Finding the Right Fit

Rebecca began researching her options — and 17c�����Ƶ’s SUNY Reconnect program stood out immediately.

“I was looking at all my options and 17c�����Ƶ was right here,” she said. “I had seen a little mention of SUNY Reconnect on the website, and I was like, okay, they have the nursing program there, and most states require a master’s in nursing to be a certified nurse midwife. I’m like, well, I might as well just start right here.”

SUNY Reconnect offers free tuition, fees, books, and supplies for eligible New York State residents aged 25–55 who don’t have a prior college degree and are enrolled in select high-demand programs. For Rebecca, it removed the financial barrier that so often keeps adult learners from returning to school.

A Tight-Knit Community

But the financial support was only part of what made 17c�����Ƶ the right choice. The small campus environment has been a game-changer.

“It’s a really good starting point,” Rebecca said. “I would definitely say the small size of the school makes it more of a tight-knit community. It’s easier to learn about work studies, to learn about the different clubs and activities and events going on. It’s easier to get to know your professors, as well as staff and faculty that are there to support you. They all are very invested and you get to know everyone pretty quickly. And there’s a lot of support in that. It feels like I’m being supported all the time.”

The college also offers strong transfer pathways, giving students flexibility as they plan their long-term goals.

“You can transfer to a lot of different colleges, so it’s a really good starting point,” Rebecca added. “It’s smaller, so you won’t be as overwhelmed as if you were starting at a bigger university per se or even a larger community college. There’s a lot of resources for scholarships and, you know, financial aid. We have the food pantry. So there’s a lot of support in that aspect.”

Setting an Example

For Rebecca, going back to school wasn’t just about her own career goals — it was about setting an example for her daughter.
“I wanted my daughter to grow up and see her mom not feel like ‘oh, I have a child, you know, I can’t go back to school now,'” Rebecca said. “I want her to be able to see that she can do anything at any point in time if she wants to. It’s never too late. There’s people here that are in their 80s that are in class. So it’s never too late.”

And in the process, Rebecca has internalized that lesson herself.

“I’ve ended up instilling it in myself,” she said. “Like, I can do anything I put my mind to. It might be hard, but, you know, it doesn’t matter what time frame I am in my life or stage in my life. I can always keep learning and doing new things and achieving things.”

What’s Next

Rebecca is on track to graduate with her Nursing AAS in 2027 — the first step toward her goal of becoming a certified nurse midwife. But beyond the degree, she’s gained something even more valuable: confidence.

“It’s definitely what I wanted to instill in my daughter,” Rebecca said. “And that’s very cool.”

Learn More About SUNY Reconnect

If you’re an adult learner considering going back to school, SUNY Reconnect can help make it possible. Eligible New York State residents aged 25–55 can receive free tuition, fees, books, and supplies for select high-demand programs.

Visit to learn more and apply today.

Wallace, a resident of Pine Bush, N.Y. and a graduate of Pine Bush Central High School, has recently graduated from 17c�����Ƶ with an associate degree in criminal justice. She has since matriculated to the University at Albany’s bachelor of arts criminal justice program.

“As I continue my journey in criminal justice, I’m driven by a deep understanding of the societal impact of the system,” said Wallace. “I recognize that the justice system affects not just individuals, but families, communities, and society as a whole. That’s why I’m committed to approaching my work with empathy and compassion, particularly when it comes to vulnerable populations like children.”

Wallace expressed deep appreciation for the scholarship’s impact on her educational journey.

“I would like to stress that none of my goals would be as obtainable had I not received the scholarship,” Wallace said. “I am in need of financial support, and I am eternally grateful for the assistance I have received from 17c�����Ƶ and the Wolf Lake Neighbors Foundation.”

“We are thrilled to be able to assist Justina Wallace as she pursues the next step in her educational career,” said Jim Gleason, a cofounder and current board member of the Wolf Lake Neighbors Foundation. “The WLNF is committed to helping students in our community reach their potential, and we wish her well as she pursues her degree at SUNY Albany.”

The Wolf Lake Neighbors Foundation Transfer Scholarship, established in 2024 in partnership with the 17c�����Ƶ Foundation, provides a one-time $5,000 award to 17c�����Ƶ graduates who transfer to a State University of New York (SUNY) institution to complete their bachelor’s degree. The scholarship can be applied toward tuition, housing, textbooks, fees, or other educational expenses, easing the financial transition for deserving students like Wallace.

For more information about the Wolf Lake Neighbors Foundation Transfer Scholarship Program, contact the 17c�����Ƶ Foundation by calling (845) 434-5750 x3188 or emailing foundation@sunysullivan.edu.

About the Wolf Lake Neighbors Foundation:
Established in 2022, the Wolf Lake Neighbors Foundation (WLNF) is a non-profit 501(c)(3) organization comprised of Wolf Lake homeowners dedicated to philanthropic activities benefiting the towns of Thompson and Mamakating. Visit for more information.

About 17c�����Ƶ: 17c�����Ƶ is the leader of innovative higher education and a catalyst for workforce development throughout the Sullivan Catskills and beyond. Our diverse community cultivates personal growth and professional advancement, preparing students for success in a sustainable and interconnected world. A forward-looking, top-tier community college in New York, 17c�����Ƶ offers dozens of degree programs, certificates, and microcredentials for learners at all levels of their educational goals. We value critical inquiry and creativity while supporting our students in a culture of inclusion and respect.

