UWG Furlough Procedure 2009 -2010
In accordance with the Furlough Policy approved by the Board of Regents on August 13, 2009, UWG provides the following plan of action. The principles used in this determination stemmed largely from the discussions on campus after the Regents announced their furlough policy, both over e-mail and at the open meeting on Friday, August 14, 2009. Colleagues requested that there be no more than two furlough days in a month, and the following plan reflects that approach.
The information on the attached calendars is similar to the final plan discussed at the August 14 meeting, on which there was consensus. The only difference is that paid holidays are moved around to keep the number of furlough days at no more than two per month. The required six furlough days will be observed on September 7, 2009; October 15, 2009; October 16, 2009; November 27, 2009; December 23, 2009; and March 26, 2010. There is a possibility that up to four additional furlough days will be required in the spring semester. If that becomes necessary, the university community will be informed as quickly as possible. Two paid holidays, Labor Day and the day after Thanksgiving, will be observed for pay purposes on November 25, 2009 and December 22, 2009. November 25th will be the replacement for the day after Thanksgiving (November 27th) and December 22nd will be the replacement for Labor Day (September 7th).
This “moving around” of paid holidays is precisely to meet the objective stated in the previous paragraph, that there be no more than two furlough days in a month. The University will be closed on furlough days, and employees will not be authorized to work on those days unless they are granted alternative furlough days by special exception approved by the President, or by other exceptions described in the BOR Furlough Policy. This furlough requirement means that an employee who is usually “exempt” under the Fair Labor Standards Act but whose pay is reduced due to a furlough must, during the week of the furlough, keep a record of hours worked.
Faculty are exempted from this requirement. Please refer to the last page of the attached BOR Furlough Policy for additional guidance. Those employees that are exempt from the furlough requirement by virtue of the annual earnings threshold (see BOR Furlough Policy) will be given the choice of taking a paid day of vacation or an unpaid leave of absence on each of the six furlough days.
Alternatively, the employee exempted from the furlough program can arrange an alternative work schedule during the week in which a furlough day occurs. They may work additional hours as long as the alternative schedule is approved by their supervisor and does not take them over 40 hours for the week.
For clarity, please understand that if you work less than 40 hours in the week you will be compensated for only those hours that you work. If you work three 10 hour days and an 8 hour day, you would only be paid for 38 hours. The remaining 2 hours would still need to be taken as unpaid leave or vacation time. This option must be approved by the employee’s supervisor and their divisional Vice President. Part-time non-benefited employees will not be required to take an unpaid leave of absence on furlough days.
Part-time benefited employees will be charged their particular FTE factor to each furlough day. For example, a half-time benefited employee will be responsible for each furlough day at the half-time rate. In addition to the furlough days, the University will be closed on December 21st as a mandatory vacation day for all employees. Since December 21st is a Monday and would be the only day open that week, the President’s Advisory Committee recommended the institution close in order to conserve energy and provide a longer uninterrupted break (two full weeks) for the staff. This day will be a paid vacation day, so there is no loss of salary unless the employee has no vacation days remaining. This is not different from what was done in many previous years. All policies in the Board of Regents statement apply to the UWG plan, and in case of any conflicting information, Board Policy always overrides institutional plans