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Furlough Resources

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Keep up to date on all the information regarding Furloughs and how they affect you!

UWEC Intermittent Furlough FAQs

Beginning August 1, 2020 through July 31, 2021, UWEC will be participating in an Intermittent Furlough Program.  This intermittent furlough program will apply to all employee classifications / groups, unless specifically excluded as stated in the program.  Employees that were on consecutive day furloughs prior to the intermittent program are included and must take the number of furlough days listed and corresponding salary reduction. 

The UWEC Intermittent Furlough Program is based upon UWS Interim Furlough Policy 1200-Interim 04,  and the program can be revised or cancelled at any time if the financial situation changes or as needs arise.

Below are some Frequently Asked Questions (FAQs) to answer specific questions regarding the UWEC Intermittent Furlough Program.

 

Posting date: 6/12/20
Updated: 6/19/20, 6/22/20
Intermittent Furlough Resource

The number of furlough days you must take are based on an your UWEC position 1.0 FTE (full time) salary rate which includes stipends and temporary increases. Furlough days will be converted to an equivalent % salary reduction for all employees (see chart below).

The Intermittent Furlough Calculation Chart below can help you determine the number of days you should take.

      Note: Mandatory furlough days for all employees are August 24, 2020, November 27, 2020, and December 30, 2020 and can be deducted from the total days determined on the chart.

           For Example:  $55,000 annually salary and work 12 months = 8 days -  3 mandatory days = 5 days of furlough to be scheduled.

Fiscal Year (12-Month) and Hourly Employees

                            FTE Salary

% Salary Reduction Furlough Days

Academic Year (9-Month)

             FTE Salary

% Salary Reduction Furlough Days
Less than $40,000 2.31% 6 Less than $40,000 2.31% 4.5
$40,000 to less than $60,000 3.08% 8 $40,000 to less than $60,000 3.08% 6
$60,000 to less than $80,000 3.85% 10 $60,000 to less than $80,000 3.85% 7.5
$80,000 or greater 4.62% 12 $80,000 or greater 4.62% 9
Salary Reduction Only
Expanded Exec Staff to include Deans and AVC’s 6.5% 0


 
 
 
 

 
 
 
 

If you are a part-time, fiscal year employee, the amount of your furlough time is prorated by the percentage of your appointment (% FTE or full-time equivalency). This is calculated using a three-step process.

Step 1:  Determine the number of furlough days assigned to your annual pay rate, without adjusting for part-time.

Step 2:  Multiply the number of furlough days by the percentage of your appointment (% FTE). For example, if your appointment is 0.75 FTE, you would multiply the number of furlough days by 0.75.  (Note: Furlough days are in 8 hour increments)

Step 3:  Convert the number of prorated furlough days (from Step 2) to hours by multiplying the number of days by 8 and rounding to the nearest whole hour.

 

Example A

Employee A has an annual pay rate of $30,000 and 0.5 FTE. The number of furlough days assigned for $30,000 is 6 days. If 6 furlough days is multiplied by 0.5, the result is 3 furlough days (or 24 furlough hours).

Step 1:  $30,000 pay rate = 6 furlough days
Step 2:  6 furlough days x 0.5 = 3 furlough days  (Note: Furlough days are in 8 hour increments)
Step 3:  3 furlough days x 8 = 24 furlough hours

 

Example B

Employee B has an annual pay rate of $79,000 and 0.66 FTE. The number of furlough days assigned for $79,000 is 10 days. If 10 furlough days is multiplied by 0.66, the result is 6.6 furlough days (or 53 furlough hours).

Step 1:  $79,000 pay rate = 10 furlough days
Step 2:  10 furlough days x 0.66 = 6.6 furlough days   (Note: Furlough days are in 8 hour increments)
Step 3:  6.6 furlough days x 8 = 53 furlough hours (when rounded to the nearest whole hour)

 

Example C

Employee C has an annual pay rate of $110,000 and 0.1 FTE. The number of furlough days assigned for $110,000 is 12 days. If 12 furlough days is multiplied by 0.1, the result is 1.2 furlough days (or 10 furlough hours).

Step 1:  $110,000 pay rate = 12 furlough days
Step 2:  12 furlough days x 0.1 = 1.2 furlough days  (Note: Furlough days are in 8 hour increments)
Step 3:  1.2 furlough days x 8 = 10 furlough hours

 

If you have multiple positions, the amount of your furlough time is calculated for each position. The amount of furlough time is calculated using a four-step process.

Step 1:  For each position, determine the number of furlough days assigned to your annual pay rate for the position, without adjusting for part-time.