“These awards represent the culmination of hard work, talent, and commitment, and I extend my heartfelt congratulations to all the recipients,” said 17c�����Ƶ President David Potash. “Whether it’s a student achieving a 4.0 GPA, a faculty member pushing the boundaries of scholarship, a staff member providing exceptional service, or an athlete achieving conference or national recognition, each honoree has made a significant impact on 17c�����Ƶ. We celebrate their contributions and the positive influence they have on our college and community.”

2024-2025 Academic & Athletic Award Recipients

• Jake Michael Bogaczyk – Respiratory Care, AAS
• Christian Brown – Most Improved Award (Men’s Basketball)
• Brian Carey – Culinary Arts, AOS
• Justin Carofano – Green Building Technology, AAS
• Simon J. Clement, Interim Director of Athletics – SUNY Chancellor’s Award for Excellence in Professional Service
• Scott Cole – Business Administration, AS
• Samantha Clemmons – Media Arts, AS
• Emily Curry – Coaches Award (Outdoor Track & Field)
• Allison Daniels – MVP Award & All-Region XV 1st Team (Women’s Basketball)
• Nancy Banyacski DiLeo, Associate Professor of Spanish – SUNY Chancellor’s Award for Excellence in Adjunct Teaching
• Hunter Doty – Computer Programming, AAS
• Shonyae Edmonds – All-Region XV 1st Team & Region XV Player of the Year & NJCAA DII All-American Honorable Mention (Women’s Basketball)
• Madison Eisma – Liberal Arts and Sciences, AS (Science Concentration)
• Dylan Evans – MVP Award & Coach’s Award (eSports)
• Andrew Figueroa – MVP Award (Outdoor Track & Field)
• Zyir Fowler – MVP Award & All-Conference 2nd Team & All-Region XV 2nd Team (Men’s Basketball)
• Matthew Gattus – Computer Support, AAS
• Jason Gebhardt – Liberal Arts and Sciences, AS (Mathematics Concentration)
• Alexander Gonzalez – Criminal Justice, AAS
• Katherine Gordillo-Dutan – Medical Assisting, AAS
• Carl Graham – Region XV Coach of the Year (Women’s Basketball)
• Marie Green – Liberal Arts and Sciences, AA
• Brianna Jackson – Coach’s Award & All-Region XV 1st Team (Women’s Basketball)
• Erik Jarecki – All-Conference 2nd Team & All-Region XV 2nd Team (Men’s Basketball)
• Natalya Krilyuk – Nursing, AAS
• Tawny Krueger – Psychology, AS
• Adrienne Lee – Computer Graphics, AAS
• Isabel Lutz – Most Improved Award (eSports)
• Dylan Malm – Construction Technology, AOS
• Thomas J. Martin, Associate Professor of Language Arts – SUNY Chancellor’s Award for Excellence in Scholarship and Creative Activities
• Anthony Osorio Ramirez – Physical Education Studies, AS
• Kevin Rochez – Coach’s Award (Men’s Basketball)
• Chris Russo, Jr. – Business Administration, AAS
• Ronald Segovia – Most Improved Award (Outdoor Track & Field)
• Helen Sherwood – Nursing, AAS
• Alayna Stickles – Nursing, AAS
• Jayden Thomas-Pass – All-Region XV Sportsmanship Team (Men’s Basketball)
• Jayda Valentin – Liberal Arts and Sciences, AS (Health Sciences Concentration)
• Raven Warren-Phillips – Most Improved Award (Women’s Basketball)
• Iyana Weedon – All-Region XV Sportsmanship Team (Women’s Basketball)
• Ashley Williams – Computer Graphics, AAS
• Emily Yusko – Childhood Education, AA (English Concentration)
• Giovanni Zaldana – Business Accounting, AAS
• Kyra Zanatta – Theater Arts, AA

Auditions are open to high school students, college students, and community members. Performers may audition in person on Wednesday, January 24 and Thursday, January 25 from 6 p.m. to 8 p.m. If you cannot make it to an in-person audition, you may send in a self-tape to Jessica López-Barkl by emailing jbarkl@sunysullivan.edu. To make an in-person audition appointment or request further information on the audition process, contact Jessica López-Barkl. 

Rehearsals will run Monday through Friday, from 6 p.m. to 8 pm  for “Fuenteovejuna/The Sheep Well” and 8 p.m. to 10 p.m. for “F�������������,” with a tech rehearsal on Sunday, April 21. 

“Fuenteovejuna/The Sheep Well” will be performed outside near 17c�����Ƶ’s Hope Farm on April 27, May 1, and May 3 at 6 p.m. The play will also be performed on May 5 in the same location at 2 p.m.

“F�������������” will be presented in the Seelig Theatre on April 26, May 2, and May 4 at 8 p.m., with a 2 p.m. performance on April 28.  

About 17c�����Ƶ

17c�����Ƶ is the leader of innovative higher education and a catalyst for workforce development throughout the Sullivan Catskills and beyond. Our diverse community cultivates personal growth and professional advancement, preparing students for success in a sustainable and interconnected world. A forward-looking, top-tier community college in New York, 17c�����Ƶ offers over 40 degree programs, certificates, and microcredentials for learners at all levels of their educational goals. We value critical inquiry and creativity while supporting our students in a culture of inclusion and respect.

