Common use of Furloughs Clause in Contracts

Furloughs. The University and the Union recognize that severe financial conditions may arise which necessitate the use of furloughs. Furlough Leave is when the university has determined that bargaining unit members can be placed into a temporary, no-duty, non-pay status. Furlough leaves are different from layoffs in that impacted employees continue working on a reasonably regular basis, except for a temporary period without pay. Mandatory Scheduled Furlough Leave Days are leave days that have been identified by the president, or her/his designee, as official furlough leave days, required to be taken within an applicable fiscal year. Before a furlough leave is implemented, the president or designee will perform an analysis to ensure the cost-savings effectiveness. If it is determined that a significant cost-savings can be realized by the activation of a furlough leave, the president or designee will provide campus-wide notification no later than 30-days prior to implementation of the furlough leave, except in the event of any major university crisis, such as a catastrophe, natural disaster or in the event of financial exigency. The University reserves the option to exempt any employee earning below a designated annualized minimum salary, as determined by the president or designee, from being required to take mandatory furlough leave. The president or designee will communicate the minimum salary threshold prior to the enactment of mandatory furlough leave days. The number of days of mandatory furlough leave for bargaining unit employees shall be set at a maximum of five (5) days [40 hours] per fiscal year. Furlough leave days for bargaining unit employees will not exceed more than two (2) days [16 hours] within a given pay period. Impacted employees are not permitted to perform work while on a furlough leave. This requirement will be strictly monitored. No vacation, sick leave or compensatory time will be approved in lieu of a period of mandatory furlough leave. Additionally, paid holidays or other paid time off cannot be substituted for furlough leave days. New employees who have six (6) months or less service with the university at the time of an enactment of mandatory furlough leave will be exempted from furlough leave within that fiscal year. However, new employees with more than six (6) months of service with the university, at the time of an enactment of mandatory furlough leave, who meet the annualized salary threshold, will be required to take mandatory furlough leave days. Supervisors may not permit bargaining unit employees to work overtime for a regular shift in a week in which there is mandatory furlough leave. Overtime should not be used to subvert furlough leave requirements. At the sole discretion of the University, additional assignments will only be permitted for events and/or other activities outside an employee’s regular schedule as required by the University. Furlough leave days may be taken in eight (8) hour or four (4) hour increments only, except for those part-time employees whose prorated furlough leave requirement is not evenly divisible by four (4). All furlough leave days shall be documented on timesheets as ‘Furlough Leave’ for payroll and leave records. Leave accruals will continue with the use of a specific furlough leave code on bi-weekly time sheets.

Furloughs. The University and the Union recognize that severe financial conditions may arise which necessitate the use of furloughs. Furlough Leave is when the university has determined that bargaining unit members can be placed into a temporary, no-duty, non-pay status. Furlough leaves are different from layoffs in that impacted employees continue working on a reasonably regular basis, except for a temporary period without pay. Mandatory Scheduled Furlough Leave Days are leave days that have been identified by the president, or her/his designee, as official furlough leave days, required to be taken within an applicable fiscal year. Before a furlough leave is implemented, the president or designee will perform an analysis to ensure the cost-savings effectiveness. If it is determined that a significant cost-savings can be realized by the activation of a furlough leave, the president or designee will provide campus-wide notification no later than 30-days prior to implementation of the furlough leave, except in the event of any major university crisis, such as a catastrophe, natural disaster or in the event of financial exigency. The University reserves the option to exempt any employee earning below a designated annualized minimum salary, as determined by the president or designee, from being required to take mandatory furlough leave. The president or designee will communicate the minimum salary threshold prior to the enactment of mandatory furlough leave days. The number of days of mandatory furlough leave for bargaining unit employees shall be set at a maximum of five (5) days [40 hours] per fiscal year. Furlough leave days for bargaining unit employees will not exceed more than two (2) days [16 hours] days within a given pay period. Impacted employees are not permitted to perform work while on a furlough leave. This requirement will be strictly monitored. No vacation, sick leave or compensatory time will be approved in lieu of a period of mandatory furlough leave. Additionally, paid holidays or other paid time off cannot be substituted for furlough leave days. Part-time employees with the identified full-time annualized salary threshold, as determined by the president or designee, shall be required to take furlough leave on a prorated basis. New employees who have six (6) months or less service with the university at the time of an enactment of mandatory furlough leave will be exempted from furlough leave within that fiscal year. However, new employees with more than six (6) months of service with the university, at the time of an enactment of mandatory furlough leave, who meet the annualized salary threshold, will be required to take mandatory furlough leave days. Supervisors may not permit bargaining unit employees to work overtime for a regular shift in a week in which there is mandatory furlough leave. Overtime should not be used to subvert furlough leave requirements. At the sole discretion of the University, additional assignments will only be permitted for events and/or other activities outside an employee’s regular schedule as required by the University. Furlough leave days may be taken in eight (8) hour or four (4) hour increments only, except for those part-time employees whose prorated furlough leave requirement is not evenly divisible by four (4). All furlough leave days shall be documented on timesheets as ‘Furlough Leave’ for payroll and leave records. Leave accruals will continue with the use of a specific furlough leave code on bi-weekly time sheets.