Step 2:  For each position, multiply the number of furlough days by the percentage of your appointment (% FTE or full-time equivalency). For example, if your appointment is 0.25 FTE, you would multiply the number of furlough days by 0.25. 

Step 3:  For each position, convert the number of prorated furlough days (from Step 2) to hours by multiplying the number of days by 8 and rounding to the nearest whole hour.

Step 4:  Add the number of furlough hours for each position (from Step 3) together. This is the total number of furlough hours you will be required to take.

 

Example:

Employee A has two, Fiscal Year positions at UW−Eau Claire. Position # 1 has an annual pay rate of $75,000 and 0.4 FTE and Position # 2 has an annual pay rate of $75,000 and 0.25 FTE. The number of furlough days assigned for $75,000 is 10 days. For Position # 1, if 10 furlough days is multiplied by 0.4, the result is 4 furlough days (or 32 furlough hours). For Position # 2, if 10 furlough days is multiplied by 0.25, the result is 2.5 furlough day (or 20 furlough hours). The total number of furlough hours for Employee A is 52 hours.

Step 1:
Position # 1:  $75,000 pay rate = 10 furlough days
Position # 2:  $75,000 pay rate = 10 furlough days

Step 2:
Position # 1:  10 furlough days x 0.4 = 4 furlough days  (Note: Furlough days are in 8 hour increments)
Position # 2:  10 furlough days x 0.25 = 2.5 furlough day

Step 3:
Position # 1:  4 furlough days x 8 = 32 furlough hours (when rounded to the nearest whole hour)
Position # 2:  2.5 furlough days x 8 = 20 furlough hours

Step 4:  32 furlough hours (Position # 1) + 20 furlough hours (Position # 2) = 52 furlough hours

 

 

  Newly hired employees will be required to take intermittent furlough also.  The number of days required can vary based on the start date and the end date (if applicable) of their employment.  New employees can determine the number of furlough days by using the New Hire Furlough Calculation Chart

 

 

 

Yes.  All furlough days (other than the mandatory furlough days) must be scheduled with, and approved by, the employee’s supervisor and must be evenly spread out during the furlough year as much as possible.

Furlough days can be taken as follows:

 Dates:

  • Fiscal Year (12-month) and Hourly employees must take furlough days between August 1, 2020 and July 31, 2021.

 

  • Academic year (9 month) employees must take furlough days between August 24, 2020 and May 23, 2021.

 

  • Furlough days, to as much as possible, must be evenly spread out during the furlough year and require supervisor approval to schedule.

 

 

Mandatory Days

Mandatory furlough days for all employees are August 24, 2020, November 27, 2020, and December 30, 2020.  If there are work related extenuating circumstances that could prevent an employee from taking furlough on any mandatory furlough day, division heads may consider rescheduling the furlough day and approve as an exception.  Any furlough day exception granted will require the furlough day being taken on a different date.

No. You may use no more than 1 furlough day per two-week biweekly pay period.

The calendar link below can be accessed for details on biweekly pay periods, mandatory furlough days, holidays, etc.

  2020/2021 Intermittent Furlough Calendar

Yes.  Monthly employees can take 1 day per 2 week bi-weekly payroll (including mandatory days). To determine bi-weekly payroll dates, check out the 2020/2021 Intermittent Furlough Calendar

Example:  On the calendar there are two bi-weekly payrolls shown - the first in yellow, and the second in green.  You can take one day in yellow and 1 day in green.  If a mandatory day falls within the yellow or green week, this counts as your furlough day for the bi-weekly pay period.

Not necessarily. For ALL employees, a furlough day = # hours regularly scheduled per day

Note: Please note furlough notice letters refer to a furlough day being in 8 hour increments.

If you are scheduled 8 hours per day = 8 hours is 1 furlough day - 1/2 furlough day = 4 hours 
If you are scheduled 10 hours per day = 10 hours is 1 furlough day - 1/2 furlough day = 5 hours
Employees are strongly encouraged to take furlough days as a full day (i.e. 8 or 10 hours).  With supervisor approval, full-time employees can take furloughs in half-day (4 or 5 hours) increments.

 

For part-time employees, the length of a furlough day is prorated by the part-time employees FTE (example: a half-time, .50 FTE, employee’s furlough day is 4 hours).

If you are scheduled 6 hours per day (.75 FTE) = 6 hours is 1 furlough day
If you are scheduled 4 hours per day (.50 FTE) = 4 hours is 1 furlough day
 

 

 

An employee’s specific percentage salary reduction (equal to the required furlough days) will be deducted from the employee’s compensation each pay period for the duration of the intermittent furlough program.  This percentage deduction will also apply to compensation such as stipends and temporary pay increases.

