University of Wisconsin–Parkside: Human Resources

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UW-P Furlough Contacts

Sylvia Coronado-Romero
coronads@uwp.edu
262-595-2230

Barbara Farrar
farrar@uwp.edu
262-595-2256

Peg Lawton
lawton@uwp.edu
262-595-2263

UW-Parkside Furlough Information

On June 23, 2009, the Governor issued Executive Order 285 which requires all state employees to take eight days or 64 hours of unpaid leave (furlough time off) per year in each of the next two fiscal years. The resulting furlough time off (FTO), is required for all State and University employees, regardless of the funding sources used for their individual salaries and benefits. The mandatory furloughs result in a 3.065% annual pay reduction.

Under the UW System Furlough Plan, which has been approved by the Office of State Employment Relations, salary and furlough time off reductions will be in effect for July 1, 2009 through June 30, 2011.

UW-Parkside Furlough Days

UW System will use a mix of four "fixed" and four "floating" furlough days in each year of the biennium to comply with the eight-day requirement. Each campus selects its own fixed days. UW-Parkside's fixed days for each fiscal year are given below.

The floating furlough days may be scheduled with supervisory approval.

2009-10	2010-11
Friday, November 27, 2009 (Day after Thanksgiving)	Monday, August 23, 2010 (in lieu of January 14, 2011)
Monday, December 28, 2009 (Monday of New Year's break)	Friday, November 26, 2010 (Day after Thanksgiving)
Friday, January 15, 2010 (Third Friday of January)	Monday, December, 27, 2010 (last Monday in December)
Monday, March 15, 2010 (Spring Break)	Monday, March 14, 2011 (Spring Break)

Implementation Guidelines

The procedures and rules for implementing furlough are different for each employment group. If you have multiple appointments, each appointment is handled separately. If you are in multiple groups that are handled differently, each appointment will be handled by its own set of rules. Please review the guidelines for your employment group. If you are unsure which group you are in, please contact Human Resources (x2204).

Letters containing specific implementation information are being emailed to each employee in a group subject to furlough.

You may click the links below to jump directly to the guidelines for your group.

Faculty	Instructional Academic Staff	Non-Instructional Academic Staff	Limited
Classified Permanent (WSEU)	Classified Permanent (Non-Represented Hourly)	Classified Permanent (Non-Represented Salaried)	Classified Permanent (WPEC Hourly)
Classified Permanent (WPEC Salaried)	Classified Permanent (Crafts)	Classified Permanent (WLEA)	Classified Project
LTE	Unclassified Paid by Lump Sum	Current H-1B and E3 Visa Holders	Student Workers

Click here to skip ahead to Other Resources

Faculty and Instructional Academic Staff

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Faculty and Instructional Academic Staff will have each paycheck reduced by 3.065%, but will not have further reductions when furlough days are taken. Those with 9-month contracts will be required to take 6 furlough days per academic year on non-instructional days (pro-rated for part time). Those with 12-month contracts will be required to take 8 furlough days per year on non-instructional days (pro-rated for part time).

Here is some basic information about furloughs for your specific position:

Your first paycheck with the 3.065% reduction will be on August 1, 2009 for those on 12-month appointments. For those on 9-month appointments, it will be October 1, 2009 unless you receive an earlier payment for summer employment.
Your paycheck will not vary based on when you use your furlough time off.
If you are on a 12-month appointment, you can use furlough days starting July 1, 2009. If you are on a nine-month appointment, you can use furlough days during summer employment (but no sooner than July 1) or during the academic year.
Furloughs cannot be taken, however, on days that you have direct instructional responsibilities such as classroom teaching, labs, recitation/discussion sessions and examinations.
Furloughs can be taken in increments of 4 hours or greater (prorated for part-time employees).
No more than 8 hours of furlough can be taken in a single week.
Furlough days must be used in the same fiscal year as earned; they cannot be carried over into the next fiscal year. Due to this constraint, taking furlough time first, before vacation if you are on a 12-month appointment, will maximize your flexibility.
Furlough days can be used to substitute for use of sick leave, approved vacation or other paid leave time or unpaid medical leave.
Furlough days must be reported on your regular monthly leave report which is emailed to you on the 1st of the month.
Paychecks for summer service will be reduced by 3.065% and you will be credited with up to two furlough days (based on how much time worked) to be taken during non-instruction days during the summer or during the following academic year.

