Furlough FAQs

Q: Which days will be furlough days on my campus?

A: Each University will have their own procedure for establishing the furlough days on their campuses. These days should be announced quickly, as the Universities are eager to get started on implementing them. It is likely that each University will determine a certain number of days for campus-wide closures (probably during school break periods), a certain number will be added on a department-by-department wide basis (with input from employees), and any remaining days to be taken will be based on individual employee-supervisor agreement. Union staff/leadership on each campus should establish a communication process with HR/others to work through the issues associated with determining and announcing furlough days.



Q: How many furlough days will I have to take?

A: That depends on your income level and whether you are full or part time. Part-time employees will have a pro-rated share of furlough days. This chart lays out the four tiers of furlough days: Monthly pay of $2,450 or below: 8 days per biennium (or 4 days per year) Monthly pay $2,451 to $3,105: 12 days per biennium (or 6 days per year) Monthly pay $3,106 to $5,733: 14 days per biennium (or 7 days per year) Monthly pay $5,734 or higher: 16 days per biennium (or 8 days per year)



Q: What if I’m in the low-income group (i.e. 8 furlough days per biennium or 4 per year) and the University announces 6 campus-wide closure days per year?

A: You are only required to take 4 mandatory unpaid furlough days per year. The University will have to establish a way for you to either work on two of their announced closure days, or for you to get paid for being off on two days.



Q: How will my furlough days be subtracted from my paycheck?

A: You can decide: The default condition is that your furlough days are applied as an across-the-board reduction from your monthly paychecks, even if the actual time off bunches together during a few specific months. (The bargaining teams thought this would be more manageable and predictable a system for the majority of employees.) If you prefer, you can ask HR to have the deductions done during the months in which the time off falls. If you choose this option, you cannot reverse your decision later.



Q: Will my unpaid time off still count as time worked toward my accruals?

A: Yes, for the following: holidays, vacations, sick leave, personal leave accrual, and employer insurance contributions. It also counts toward seniority accruals (so it’s not a break in service). It will not count as time worked for overtime calculations.



Q: Can I take my furlough days in increments of less than a day?

A: Yes, if requested by the employee and approved by the supervisor. Campus-wide closures or department-wide closures are not likely to be granted as less-than-a-day.



Q: Can I be required to take a furlough day on a holiday?

A: No.



Q.: My department/University sometimes closes for shortage of work. Could I use some or all of those days as furlough days?

A: Yes.



Q: If there is an Inclement Weather or Hazardous Condition closure, can time off be counted as furlough days?

A: Possibly. Under the contract you have the option, in cases of closure due to inclement weather or hazardous conditions, to either use paid leave or to take the time off as unpaid time. If you elect to use unpaid time (or you have no paid time to use) unpaid time taken in these situations may be counted towards the employee’s furlough days, if the Appointing Authority (i.e., the University’s Human Resources Department) approves.



Q: How will furlough days work for seasonal, part-time and academic year employees?

A: They are pro-rated based on regularly scheduled hours for part-timers; pro-rated based on appointment FTE and duration for academic year and seasonal employees.



Q: What happens if I am regularly scheduled to work more or fewer than eight hours on a furlough day?

A: If you work an alternative schedule such as 4-10s, the furlough hours on a furlough day will be consistent with your regularly scheduled hours. However, your total number of furlough hours will not exceed the total number of hours for an eight-hour employee at the same pay level. This means that a 4-10 employee could end up with fewer furlough days (but the same number of furlough hours) as an eight-hour employee.



Q: Can I use vacation, comp time, or persona leave on a furlough day?

A: No.



Q: Will furlough days affect how long my trial service lasts, or my salary eligibility date or my seniority?

A: No



Q: Can I get overtime pay in a week I take a furlough day?
 
A: Yes – but the furlough time off cannot count toward overtime.



Q: How do furlough days work for FLSA-exempt employees?

A: Your salary will be adjusted for furlough days n the same manner as for non-exempt (overtime-eligible) employees. However, you will be eligible for overtime for hours worked in excess of forty in the week in which the furlough day occurs.



Q: If the university is charging my paycheck for furlough days, how do I make sure that I get the time off?

A: The Agreement makes clear it’s management’s responsibility to ensure employees take the time off – so employees and stewards should hold them to that.