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Note: See the pay-cut/ furlough salary bands (PDF) for staff and faculty.
The questions and answers below reflect the ongoing campus communication about economic issues that affect UCSD, including pay cuts and furloughs.
Q. How many furlough hours will I accrue each month?
A: The number of furlough hours accrued is determined by the salary band applied to your full time equivalent annual salary. Furlough accruals are based on a factor leave accrual. Therefore the furlough accruals will vary each month depending on the number of work hours in the month.
Q. I'm subject to the salary reduction/furlough plan and want to use my furlough days for vacation. Am I allowed to do that?
A: With your supervisor’s approval, accrued furlough days may be applied towards vacation time off. If your vacation is longer than the number of furlough days accrued, the remaining time will need to be charged to accrued vacation or accrued compensatory time (if eligible to accrue). Advancement of furlough days is only allowed for a mandated campus closure or approved department/division/work unit closure.
Q: I am a limited employee and expected to be on pay status for less than 1,000 hours in a 12-month period. I am included in the salary reduction/ furlough plan. Will my furlough time count towards the 1,000 hours?
A: Yes. Furlough hours will count towards the 1,000 hour rule since you will be on pay status.
Q: As a university employee included in the salary reduction/ furlough program, am I allowed to work for another university department as an independent contractor on my furlough days?
A: No. An individual may only be retained for services as an independent contractor if a determination has been made that an employer-employee relationship does not exist. Since you are a current employee, an employer-employee relationship exists.
Q: I am a non-represented employee exempt from the salary reduction/ furlough plan and will not have enough vacation hours accrued to use during the mandated holiday closure period. Will I have to take leave without pay?
A: No. If you do not have enough vacation accrued to cover the 6 campus closure days an exception to Personnel Policies for Staff Members 43–J has been granted. For the purpose of curtailment leave, employees with insufficient vacation accrual balances may use up to 6 days of vacation credits prior to their actual accrual.
Q: I am an exempt employee accruing one and one-half furlough days per month. Can I take two days off using my furlough accrual?
A: Exempt employees who do not have enough accrued furlough hours to take a full day off will need to report vacation hours to equal a full day increment. Blending of accrued vacation hours with furlough hours is permitted.
Q: If I become sick on a furlough day, may I charge the absence to sick leave instead of using accrued furlough leave?
A: During a mandated furlough period such as the December holiday closure, you cannot substitute sick leave for furlough leave. However, if you are on a voluntary furlough day(s) and become ill, you may substitute the use of sick leave provided you submit to your supervisor a note from your health care practitioner upon your return to work.
Q: My department needs to remain open during the December holiday closure however I want to take time off. Will I be allowed to use vacation?
A: If your department has received permission to remain open during the December holiday closure and you are included in the salary reduction/furlough plan, you may use accrued furlough days and/or vacation with the approval of your supervisor. If you are not included in the salary reduction/ furlough plan, you may use accrued vacation with the approval of your supervisor.
Q: How are furlough days calculated for an employee included in the salary reduction/ furlough plan during a leave without pay?
A: Furlough day accruals will be treated the same as vacation and sick leave accruals. There is no credit for furlough accrual for the period of time that an employee is on a leave without pay.
Q: Will my department be allowed to shut down on days not mandated by the Chancellor?
A: Departments, divisions, and other work units may close their operations with approval from their respective vice chancellor.
Q: How will the furlough plan apply to employees on individual employment contracts?
A: Individual employment contracts will be revised consistent with provisions in current contracts governing compensation and changes in salary. The revision will reflect the application of the Salary reduction/Furlough Program for the period Sept. 1, 2009 through Aug. 31, 2010. The revision will be summarized in an amendment to the contract and signed by both the employee and the University.
Q: I’m subject to the salary reduction/furlough program and am considering transferring to a position not affected by the salary reduction/furlough program. Will accrued furlough hours be lost?
A: No. Accrued furlough hours will transfer with you to the new position and must be used, with your supervisor’s approval, by Aug. 31, 2010.
Q: Are non-exempt employees subject to the salary reduction/ furlough program allowed to work overtime?
A: Yes. With their supervisor's approval, employees can work overtime. Overtime is approved strictly for business necessity and only as needed for compelling circumstances. The approval of overtime is not intended to compensate employees for salary reductions resulting from the salary reduction/furlough plan. Overtime approved and used during the salary reduction/furlough plan will be subject to post-audit at UC San Diego and at the Office of the President to review its appropriateness.
Q: At what salary rate will overtime be compensated?
A: Overtime will be compensated at the pre-cut salary rate.
Q: Will my December earnings be reduced by the 6 mandated furlough days during the holiday closure?
A: No. Non-represented academics and staff who are covered by the furlough plan and who are required to use 6 furlough days during the holiday closure will not incur 6 unpaid work days loss to their income for that time period. The salary reduction/furlough program will be reducing affected employees' salary by anywhere from 4% to 10%, dependent upon their salary. This reduction will be on a monthly basis. Therefore, even though there are 6 furlough days mandated between Dec. 19 and Jan. 3, your pay will not be reduced more than the percentage assigned to your salary band.
Q: How are furlough days reported?
A: Use of furlough days will be recorded in the same way as vacation and sick leave. Non-exempt employees report furlough leave in 1/4-hour increments, and exempt employees report furlough leave in full-day increments.
Q: Are employees allowed to have flexible work arrangements?
A: Employees affected by the salary reduction/furlough program will still be able to work alternative work schedules and/ or telecommute with their supervisor's and department head's approval.
Q: Am I allowed to use furlough hours during the month I am accruing them?
A: Yes. Employees may use furlough hours during the month they are accruing.
Q: Does the salary reduction/ furlough program apply to spouses or domestic partners who are both employed by UCSD?
A: Yes. All employees who are subject to the salary reduction/ furlough plan will participate for 12 months, until Aug. 31, 2010.
Q: Are extramural split-funded employees subject to the salary reduction/furlough plan?
A: If they are subject to the salary reduction/ furlough plan, split-funded employees' pay will be reduced proportionate to the affected funding source.
Q: Can accrued furlough days be applied to the disability waiting period?
A: Yes. You are considered on pay status during furlough days.
Q: Will there be any mandatory campus closures?
A: So far, the only campus closure announced by Chancellor Fox is for the last 2 weeks of December 2009. See the campus notice about this closure.
Q: If I separate from UCSD, will I be paid for accrued furlough days?
A: No. Employees who separate from the university will not be paid for accrued furlough days.
Q: I am participating in the START program. Am I exempt from the salary reduction/furlough plan?
A: Yes, if your START percentage of reduction is equal to or more than the salary reduction percent assigned to your salary band. If it is not, and you are subject to the salary reduction/ furlough plan, you will not be allowed to continue in the START program.
Q: Can I use accrued furlough days before the mandated December holiday closure?
A: Employees can use furlough days as they accrue with the permission of their supervisor.