Furlough days are required to be taken by all employees. Pre-planning the days you will use your furlough days is recommended to be sure you are in compliance with the requirement.  The furlough smoothing salary reduction will be made regardless of whether you actually take all your required furlough days.  Failure to take furlough days could result in disciplinary action. 

 

 

Employees must enter furlough days in HRS.  No more than 1 furlough day per two-week biweekly pay period (see furlough calendar link for 2020 and 2021 details on biweekly pay periods, mandatory furlough days, holidays, etc.).

 

Non-instructional FLSA exempt:

Non-instructional FLSA exempt (salaried) employees subject to intermittent furlough become non-exempt (hourly) employees during the week of furlough usage. As such, these exempt employees will be required to report all hours worked during that furlough week. These exempt employees may only work up to 32 hours in a furlough week and are not authorized to work overtime.

 

If you are paid on a bi-weekly pay schedule, follow the instructions to enter your furlough time on a time sheet through MyUW System portal.

How to Enter Smoothing Furlough Time (Bi-weekly)

 

ENTERING LEAVE SPECIAL NOTES:
• Furlough leave entries should be used in half or full day increments for all biweekly paid employees.
• Employees should not report over their FTE hours within the work week Furlough is used.
• Employees are not allowed to use paid leave to make up for unpaid Furlough hours.
• Employee will receive legal holiday pay if they are in pay status the day before or after the legal holiday.
• Leave Accruals will remain whole if %REDF hours are entered on the timesheet. If no entry is made for the furlough day, leave accruals will not be made whole.

If you are paid on a monthly pay schedule, follow the instructions to enter your furlough time on a time sheet through MyUW System portal. 

How to Enter Percent Smoothing Furlough Time (Monthly)

 

ENTERING LEAVE SPECIAL NOTES:
• Timesheet entry is required to track Furlough Absence used (COVID Furlough) and Furlough Time Worked (FUREG) for the week in which COVID Furlough is taken.
• FTE’s less than 100%, please be sure weekly hours total matches actual FTE (80% = 6.40 hours per day).
• Employees will receive legal holiday pay if they are in pay status the day before or after the legal holiday
• Please be sure to also submit any leave taken using the normal process and/or report No Leave Taken by the 5th of the following month. The Furlough Timesheet entries do not count towards your monthly leave reporting requirements.
• Consecutive furlough time is entered by campus HR/UWSS.
• All payable time must be approved by the supervisor using the MSS Dashboard under Payable Time Need
Approval section.

If you are a Doctor, Teacher or Lawyer, see the attached for instructions on entering time on your time sheet:

Doctor/Teacher/Lawyer Furlough Time Recording

Yes. For those employees that have been on a consecutive furlough or a reduced work hours, the Employee Emergency Loan Program has been developed. This program offers an interest-free loan for up to the amount the employee earns either monthly or in two, bi-weekly pay periods. Repayment starts in January, 2021, spread out monthly through the entire year, although it can be repaid faster.

To learn more about this program click below.

Employee Emergency Loan Program

 

To apply, go to the online form in BP Logix. (Found in e-forms under Human Resources, titled Employee Emergency Loan Program.)

The following groups are excluded from the UWEC Intermittent Furlough program:

o   Student hourly employees

o   Student assistant (graduate assistant and program assistant)

o   Employees in training AmeriCorps volunteers

o   Ad hoc positions

o   University staff temporary

o   Foreign workers on H-1B or E-3 work authorization may not be furloughed per federal government requirements

The following compensation payment types are excluded from the percentage salary reduction:

  • Overtime
  • Overloads
  • Foundation funded awards
  • Lump sum
  • Holiday premium pay
  • Weekend and night differentials

Employees who are consecutively furloughed for 30 or more calendar days: You may choose to convert accrued sick leave to pay for State Group Health insurance while on furlough. In order to do so, there are potential significant outcomes and steps needed to implement this option. Please review the resources below to determine if converting sick leave is right for you.

Other benefits will be billed directly to you monthly.

 

FaASLi and US individuals who are furloughed may be eligible for unemployment. The Wisconsin Department of Workforce Development (DWD) determines eligibility and approves claims. UW-Eau Claire's role is to respond with factual information such as employment category, earnings, and employment dates.

Please reference the above DWD resources to learn more about unemployment insurance during COVID-19 and furlough.

When applying for for Unemployment due to furlough, you will be asked for the following information:

o Employers' business names - UW-Eau Claire
o Employers' addresses (including zip code) - PO Box 4004, Eau Claire, WI 54702-4004
o Employers' phone number 715-836-2513

 For reason of unemployment, select:  Temporary Layoff

 To see a video to help you apply, go to: How To Apply For Unemployment Benefits

 

 

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