###

Here are a few of those graduates’ accomplishments and stories.

The covered 17c�����Ƶ’s 2022 commencement, you can check out the full coverage .

Amy Brudermann – AAS, Business Administration

Monticello resident Amy Brudermann may have taken a few years to pursue a college degree, but once she did, she pursued her courses with dogged determination, earning her degree in business administration, with a 3.97 GPA, in just one and a half years, while working two-full time jobs. In addition to three full semesters of courses, Brudermann, a mother of two adult children, took additional courses last summer and this winter so that she could finish her degree this spring.

“It was a long year and a half,” said Brudermann, who was a member of the National Society of Leadership and Success and Phi Theta Kappa Honors Society at 17c�����Ƶ. “I worked really hard and made a lot of sacrifices to be able to walk on stage and receive my degree.”

She thanked her children, professors, and classmates for helping her adjust to new ways of learning. “Twenty-five years ago, when I last studied, everyone used books. Now everything is online and the books are digital. That took some getting used to and there was defiantly a learning curve and several panic attacks. Thank goodness for my children,” said Brudermann. “Luckily, the instructors at 17c�����Ƶ were all very patient and understanding. Several of my classmates also played a role in helping me navigate through some of the kinks I had to iron out. I am grateful for everyone.”

Brudermann, who works as a Contract Monitor for Sullivan County Department of Social Services, said not having a college degree limited her ability to pursue civil service promotions, something her 17c�����Ƶ degree will change immediately. Less than forty-eight hours after receiving her degree, Brudermann will walk into work Monday morning to a new job title and a pay raise. Going forward, she plans to pursue a bachelor’s degree and hopes to inspire others thinking about returning to college to take the leap.

“17c�����Ƶ has helped me realize that it is possible to have a lot going on in life and still get a degree,” said Brudermann. “The staff has been phenomenal. They are eager to help students succeed and they really do want the best for their students. My hope is that I can inspire anyone who is thinking about going back to school to know that you can do anything you set your mind to. It’s a small amount of time with a large reward. If I can do it, anyone can!”

Ryan Grodin – AS, Liberal Arts and Sciences

After graduating from 17c�����Ƶ last May with a degree in business administration, Wurtsboro native Ryan Grodin didn’t have to look far to continue his education and pursue his strong interest in science. He returned to 17c�����Ƶ in the fall to pursue a degree in liberal arts and sciences.

”I didn’t necessarily want to jump into a four-year school,” said Grodin, adding that he appreciated the freedom and flexibility that 17c�����Ƶ offers, as well as the close relationships with professors. “I’ve never worked with a (teacher’s assistant) here, I’ve always worked directly with the professor.”

When the pandemic forced him to finish his business degree with two semesters of remote classes, Grodin kept busy working installing commercial flooring in his free time. The resumption of in-person learning last fall enabled him to get more involved on campus. In addition to Garden Club and the Phi Theta Kappa Honors Society, Grodin also helped tag the College’s nature trails and volunteered in the College’s chemistry lab, cleaning test tubes, preparing solutions, and doing other work. He said seeking out and taking part in those experiences gave him valuable confidence and insight.

“I think it’s definitely increasing my autonomy and I think my confidence in what I can accomplish,” Grodin said. “It’s also given more of a large-scale way of thinking about the world, especially how (SUNY) Sullivan interacts with the county through things like the Food Pantry, and what institutions can do for the community.”

Grodin is heading to SUNY New Paltz in the fall to study biochemistry. He’s particularly interested in research, possibly with an agricultural focus

“With ‘biochem,’ there’s a lot of interesting stuff . . . maybe making safer sprays for crops or working on insect mitigation via biochemistry,” said Grodin, who would like his work to be beneficial for society. “I don’t want to be so abstract that my work doesn’t necessarily help anybody. Making it apply to something in society would be super cool.”

Chihiro Uchizono – AAS, Hospitality and Tourism Management

While her passion for travel and learning about other cultures lead Chihiro Uchizono to 17c�����Ƶ’s Hospitality and Tourism Management Program, her commitment to pursuing her degree may have redefined what it means to study remotely. When the COVID-19 pandemic hit, Uchizono, who grew up in Osaka, Japan, had to return home, and studied remotely there for the first two semesters of her coursework at 17c�����Ƶ.

“The first semester right after COVID-19 was the most difficult year for me because there is a 13- hour time gap between Japan and the U.S…. so I had to wake up 2 or 3 am in the morning to attend zoom class,” said Uchizono. “I had to go work after that, so it was very tough to manage my time schedule.”

When in-person classes resumed last fall, Uchizono made the most of her time on campus, becoming Student Government Association Treasurer and an active participant in Garden Club, Performing Arts Club, and Art Club.

“I enjoyed my experiences at 17c�����Ƶ a lot because it is a small college. I can interact with many people including faculty members and students and be close with them,” said Uchizono. “I appreciate the very welcoming atmosphere since I am an international student who came to the U.S. alone.”

