Recently Asked Questions (RAQs)

We got a series of questions from a public library system about New York State Retirement. Buckle up, this is a LOT.

I am a school librarian represented by the teachers’ union. What should my union leaders know to advocate for me?

I am a school librarian, and just found out my school district is using student-device monitoring software. The software uses AI to check for searches and content that could indicate consideration of self-harm. I am concerned the software will monitor access to school library content and violate student privacy. What can I do? 

We are reviewing our copyright policies and procedures at our BOCES. We are specifically reviewing student work. We understand, recognize, and respect that students hold the copyright to works they create. Our student community includes, but is not limited to, students with exceptional learning needs, behavior concerns, and our Career and Technical Education High School. Sample items of student work may include, but not limited to, writing pieces, artwork, metal working projects, carpentry projects, cake decorating, and hair design. We often use student works to decorate the hallway/classroom, highlight best practices, promotional materials, social media postings, BOCES and Component District publications, general communication home, curriculum writing, plus many other examples.

We want to ensure we are legally and ethically using the student work correctly.

• Are we allowed to use the student work unless the parent/guardian submits an opt out request? The opt out request would be included in a parent packet sent home. This would be similar to our use of student images policy.
• If a parent/guardian permission form is required, is there a distinction between displaying student work in the hall/class versus district publications versus social media?

As always, THANK YOU for all the work and dedication you do on behalf of libraries and schools! It is appreciated.

Our Library has a CSEA Collective Bargaining Agreement with Employees, and individual employment contracts with administrators. All documents codify how many accrued vacation days and sick days an individual employee can “sell back” or be reimbursed for upon separation from service (resignation or retirement). The documents do not address remaining accrued time that employees have earned during their years of service. In NYS labor law are there any regulations stipulating how the employer must handle the balance of accrued time? Does it have a monetary value? May the employee submit for the balance of vacation time off before their separation from service? Are there any circumstances where the employee would have to forfeit their earned/accrued vacation time?