Furlough FAQs

The furlough program begins July 1, 2020, and ends on June 30, 2021

Full-time classified, administrative and faculty administrators (excluding H1B staff) are affected.

Furlough days must be taken in full day increments.

Employees on the payroll prior to or on June 30, 2020, will be considered an impacted employee for purposes of taking furlough days. Employees hired on or after July 1, 2020, through June 30, 2021, will not be expected to participate in the furlough program.

Yes. Employees will not be required to be in a paid status the day before the holiday IF the employee has selected that day as a furlough day.

We expect this will be a discussion between the employee and the supervisor. A supervisor can suggest other days due to operational needs. For example, having all employees in a unit off on the same day may not be feasible. Therefore, adjustments to a request can be made.

For classified employees, furlough days are to be recorded on the weekly timesheet, using the following leave code: FUR. Time sheets will be compared to the employee’s furlough designation form. For administrative staff and FADs, a pay reduction will be spread evenly across each pay period during fiscal year 2021. Furlough days should be coordinated with your supervisor. No time reporting is required.

No. Each employee will be required to take the number of days designated by his or her salary band.

Yes. Employees are required to take furlough days regardless of how a position is funded.

The supervisor will assess the University’s operational needs in deciding what furlough days will be allowed. We expect that the supervisor will consider the needs of the work unit and the impacted employees when determining who will take furlough time on what days.

Yes. Employees with voluntary near terminations due to retirement or resignation are required to take the planned furlough days prior to their departure.