Furlough Days
Please note the following Q&A’s pertaining to implementation of furlough days:
Q1. Will part time employees be subject to furloughs?
A. Yes. The time off and the pay deduction will be pro-rated according to normal procedure.
Q2. How much furlough time do I have to take if I am a 50% employee?
A. Your time would be pro-rated based on the standard workweek for your bargaining unit. If the standard workweek for your bargaining unit is 40 hours, one furlough day would be 8 hours, and 50% of that would be 4 hours. If the standard workweek is 35 hours, one furlough day would be 7 hours, and 50% of that would be 3.5 hours. For the 09-10 and 10-11 fiscal years, when three furlough days are required, the total furlough time off would be 12 and 10.5 hours off, respectively.
Q3. If I hire someone during the fiscal year, how much furlough time do they have to take?
A. Human Resources will pro-rate the furlough time and provide that information to the hiring Department.
Q4. Are my leave accruals affected by furloughs?
A. No.
Q5. Can an employee on paid military leave be scheduled for a furlough day?
A. No, not at that time.
Q6. Can an employee substitute personal leave, vacation or compensatory time for a furlough day?
A. No.
Q7. Does furlough time have to be taken in full day increments?
A. Yes, if the employee is full time.
Q8. What happens if an employee leaves State service between May 22, 2009 and June 30, 2011 before taking the appropriate number of furlough days?
A. If an employee leaves State service during this period, no action is necessary to recoup any remaining reduction in pay or furlough days.
Q9. May an employee receive unemployment benefits to cover the loss of compensation due to the furlough day reduction?
A. We have been informed that employees will not be eligible to receive unemployment benefits to cover the loss of compensation as a result of furlough days; however, this does not mean that an employee cannot file an application for benefits.
Q10. What flexibility do employees have to choose what days will be their furlough days?
A. Ultimately, management will designate the furlough days for each area with 2 weeks notice. If an area is 24/7 and cannot close on any fixed day(s), and employee may propose a prospective furlough day to their manager and may be awarded that day if operational needs permit.
Q11. Can managers designate approved vacation days as furlough days?
A. Yes, and the employee will not have a vacation day deducted for that day.
Q12. Can employees in the bargaining units who are having their salaries reduced over the fiscal year take all of their furlough time for that year sequentially?
A. Yes, if approved by their manager as meeting the operational needs of the agency. This would not be ideal if the employee’s area was able to close on fixed days.
Q13. If a non-exempt employee works more than 32 hours in a furlough week how are they compensated?
A. The employee is compensated hour for hour at the straight time rate and at time and one half for all hours actually worked in excess of 40 hours in a furlough week. Employees should consult their applicable collective bargaining agreements for specifics on what constitutes hours worked.
Q14. If an employee is sick on a fixed furlough day, can that day be charged to sick leave?
A. No.
Q15. If an employee works in a grant funded position, is the employee subject to the furlough days?
A. Yes, furlough days are not subject to funding sources.