The UW System Furlough Plan has a table describing implementation and reporting requirements here.

Non-Instructional Academic Staff and Limited

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Non-Instructional Academic Staff and Limited employees will have their pay reduced as they take furlough days. Employees will be required to take 8 furlough days per fiscal year (pro-rated for part time)

Here is some basic information about furloughs for your specific position:

If you are on a 12-month appointment, you can use furlough days starting July 1, 2009. If you are on an appointment that is less than 12 months, you can use furlough days during your contract period (but no sooner than July 1). For example, if you have an appointment from August 1 thru May 30, you must use the furlough days during the period August 1, 2009 through May 30, 2010.
Furloughs can be taken in increments of 2 hours provided that 8 hours are taken in a week (prorated for part-time employees). No more than 8 hours can be taken in a week.
Only one furlough day can be taken in a week. The reason is that greater usage in a week would likely make some employees eligible for unemployment compensation which the Governor has prohibited.
You must obtain your supervisor’s approval before scheduling furlough time – just as you do for vacation.
Furlough days can be used to substitute for use of sick leave, approved vacation or other paid leave time or unpaid medical leave.
You cannot do any work when you are using furlough time - including telephone calls, e-mails and texts. All such work is prohibited because it negates the furlough. Violation of this prohibition could result in disciplinary action.
Furlough days must be used in the same fiscal year as earned; they cannot be carried over into the next fiscal year.
Failure to use all furlough days by the end of the year will result in either mandatory furloughs or further action to accomplish the furlough mandate.
Nine-month staff who work summer service/session will be required to take up to two additional furlough days (based on how much time worked) to be taken during the summer or during the following academic year.

The furlough requirements have caused some changes to leave reporting. Please review the Reporting Requirements.

The UW System Furlough Plan has a table describing implementation and reporting requirements here.

Unclassified Staff Paid Solely by Lump Sum Payments

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Unclassified staff paid solely by lump sum payments will satisfy the furlough requirement by having each paycheck for the next two fiscal years reduced by 3.065%. Because of the nature of your appointment, you will not need to take any furlough days.

WSEU, WLEA, WPEC, Crafts, and Non-Represented Classified Hourly

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WSEU and non-represented hourly employees will have each remaining paycheck in the 2009-2010 fiscal year reduced by 3.188%, and each paycheck in the 2010-2011 fiscal year reduced by 3.065%. Starting with the August B pay period, WLEA and WPEC hourly employees will have each remaining paycheck in the 2009-2010 fiscal year reduced by 3.463%, and each paycheck in the 2010-2011 fiscal year reduced by 3.065%. Starting with the September B pay period, Crafts hourly employees will have each remaining paycheck in the 2009-2010 fiscal year reduced by 3.980%, and each paycheck in the 2010-2011 fiscal year reduced by 3.065%.

No further reductions will occur when furlough days are taken. The larger percentage during the 2009-2010 fiscal year is due to the furlough plan being implemented after the start of the 2009-2010 fiscal year. Employees will be required to take 8 furlough days during the fiscal year (pro-rated for part-time).