After a road trip tour of the East Coast with friends, Uchizono said her next step is to find an internship and get some job experience in the travel industry. “I am really interested to travel more and get to know more about other cultures,” said Uchizono. “I am looking a job related to traveling. I am really hoping that I can find a flight attendant job.”

About 17c�����Ƶ

17c�����Ƶ is the leader of innovative higher education and a catalyst for workforce development throughout the Sullivan Catskills and beyond. Our diverse community cultivates personal growth and professional advancement, preparing students for success in a sustainable and interconnected world. A forward-looking, top-tier community college in New York, 17c�����Ƶ offers over 40 degree programs, certificates, and micro-credentials for learners at all levels of their educational goals. We value critical inquiry and creativity while supporting our students in a culture of inclusion and respect. For more information, visit sunysullivan.edu. 

Fall 2021 COVID-19 Guidance (Updated) 

COVID-19 Vaccination: According to the mandate, effective August 23, 2021, vaccination is now mandatory for all SUNY and Sullivan County CC students who have an on-campus presence. The expectation is that ALL students are fully vaccinated by September, 27, 2021. Failure to do so can result in your withdrawal from the institution. 17c�����Ƶ students who are vaccinated need to voluntarily consent to authorize SUNY to access information about their vaccination status here:

17c�����Ƶ ID: ALL students are required to wear their 17c�����Ƶ Student ID card at all times while on campus property and it must be visible. ID cards can be obtained in our One Stop (located in Building E) after students have been cleared through the Student Billing Office. Failure to adhere to the policy will result in violations to the Student Code of Conduct.

Mask and Social Distancing: 17c�����Ƶ requires ALL students regardless of vaccination status to wear a mask inside campus buildings until further notice. This is a temporary safety measure until Sullivan County COVID-19 transmission rates decline, and at such time, this policy will be re-evaluated.   Pursuant to the CDC, “A person with a disability who cannot wear a mask, or cannot safely wear a mask, because of a disability as defined by the Americans with Disabilities Act (42 U.S.C 12101 et seq.)” may submit a request to our ADA compliance officer, Lynn Liebowitz-Whitehead at lleibowitz-whitehead@sunysullivan.edu for consideration of an exemption from mask wearing based on a medical accommodation, regardless of vaccination status.  

COVID-19 Testing: All students with an on-campus presence (on-campus class, athletic practice/contest, resident), must participate in pool testing. Students who are fully vaccinated* will be required to test monthly, and students who are unvaccinated, or not fully vaccinated will test weekly. Pool testing for unvaccinated, or not fully vaccinated students will take place in the Student Union on Tuesday and Wednesday of each week starting August 31, 2021. (See the attached memo for how to register for testing prior to your appointment)   For those that are considered fully vaccinated, monthly student testing will begin on September 14, 2021. Questions? Contact our Health Services office at healthservices@sunysullivan.edu.

*Individuals are considered fully vaccinated: (1) two weeks after receiving the second dose in a two dose COVID-19 vaccine series or (2) two weeks after receiving a single dose COVID-19 vaccine)

These updated protocols are subject to change as COVID-related conditions evolve. In addition, nothing herein limits the authority of campuses to impose additional COVID regulations within its current authority if not enumerated in the following guidance. Campuses must continue to comply with any additional requirements imposed by SUNY and local health departments.

Fall 2021 COVID -19 Guidance 

I. Masks and Social Distancing

Due to climbing rates of COVID-19 infection all individuals (i.e. students^[1], faculty, and staff³) accessing campus are required to wear masks and practice social distancing in all locations.

• Campus discretion. Campuses may impose additional mask wearing requirements and additional terms or restrictions within the instructional setting (e.g. no eating or drinking) above and beyond the CDC guidance. If so, the campus must work with campus stakeholders in development of any additional changes and broadly communicate the policy to the entire college community.
• Special consideration. Pursuant to the CDC, “A person with a disability who cannot wear a mask, or cannot safely wear a mask, because of a disability as defined by the Americans with Disabilities Act (42 U.S.C. 12101 et seq.)” may submit a request to the campus for consideration of an exemption from mask wearing based on a medical accommodation, regardless of vaccination status.
• Community transmission. Additional requirements may be imposed by the campus or System Administration based upon the increasing COVID-19 transmission rates on campus.

II. Large Event Capacity Limits

The State of New York’s COVID-19 restrictions remain in effect for large-scale indoor event venues—now defined as indoor venues that hold more than 5,000 attendees. Consistent with the State’s implementation of the CDC guidelines, proof of vaccination can be used to eliminate social distancing and remove masks for fully vaccinated individuals. Unvaccinated or unknown vaccination status individuals who are over the age of four must continue to present proof of a recent negative diagnostic COVID-19 test result and wear masks within the venue. However, social distancing can be reduced or eliminated between tested attendees, allowing venues to reach 100 percent capacity in all sections.

III. Mandatory Vaccination for Students and Vaccination Management System

The State of New York directed that the public universities mandate COVID vaccinations for students, upon the federal government’s full approval of the vaccine. To that end, the Board of Trustees passed a resolution delegating the implementation of the mandatory vaccination policy to the Chancellor. The Chancellor’s draft policy has been distributed to campuses and will be finalized after the campus comment period.

