Northern Arizona University

Timeframe:

Mandatory furlough time must be taken within the same time period for which the furlough time is declared. The period for taking furloughs begins July 1, 2009 and ends June 30, 2010. 

Employee Groups Impacted:

All regular benefit eligible faculty, administrators, academic professionals, classified staff, and service professionals will participate in the furlough program, with the exception of employees funded 90% or more by sponsored project funds (not including TRIF), graduate assistants, postdoctoral scholars, and employees on H1-B visas.

Required Furlough Time: 

For administrators, academic professionals, classified staff, and service professionals, required furlough time is based on actual salary and full time equivalency (FTE)and then rounded to the nearest whole hour:

• Employees whose salaries are under $40,000 per year are responsible for taking one furlough day (8 hours for 1.0 FTE and prorated for reduced FTE) during fiscal year 2010.
• Employees whose salaries are $40,000 or more per year are responsible for taking three furlough days (24 hours for 1.0 FTE and prorated for reduced FTE) during fiscal year 2010.
• Number of required furlough hours based on FTE:

 For faculty and administrative faculty, required furlough time is based on actual salary and contract length and then rounded to the nearest whole hour:

• Employees whose salaries are under $40,000 per year are responsible for taking one furlough day (8 hours for 12 month contracts and prorated for reduced contract periods and/or reduced FTE) during fiscal year 2010.
• Employees whose salaries are $40,000 or more per year are responsible for taking three furlough days (24 hours for 12 month contracts and prorated for reduced contract periods and/or reduced FTE) during fiscal year 2010.
• Number of required furlough hours based on contract period:

Special Employment Situations:

New hires:

• Furlough time is determined on a prorated basis for the time remaining in the fiscal year after date of hire.

Approved family medical, extended, or personal leave of absence:

• Furlough time is based on the salary and FTE prior to leave of absence.
• If in a paid status, employees may take unpaid furlough time during the leave of absence period and will be responsible for any untaken furlough time upon returning to work.
• Any unpaid time that occurs during leave within fiscal year 2010 will be credited to mandatory furlough time.

• Faculty on sabbatical for an academic year in fiscal year 2010 will have their required furlough time based on their reduced sabbatical salary.
• Faculty on a one semester sabbatical will have their furlough time based on their regular salary.

Employment Status Changes:

• Employees who have been given written notice of layoff, release, non-renewal, or dismissal during fiscal year 2010 will not be required to take the remainder of any furlough time not yet taken at the time of notification.
• Employees who transfer to a different position within fiscal year 2010 will carry any of their furlough time already taken to their new position/department where they will then take the remaining time required.
• Employees who have a salary increase or FTE change during fiscal year 2010 that takes them to the next threshold of required furlough will be responsible for an adjusted amount of furlough time based upon their new salary, their FTE, and the days left in the fiscal year.
• Employees who have a funding change to less than 90% from sponsored project funds during the fiscal year will be responsible for an adjusted amount of furlough time based on their salary, their FTE, and the days left in the fiscal year.
• Hiring pay rates during fiscal year 2010 may not be increased to offset the impact of furlough.
• FTE’s cannot be reduced, nor funding sources changed, for the purpose of lessening the impact of furlough.

• Deans, directors, and department heads are responsible for ensuring all required furlough time is taken in their assigned units.
• No units will be closed due to furloughs without the prior approval of the appropriate vice president/provost.
• The scheduling of furlough time will not result in the cancellation of classes.
• Deans, directors, and department heads may schedule employee furlough time to ensure business continuity, or to ensure all required furlough time is taken.
• Scheduling of furlough time must be pre-approved by the employee’s supervisor in accordance with department guidelines.
• Furlough time must be taken in no less than one hour increments.
• Employees are encouraged to schedule furlough time during designated university closures and non-instructional times, e.g., the winter holiday closure and spring break.
• Employees may choose to be unpaid for university designated paid holidays in order to take furlough time on those days.
• Employees may choose to be unpaid for president approved emergency closure time that they did not work in order to take furlough time on those days.
• Due to federal Fair Labor Standards Act (FLSA) implications, employees shall not work during their furlough time, nor shall they work additional time within the same week to make up for furlough time taken.
• Sick, vacation, and/or compensatory time may not be used to offset furlough time.
• For those employees who work less than twelve months, furlough time must be taken during normally scheduled work/contract periods.

• Annual sick and vacation accrual rates will not be affected by furlough time.
• If furlough time is taken the day before and/or after a university paid holiday, it will not affect holiday pay.
• Health benefits and employee premium costs will not be affected due to furlough.
• Benefits deductions calculated as a percentage of earnings (e.g., retirement) will be reduced in any pay period in which furlough time is taken. (Retirement benefits may be impacted due to a change in earnings.)

Northern Arizona University reserves the right to make changes to this plan due to administrative necessity or unanticipated severe budgetary constraints.