End of Furlough Plan

What should be done about employees who have not used all of their allotted furlough time by the end of the furlough plan term?
Furlough time will expire at the end of the furlough plan term and any unused time will not be carried forward. All furlough time must be used by August 31, 2010, or for the following collective bargaining units, by the end of their furlough plan terms:

Skilled Crafts – UCSB October 1, 2009 – September 30, 2010
Librarians October 1, 2009 – September 30, 2010
Skilled Crafts – UCB November 1, 2009 – October 31, 2010

For exclusively represented employee groups that did not agree to the furlough/salary reduction plan, the University has taken a variety of alternate approaches to effectuate comparable salary/savings, including reduction in time, temporary layoffs, and indefinite layoffs.  (3/15/10)

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What should be done about employees with a negative furlough balance at the end of their furlough plan term?
Employees may not use more than the time allotted to them under the furlough plan. Every effort should be made by employees and their supervisors to ensure that furlough time is monitored and tracked so that negative balances do not occur at the end of the furlough plan term. (4/2/10)

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What should employees do if their managers are not allowing them to schedule furlough time?
Locations must manage furlough time to ensure that it is used by the end of the furlough plan term. Managers should accommodate reasonable requests to use discretionary furlough time. If an employee is not being allowed to schedule furlough time, the employee should contact his or her local Human Resources Office or Academic Personnel Office for assistance in working with the manager for use of furlough time.   (3/15/10)

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How should an exempt employee report the use of a partial day of furlough time?
Generally, furlough time should be recorded the same as vacation – in one-day increments for exempt employees and ¼ hour increments for non-exempt employees.  Campuses may establish local procedures for recording furlough time.  (3/15/10)

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What should employees do if they have just a few hours of furlough time left to use?
Campuses were given the authority to establish local procedures for recording furlough time, so local procedures should be followed.

It is permissible for non-exempt and exempt employees to use the few hours left of furlough time in a block of time or in hourly increments. For example, an employee who has 4 hours left of furlough time can choose to take a half day off and come to work the rest of the day, or use the time in hourly increments (or less, if local procedures allow), such as coming to work later or leaving early.   (3/15/10) 

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What should employees do if they are about to reach or have reached their vacation accrual limit?
Employees need to take vacation leave in order to keep their accruals below the maximum limit. Managers should accommodate reasonable requests for vacation leave. Pursuant to PPSM 41 (Vacation Leave), if an employee, due to operational considerations, cannot schedule vacation within 60 days of accruing the maximum, the employee has an additional four months within which to take vacation to bring accruals below the maximum.  Employees represented by unions should consult their collective bargaining agreements for provisions on maximum accruals.

To accommodate the furlough plan, a temporary exception to PPSM 41 was granted that allows Chancellors discretion to establish local procedures extending the four month "grace period" to six months in order to facilitate the appropriate use of vacation time during the term of the furlough. The exception, which extends to January 15, 2011, does not apply to locations with Paid Time Off (PTO) programs, and in addition, not every campus has chosen to implement the exception. Employees should check with their local Human Resources Office regarding applicability at their location.  (3/15/10)

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