The System Administration has implemented a system-wide solution for all campuses to track verified vaccination status of SUNY students. Campuses are required to utilize this system which will be driven by student consent and will use available authoritative sources – the NYS and NYC immunization systems – to verify vaccination status. Students vaccinated outside the State of New York will be required to submit appropriate documentation to the campus. System administration will work with campuses to integrate any existing systems into the new centralized vaccination management system.

IV. Daily Health Screening

Daily health screenings are no longer required for vaccinated individuals. Campuses may continue to screen all individuals for (1) COVID-19 symptoms, (2) recent close contacts, and (3) recent positive COVID-19 test result, regardless of individual vaccination status. Screening may be performed via signage, by e-mail/website, by telephone, or by electronic survey. Temperature checks are no longer required as a part of health screening. Campuses should continue to encourage students, faculty, and staff to perform daily self-health screenings for infectious illnesses, including COVID-19. Anyone with signs or symptoms of infectious illness should stay home when sick and/or seek medical care.

V. Mandatory Pause Requirements

The NYS requirements for a mandatory pause are no longer in effect. However, System Administration retains the authority to pause campus activities in cases of increased community transmission.

VI. Cleaning Protocols

The New York State mandatory cleaning and disinfection protocols are no longer in effect. However, it is highly recommended that campuses clean and disinfect high-touch surfaces, such as common areas and shared workstations, at least once a day and regularly clean and disinfect other surfaces as necessary given the level of traffic and type of individuals who use the space and general risk of community transmission of COVID-19. Campuses must provide hand hygiene stations or supplies within workplaces for individuals to use; specifically, hand washing, such as soap, running water or disposable towels or hand sanitizing, such as alcohol-based sanitizer with 60 percent or more alcohol where hand washing may not be available or practical.

VII. Ventilation and Air Filtration

Campuses should increase outdoor airflow and ventilation rates in indoor settings to the extent compatible with individual comfort and safety and in accordance with building codes and standards, as well as applicable lease, contract, or other use agreement requirements; in indoor areas where air is recirculated, should consider higher rated filtration within HVAC systems as supported by the filter rack and air handling system so long as the system can perform to the level of heating and cooling that it was able to provide prior to the COVID-19 public health emergency; and consider other appropriate indoor air quality measures, such as portable fans, filters, and air cleaners.

VIII. Telecommuting Policies

Each State-operated campus must inform employees that the statewide telecommuting pilot program expired in its current form on July 2, 2021. System Administration is working with the Governor’s Office of Employee Relations (GOER) and campuses on a system-wide telecommuting policy that will be submitted to the State for review and approval. This is an ongoing process and the policy is still in development.

IX. COVID-19 Testing

The goal is to get every individual vaccinated. Until that point, mandatory weekly testing will continue to be required for any person^[2] who has a physical presence on campus and who has not been fully vaccinated or who has not shown proof of vaccination. Fully vaccinated students and employees (including auxiliary workers and vendors with a regular on-campus presence) may opt-out from mandatory weekly testing upon the submission of documentation showing completion of a full vaccination series (definition subject to change based on final recommendations from the Food and Drug Administration (FDA) and CDC on booster shots).

Subject to final New York State guidance, COVID-19 vaccines recognized by the World Health Organization (WHO) may now be accepted for purposes of determining vaccination status. See: Coronavirus Disease (COVID-19) | WHO – Prequalification of Medical Products (IVDs, Medicines, Vaccines and Immunization Devices, Vector Control).

• Symptomatic Cases. Diagnostic (PCR) testing of all symptomatic persons, including vaccinated persons who display COVID-related symptoms, will continue. Campuses may choose to require more frequent surveillance testing of individuals, regardless of vaccination status.
• Contractors and Vendors. Campuses should continue with the process currently in place for contractors and outside vendors.
• Campuses must continue to report testing results daily through the SUNY Health Portal but can pre-fill entries for days (e.g. weekends) when no testing is done or is anticipated to be done.
• Any incidents of non-compliance with campus testing will continue to be handled through the individual Campus Code of Conduct for students and Human Resources for employees.
• Additional Testing. Campuses may impose more frequent testing of students and employees, regardless of vaccination status, if conditions warrant additional measures. SUNY Upstate Medical University has developed additional protocols that may be used by campuses.

X. Pre-Semester Testing and Quarantine

In lieu of a negative test, unvaccinated students with a medical or religious exemption will need to quarantine for at least ten (10) days prior to or upon arrival at campus and attest to the campus that they did so. Campuses have the discretion to impose additional requirements (e.g. campuses may require a negative COVID-19 test within the past three (3) days as opposed to five (5) days and/or campuses may also require both quarantine and a test).

XI. Residence Halls, Quarantine and Isolation Space

Campuses should plan for a higher occupancy of residence halls in the fall Campuses should plan to maintain a reasonable portion of the rooms previously held or have access to space off campus for quarantine and isolation uses. The CDC Guidance indicates that fully vaccinated individuals who are exposed to COVID-19 do not have to quarantine unless they are symptomatic. Fully vaccinated individuals who test positive must isolate for 10 days.