Here is some basic information about furloughs for your specific position:

The first paycheck for WSEU and non-represented employees with the 3.188% reduction will be on July 30, 2009.
The first paycheck for WLEA and WPEC employees with the 3.463% reduction will be on August 27, 2009.
The first paycheck for Crafts employees with the 3.980% reduction will be on October 8, 2009.
Employees can use furlough time between July 5, 2009 and June 19, 2010 (first fiscal year) and between June 20, 2010 and June 18, 2011 (second fiscal year).
Your paycheck will not vary based on when you use your furlough time off.
Furloughs can be taken in increments of 2 hours or greater (prorated for part-time employees).
You will use the same process currently used for scheduling vacation and personal holidays to schedule these furlough days. Your supervisor will need to approve your furlough days.
WSEU, WPEC, Crafts, and Non-Represented employees may not take more than 8 hours of furlough time off in a single week.
WLEA employees may not take more than 10 hours of furlough time off in a single week.
Furlough days must be used in the same fiscal year as earned; they cannot be carried over into the next fiscal year. Due to this constraint, taking furlough time first, before vacation, will maximize your flexibility.
You cannot do any work when you are using furlough time including telephone calls, e-mails and texts. All such work is prohibited because it negates the furlough. Violation of this prohibition could result in disciplinary action.
Furlough days can be used to substitute for use of sick leave, approved vacation or other paid leave time or unpaid medical leave.
Furlough days must be reported on your regular timesheet under the “Miscellaneous” column. You MUST indicate on the time sheet that the time is “Furlough”.
The 2009 hourly classified timesheets have been revised to include furlough reporting instructions and a calendar of fixed furlough days.
As of August B, the 2009 WLEA classified timesheets have been revised to include furlough reporting instructions and a calendar of fixed furlough days.
As of September B, the 2009 Craftsworker classified timesheets have been revised to include furlough reporting instructions and a calendar of fixed furlough days.

The UW System Furlough Plan has a table describing implementation and reporting requirements here.

WPEC and Non-Represented Classified Salaried

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Non-represented salaried employees will have their pay reduced as they take furlough days. Employees will be required to take 8 furlough days per fiscal year (pro-rated for part time)

Employees can use furlough time between July 5, 2009 and June 19, 2010 (first fiscal year) and between June 20, 2010 and June 18, 2011 (second fiscal year).
Furloughs can be taken in increments of 2 hours provided that 8 hours (10 hours for most WPEC) are taken in a week (prorated for part-time employees).
Non-Represented Employees: Only one furlough day can be taken in a week. The reason is that greater usage in a week would likely make some employees eligible for unemployment compensation which the Governor has prohibited.
WPEC Employees: Employees in pay range 07-04 must take exactly one furlough day in a week. Employees in pay ranges 07-03 and 07-02 may take 8 or 10 hours of furlough time in a week All other reporting requirements apply. If you are unsure which pay range you are in, please click the pay range links in this paragraph or contact Human Resources.
You must obtain your supervisor’s approval before scheduling furlough time – just as you do for vacation.
Furlough days must be used in the same fiscal year as earned; they cannot be carried over into the next fiscal year.
Furlough days can be used to substitute for use of sick leave, approved vacation or other paid leave time or unpaid medical leave.
You cannot do any work when you are using furlough time - including telephone calls, e-mails and texts. All such work is prohibited because it negates the furlough. Violation of this prohibition could result in disciplinary action.
Eight furlough days must be taken. Failure to take all furlough time by the end of the fiscal year will result in either mandatory furloughs or further action to accomplish the furlough mandate.
Furlough days must be reported on your regular timesheet under the “Miscellaneous” column. You MUST indicate on the time sheet that the time is “Furlough”.
The 2009 classified timesheets have been revised to include furlough reporting instructions and a calendar of fixed furlough days.

The furlough requirements have caused some changes to leave reporting. Please review the Reporting Requirements.

The UW System Furlough Plan has a table describing implementation and reporting requirements here.

Other Classified Bargaining Units

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No information is available at this time. Once your bargaining representatives and the Office of State Employment Relations finalize an agreement, information will be added to this page. Either a separate group will be added, or your bargaining unit will be included with an existing group.