Furloughs. Employees hired subject-to-furlough may be furloughed in accordance with the conditions of their appointments without regard to the provisions of this Article. Section 1. This article sets forth procedures which will be followed if The University Employer determines it necessary to furlough career employees because of lack of work or funds, or other non-disciplinary reasons. Section 2. The Employer will notify the Union of a proposed furlough 60 days before the employees are notified. The Employer will advise the Union of the reason for the furlough, the number, names, titles, series and grade of all employees affected, and the Union recognize that severe financial conditions may arise measure which necessitate The Employer proposes to take to reduce the use of furloughsadverse impact on employees. Furlough Leave is when the university has determined that bargaining unit members can The employees will be placed into a temporary, no-duty, non-pay status. Furlough leaves are different from layoffs in that impacted employees continue working on a reasonably regular basis, except for a temporary period without pay. Mandatory Scheduled Furlough Leave Days are leave days that have been identified by the president, or her/his designee, as official furlough leave days, required to be taken within an applicable fiscal year. Before a furlough leave is implemented, the president or designee will perform an analysis to ensure the cost-savings effectiveness. If it is determined that a significant cost-savings can be realized by the activation of a furlough leave, the president or designee will provide campus-wide notification no later than given specific notice (30-days prior notice for furlough of less than 30 days, 60 days for furloughs in excess of 30 days). Section 3. The following matters involving furloughs are appropriate matters for negotiations between the Parties, but are not limited to: a. The content of furlough notices. b. The content of solicitation of volunteers for furlough. c. Scheduling of consecutive or nonconsecutive furlough days. d. Provisions for keeping the Union informed of furlough developments. e. Selection criteria of employees for furlough among a group of qualified employees by seniority. f. All procedures and appropriate arrangements to implementation lessen impact of affected employees. Section 4. The Employer will not schedule the number of workdays per week for the purpose of disqualifying furloughed employees from unemployment compensation. Section 5. Furloughs for more than 30 days a. Where furlough leaveinvolves only a segment of an organization within a commuting area, except and the furloughs are for more than 30 days, The Employer will consider the following: 1) Detailing or reassigning employees to vacant positions. 2) Restructuring of positions, including unfilled positions to allow adversely affected employees to fill positions. Section 6. Identification of Furloughed Employees a. Furloughs of 30 Days or Less: 1) Volunteers: When it has been determined to furlough some, but not all employees in the event same competitive level within the bargaining unit, The Employer agrees to first solicit volunteers. If more volunteers are available than furloughed positions, selection will be based on the service computation date starting with the highest Reduction-in-Force (RIF) retention standing. Non- selection of any major university crisisvolunteers will be based on legitimate job-related reasons. 2) If a sufficient number of volunteers is not available for furloughed positions, such as a catastrophe, natural disaster selection for furlough beyond the volunteers will be based on service computation date starting with the lowest RIF retention standing. b. Furloughs for more than 30 days will be in accordance with 5 CFR 351 and U.S. Office of Personnel Management guidance. Section 7. Recall of Employees from Furlough a. Furloughs of 30 Days or Less: When The Employer recalls employees to duty in the event same competitive level within the bargaining unit; it will be in order of financial exigency. The University reserves service computation date starting with the option to exempt any employee earning below a designated annualized minimum salary, as determined by the president or designee, from being required to take mandatory furlough leave. The president or designee will communicate the minimum salary threshold prior to the enactment of mandatory furlough leave days. The number of days of mandatory furlough leave highest RIF retention standing. b. Furloughs for bargaining unit employees shall be set at a maximum of five (5) days [40 hours] per fiscal year. Furlough leave days for bargaining unit employees will not exceed more than two (2) 30 days [16 hours] within a given pay period. Impacted employees are not permitted to perform work while on a furlough leave. This requirement will be strictly monitored. No vacation, sick leave or compensatory time will be approved in lieu accordance with 5 CFR 351 and U.S. Office of a period of mandatory furlough leave. Additionally, paid holidays or other paid time off cannot be substituted for furlough leave days. New employees who have six (6) months or less service with the university at the time of an enactment of mandatory furlough leave will be exempted from furlough leave within that fiscal year. However, new employees with more than six (6) months of service with the university, at the time of an enactment of mandatory furlough leave, who meet the annualized salary threshold, will be required to take mandatory furlough leave days. Supervisors may not permit bargaining unit employees to work overtime for a regular shift in a week in which there is mandatory furlough leave. Overtime should not be used to subvert furlough leave requirements. At the sole discretion of the University, additional assignments will only be permitted for events and/or other activities outside an employee’s regular schedule as required by the University. Furlough leave days may be taken in eight (8) hour or four (4) hour increments only, except for those part-time employees whose prorated furlough leave requirement is not evenly divisible by four (4). All furlough leave days shall be documented on timesheets as ‘Furlough Leave’ for payroll and leave records. Leave accruals will continue with the use of a specific furlough leave code on bi-weekly time sheetsPersonnel Management Guidance.