XII. Uniform Sanctioning Compliance Guidance

The Uniform Sanctioning Compliance Guidance, issued on September 25, 2020, was sunset and is no longer in effect. The flexibility to enforce such guidance is returned to the campus. Such enforcement at the campus level will continue through the 2021-2022 academic year. Further details will be distributed by the Office of General Counsel.

[1] Students are defined as any individual matriculated or otherwise enrolled full-time or part-time at SUNY Facilities as well as visiting, auditing, exchange, continuing education, and international students taking in-person courses at SUNY. The definition of students does not include high school students enrolled in courses at a campus. See Section XIV below for more information regarding high school students. ³ Staff includes all employees working on campus—State, Research Foundation, Campus Foundation, contractors, etc.

[2] The mandatory testing agreements with faculty and staff expired on June 30, 2021. New agreements were signed by UUP, PEF, NYSCOPBA, and PBANYS to extend the agreement through December 2021. CSEA has yet to sign the agreement.

Plan Subject to Any Changes in Federal and State Guidance

CONTINUITY OF OPERATIONS PLAN FOR A STATE DISASTER EMERGENCY INVOLVING A COMMUNICABLE DISEASE

Purpose

To ensure the continuation of services provided by the State of New York and the health and safety of the public sector workforce, each New York State agency and authority must prepare a plan for the continuation of operations in the event that the Governor declares a state disaster emergency involving a communicable disease.

Applicable agencies and authorities must post finalized plans by April 1, 2021 in (1) a clear and conspicuous location (e.g., bulletin boards or other similar location where employees normally view information posted by the employer), (2) in their employee handbook if they have one, and (3) on either their intranet or internet website.

Continuity of Operations Plan for a Disaster Emergency Involving a Communicable Disease

Individual(s) Responsible for Maintaining this Plan:

Stephanie Greeno
Director of Human Resources/Safety Monitor
sgreeno@sunysullivan.edu
845-434-5750 ext. 4311

Pamela Jones

College Nurse/Safety Monitor

pjones@sunysullivan.edu

845-434-5770 ext. 4419

Date of Posting:

April 1, 2021

Statutory Elements of the Plan:

• A list and description of the types of positions considered essential in the event of a state-ordered reduction of in-person workforce.

Effective February 1, 2021, the College considers the following to be “essential” employees.

• Essential shall refer to a designation made that a public employee is required to be physically present at a worksite to perform his or her job. Such designation may be changed at any time in the sole discretion of the employer.
• A description of protocols the employer will follow for non-essential employees to telecommute including, but not limited to, facilitating or requesting the procurement, distribution, downloading and installation of any needed technology, including software, data, and the transferring of office phone lines to work or personal cell phones as practicable or applicable to the workplace, and any devices.
  • Non-essential shall refer to a designation made that a public employee is not required to be physically present at a work site to perform his or her job. Such designation may be changed at any time in the sole discretion of the employer.

• A description of how the employer will, to the extent possible, stagger work shifts of essential employees in order to reduce overcrowding on public transportation systems and at worksites.
• A description of the protocol that the employer will implement in order to procure the appropriate personal protective equipment for essential employees, based upon the various tasks and needs of such employees, in a quantity sufficient to provide personal protective equipment to each essential employee during any given work shift. Such description shall also include a plan for storage of such equipment to prevent degradation and permit immediate access in the event of an emergency declaration.
• A description of the protocol in the event an employee is exposed to a known case of the communicable disease that is the subject of the state disaster emergency, exhibits symptoms of such disease, or tests positive for such disease in order to prevent the spread or contraction of such disease in the workplace. Such protocol shall also detail actions to be taken to immediately and thoroughly disinfect the work area of any employee known or suspected to be infected with the communicable disease as well as any common area surface and shared equipment such employee may have touched, and the employer policy on available leave in the event of the need of an employee to receive testing, treatment, isolation, or quarantine. Such protocol shall not involve any action that would violate any existing federal, state, or local law, including regarding sick leave or health information privacy.
• A protocol for documenting hours and work locations, including off-site visits, for essential employees. Such protocol shall be designed only to aid in tracking of the disease and to identify the population of exposed employees in order to facilitate the provision of any benefits which may be available to certain employees on that basis.
• A protocol for how the public employer will work with such employer’s locality to identify sites for emergency housing for essential employees in order to further contain the spread of the communicable disease that is the subject of the declared emergency, to the extent applicable to the needs of the workplace.
  

Any other public health requirements determined by the New York State Department of Health (DOH) that are designed to reduce transmission of infectious diseases, such as face coverings, contract tracing, diagnostic testing, social distancing, hand and respiratory hygiene, and cleaning and disinfection protocols.

1. Essential Personnel

Essential shall refer to a designation made that a public employee is required to be physically present at a worksite to perform his or her job. Such designation may be changed at any time in the sole discretion of the employer.

