced, any Social Security benefit
to which you are entitled at your retirement age may he slightly less as a result of your
participation in the Flexible Spending Plan. If you arc concerned about this, contact the Social
Security Administration at 1-800-772-1213 br more information.
New York State Retirement System
Contributions to a Medical Expense and/or Dependent Care FSA have no impact on your
New York State pension contributions or benefits.
Deferred Compensation
Participation in the Medical Expense and/or I)cpendcnt Care FSA may alièct your
Deferred Compensation contribution. FSA contributions arc deducted from your gross pay
before taxes and other withholdings. thcrelbre the percentage you contribute to the 1)efcrred
Compensation Plan will hc applied to a lower salary amount. Thus, your deterred compensation
contribution may he lower, depending on the amount of your annual salary and your contribution
to the Plan.
For more information about the Flexible Spending Program. see the program brochure or
contact FBMC Customer Service at 1-800-342-8017 or the Bureau of Personnel at 518-436-3098
or 1-800-525-3586.
THIS BULLETIN SUPERSEDES FINANCE AND ACCOUNTS BULLETIN 2004—10
Annual salaried employees who are either: (I) Managerial/Confidential — (Thruway Authority or
Canal Corporation). (2) hint Ii — CSEA (Thruway Authority), or (3) Unit V — PEE (Canal Corporation) are
eligible to exchange tip to tive (5) days of their previously earned and accrued vacation credits for cash
compensation. They are also eligible to exchange a maximum of five (5) additional days for a total of ten
(10) days if they have a vacation accrual balance of at least 35 days in the pay period prior to submitting the
ELECTION TO EXCHANGE VACATION CREDITS (TA-52377-9) form (see below).
When deciding whethcr or 1101 to take advantage of this Program, employees should note that while
they may accrue vacation in balances that exceed 40 days during the calendar year. only a maximum of 4()
days may he carried over to the next calendar year. Further iiiiormation concerning the Program is included
on tile El ECTION form.
If you are eligible and wish to take advantage ol this Program, please complete the ELECTION
form and submit it to the Office of Accounting and Disbursements, Payroll Section. The ELECTION
form should he received in the Payroll Section no earlier than Beginning-of-Business November 5 and
must he rcecivcd no later than COB December 3! ‘lhese paymemlts will be included in the regular
paycheck lèr the pay period that includes March 1
Page 2
ADMINISTRATIVE SERVICES BULLETIN 2005-22November 8,2005
November 8,2005 For shift personnel equivalent time off for each holiday will be provided for in shift
schedules and hilodays will be observed on the legal calender day on which they fall
Employees normally scheduled to work 10 hour days are required to charge 2 or 2.5
hours of leave credits (either personal or annual leave) when observing holiday.
For Canal Corporation Unit III employees only: If a designated holiday occurs on the
first day of an employee's pass days the holiday will be observed on the preceeding day.If a designated holiday occurs on the last day of an employee's pass days, the holidaywill be observed on the following day. FLOATING HOLIDAYS OBSERVED
THRUWAYAUTHORITY Thruway Authority ofIices and faciltties are open for business on the following designated
floating holidays: Lincolns Birthday: Washingtons Birthday: Colombus Day and Election Day. Refer to the chart below to determine which holidays have been designated floating holidays for
your negotiating unit and job title.
