Furlough Information Regarding Temporary Employees



Temporary Exempt Employees

Full-time temporary exempt employees (regularly scheduled to work either 37.5 or 40 hours per week) must complete the Lump Sum Pay Reduction Form for temporary employees and indicate one of the two available options for furlough pay reduction.

  • The default 3.5% pay reduction throughout the remainder of the pay period in the FY 2020-2021 work assignment; or,
  • A lump sum pay reduction. Full-time temporary exempt employees may elect this option by completing the Lump Sum Furlough Pay Reduction form for temporary employees no later than September 23, 2020.
    • By electing the lump sum pay reduction option, the 9 days must be scheduled in consecutive work days and the employees’ pay will be reduced for the corresponding 9 consecutive days.

Full-time temporary exempt employees (regularly scheduled to work either 37.5 or 40 hours per week) who do not elect for the lump sum reduction must take 9 furlough days in two separate weeks (one 5-day furlough week; and one four day furlough week.)  The two weeks may be scheduled at a time mutually agreeable by the employee and the supervisor.

Part-time temporary exempt employees (regularly scheduled to work less than 37.5 hours per week) are not eligible for a lump sum pay reduction.  Supervisors should reduce the regular work hours of part-time temporary exempt employees by 3.5% over the dates of the work assignment.

Temporary Non-Exempt Employees

Effective September 1, 2020 and through June 30, 2021, the work hours of temporary non-exempt (hourly) employees must be reduced by 3.5%.  Supervisors are responsible for administering and overseeing that the weekly work hours of non-exempt employees is reduced by 3.5%.

Temporary Employees Hired after September 1, 2020

Supervisors must consult with the divisional Vice President to determine an appropriate new hire pay rate for newly hired temporary (exempt and non-exempt) employees.  The pay rate must take into consideration an appropriate reduction associated with the FY 2020 – 2021 furlough.  Temporary employees hired after September 1, 2020 MAY NOT opt for a lump sum pay reduction.  The ePAF for newly hired temporary employees must indicate in the comments section that the 3.5 % furlough reduction is reflected in either a reduction in the number of work hours (for hourly non-exempt employees) from the number the employee would have worked if there were no furlough in effect, or a reduction in the salary (for salaried exempt employees) that would have been paid if there were no furlough in effect.