17c�����Ƶ President will be responsible for final determinations as to which functions or employees are essential based on how the crisis is developing or present on campus. Employees determined to be essential will be notified by management in writing. In addition to campus leadership such as the Campus President, essential functions at the campus level also include functions required to support the well-being of individuals who remain on campus as well as the maintenance of 17c�����Ƶ properties and resources. Below is a list of positions/functions at the campus level that may be essential in responding to a disaster emergency involving a communicable disease:

B. Telecommuting

The Governor’s Office of Employee Relations (GOER) has the authority to establish a Statewide, uniform, telecommuting program which outlines how agencies/authorities manage telecommuting. In the event of a future state disaster emergency involving a communicable disease, 17c�����Ƶ will receive direction from GOER on the rules and guidelines applicable to telecommuting and will take the necessary steps in order to implement and operationalize any official telecommuting program, where applicable, for 17c�����Ƶ, including:

• Protocol for procurement, distribution, downloading and installation of needed technology:

There are a variety of technological tools available to support a remote workforce. In addition to software tools, we may provide access to desktops and lab computers, and loaner laptops, Chromebooks, tablets and other technological resources.

• Protocol for phone coverage and transfer of office phone lines to work or personal cell phones:

17c�����Ƶ employees have access to check their voicemail remotely. Employees should check with the Help Desk to see what is available. Additionally, cell phone use is prevalent, and many employees choose to use their cell phones as their primary contact.

17c�����Ƶ will periodically assess its technology needs for telecommuting and work with IT to ensure that appropriate information technology resources are available.

In the absence of a Statewide telecommuting program, 17c�����Ƶ will work within the confines of current labor management structures to determine the appropriateness of employee presence on campus, to include the possibility of assigning alternate work locations. Until a decision is made by the College about the nature and extent of the emergency, or a closure by the Governor, all employees

should report to work as usual. Thereafter, management will determine and communicate which functions are essential and if any essential personnel will be excused from reporting to work and/or a physical work location.

C. Work Shifts/Schedules

17c�����Ƶ will ensure that essential employees can continue to fulfill their work responsibilities within the confines of what is advisable by the WHO, CDC and/or required by NYS or its DOH. In a future communicable disease event, current procedures and guidelines for workplace safety protocols will be adjusted to fit the specific threat and be distributed to all employees. Considerations will be made, within the confines of collective bargaining agreements and civil service laws, rules or regulations, to modify working hours, shifts, and schedules in such a way that social distancing and other workplace safety protocols can be enforced. We will ensure that appropriate physical and social distancing is followed for those physically present at work. These guidance documents include the following key elements:

• Employees required to physically report to the office may work with their supervisor on an individualized work schedule that will meet specific operating requirements and their personal needs. Subject to operating needs, an individualized work schedule can include:
  • Permitting essential employees to flex their schedules around available childcare, working some or all of their hours on evening and/or weekend shifts when alternate care options are available, dependent on operational needs.
  • Adjusting building access (hours and security) to support flex schedules.
  • Office Social Distancing:
    • During the current emergency, 17c�����Ƶ evaluated and adjusted its individual and community office space to comply with social distancing requirements. These measurements will be kept and will be available during the next contagious disease emergency, in accordance with the threat.
    • Supervisors will monitor work schedules and limit occupancy in any enclosed space to no more than 50% and maintain a 6-foot distance between individuals.
    • Physical partitions or other barriers may be installed where 6-foot distancing between staff is not possible.

D. Personal Protective Equipment

17c�����Ƶ follows Infection Control Procedures in accordance with the Center for Disease Control and the New York State Department of Health in the development of all internal protocols and guidance relative to responding to communicable disease.

During a response to a communicable disease outbreak, procuring, distributing and inventory control will be centralized and prioritized. The Offices of Health Services and Building and Grounds will coordinate these activities and supplies will be procured via OGS or from well-established New York State suppliers.

Health services, the campus safety monitors and building and grounds will be responsible to ensure that there are adequate medical (general medical supplies, medications and PPE) and nonmedical (for implementation of CDC recommended infection control and biosafety measures; cleaning and disinfecting) supplies to cover a public health emergency. 17c�����Ƶ’s PPE supply is stored pursuant to PPE storage requirements and is overseen and distributed by the Office of Buildings and Grounds.

PPE needs will be determined by our population. There is a minimum kept on hand based on what our needs are determined to be.

The health services office in coordination with the campus safety monitors will ensure employees are provided training on the proper donning, doffing, cleaning (as appropriate) and disposal of PPE.

E. Exposure Protocol

17c�����Ƶ has created a series of procedures to ensure that all employees physically reporting to work are screened for infectious disease and that the results of the screenings are collected and instantly reviewed. These protocols follow all screening, testing, and tracing procedures as outlined in the applicable NYS DOH guidance, including instructions to employees on when to return home and when to return to work. Protocols are updated as circumstances change.

SUNY System Administration has worked with the SUNY hospital network to develop tests in the current pandemic and requires weekly testing of all employees physically present at SUNY campuses. Testing protocols can be modified to support other testing needs. 17c�����Ƶ has implemented the following COVID-19 Testing Plan and will utilize future protocols as needed in future situations.

Based on the total on-campus population of 17c�����Ƶ, we will be utilizing a Saliva Pooled Testing approach and 100% of the on-campus student population will be tested every week. Persons being tested will be assorted into pools based on class schedules and office duties and schedules. The pooled testing technique allows a lab to mix several samples together in a “batch” or pooled sample and then test the pooled sample with a diagnostic test. If the pooled sample is negative, it can be deuced that all individuals are negative. If the pooled sample comes back positive, then each sample will be tested individually to find out which was positive. For all persons in a positive pool, care must be taken to confidentially handle the resultant health-related information in an appropriately discrete manner. Our safety monitors will be monitoring the pooled testing results in order to take proactive actions and will be working closely with county health officials on isolation/quarantine protocols for any positive test results. All individuals who test positive through our pooled testing, will be advised to isolate, per the guidance given from county health officials, and the county health department will be notified for contact tracing.

Employees who are physically reporting to work must complete the Daily COVID-19 Screening prior to accessing campus. This includes employee’s coming into the building only for a brief period.

Procedures have been developed to comply with directives from the Director of State Operations and Infrastructure memorandum, entitled, “” which includes cleaning and disinfecting protocols, as well as notification to health officials as required. 17c�����Ƶ also works with Constable, a 3^rd party cleaning company, to thoroughly disinfect any work area of any in person employee as well as any common area surface and shared equipment such employee may have touched including:

• Building and elevator lobbies.
• Restrooms & drinking fountains.
• Hallway light switches, turnstiles, and waste receptacles.
• Building entrances, stairwell doors and handrails.

While the amount and types of leave available to an employee will be dependent on the particular communicable disease emergency that has been declared and any provisions of law that provide for leave under such circumstances, during a communicable disease emergency an employee’s leave options include GOER quarantine leave, other applicable State policy leave, leave provided under a Federal Act and an employee’s own leave accruals. Collective Bargaining Agreements may also be applicable. Policy on available leaves will be established by the Department of Civil Service and/or GOER who shall provide guidance to the agencies/authorities on how to instruct employees about available leaves.

F. Protocol for Documenting Work Hours/Locations

17c�����Ƶ is responsible for tracking the population of exposed employees in order to facilitate the provision of any benefits which may be available to certain employees on that basis. Employees entering 17c�����Ƶ worksites must undergo a health screening which is recorded as described in Section E (above). Logs from that application are saved daily and are accessible by key personnel including the College Nurse and Human Resources Office who will use the information for the purposes of disease tracking, identifying potential exposures, and contact tracing.

G. Protocol for Identifying Emergency Housing for Essential Employees

17c�����Ƶ is responsible for contacting county officials, hotels and college and university officials to develop information about the availability of emergency housing for essential employees. Emergency housing opportunities, once developed, will be communicated to employees who may need such housing.

H. Other Requirements Determined by the NYS DOH

• Current DOH guidelines for COVID-19 are as follows and will be modified depending on the particular emergency declared.
  • Ensure a distance of at least 6 feet is maintained among employees at all times, unless safety of the core activity requires a shorter distance (e.g., moving and lifting equipment). Any time an employee must come within 6 feet of another person, the employee and person should wear acceptable face coverings.
  • When distancing is not feasible between workstations or areas, provide and require the use of face coverings or erect physical barriers, such as plastic shielding walls, in lieu of face coverings in areas where they would not affect air flow, heating, cooling, or ventilation.
  • Tightly confined spaces should be occupied by only one individual at a time, unless all occupants are wearing face coverings. If occupied by more than one person, occupancy will be kept under 50% of maximum capacity.
  • Social distancing markers should be posted around the workplace using tape or signs that indicate 6 feet of spacing in commonly used areas and any areas in which lines are commonly formed or people may congregate (e.g., clock in/out stations, health screening stations, break rooms, water coolers, etc.). Further, bi-directional foot traffic should be reduced by using tape or signs with arrows in narrow aisles, hallways or spaces.
  • Post signs, consistent with the DOH COVID-19 signage, to remind employees about social distancing, hand hygiene, PPE, and cleaning guidelines.
  • Limit employee travel for work to only essential travel.
  • Hygiene and sanitation requirements from the Centers for Disease Control and Prevention (CDC) and DOH must be followed, and cleaning logs that that include the date, time, and scope of cleaning must be maintained.
  • Hand hygiene stations, including handwashing with soap, water, and disposable paper towels, as well as NYS Clean hand sanitizer or a hand sanitizer containing 60% or more alcohol for areas where handwashing facilities may not be available or practical, must be provided and maintained for personnel.
  • Appropriate cleaning/disinfection supplies for shared and frequently touched surfaces must be provided, and employees must use these supplies before and after use of these surfaces, followed by hand hygiene.
  • Regular cleaning and disinfection of the office location must be undertaken. More frequent cleaning and disinfection must be undertaken for high risk areas used by many individuals and for frequently touched surfaces, at least after each shift, daily, or more frequently as needed, and align with DOH’s “Interim Guidance for Cleaning and Disinfection of Public and Private Facilities for COVID-19”.
  • Exposed areas must be cleaned and disinfected in the event of an employee testing positive for COVID-19. Such cleaning should include, at a minimum, all heavy transit areas and high-touch surfaces (e.g., vending machines, handrails, bathrooms, doorknobs, etc.).
  • CDC guidelines on “Cleaning and Disinfecting Your Facility” should be complied with if someone in your facility is suspected or confirmed to have COVID-19.
  • Agencies/authorities must have internally identified key points of contact including but not limited to site safety monitors, individuals responsible for monitoring compliance with this plan and central points of contact who will coordinate efforts to notify appropriate health authorities of positive cases and assist with required contact tracing.
  • 17c�����Ƶ will also comply with all executive orders and emergency regulations related to the state disaster emergency.