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  • CU Denver COVID-19 Graduated Furlough Plan FAQ

CU Denver COVID-19 Graduated Furlough Plan FAQ

 

Per Administrative Policy Statement (APS) 5062: Furloughs are unpaid leaves that may be voluntarily requested or mandated by the president or a chancellor when budgetary circumstances require a specific reduction in personnel costs. A furlough results in day(s) off without pay. Furloughs can be taken in daily, weekly or monthly increments. Employees on furlough continue to accrue annual and sick leave at the same rates as when such employees are on paid leave or engaged in university work during regularly scheduled business hours.

 

Furlough days are being allocated by salary range as indicated in the chart.

 Salary Range Number of Furlough Days to be taken July 1, 2020-June 30, 2021 Estimated effective percent of pay reduction via furlough
Below $60,000 0 0%
$60,000 - $89,999* 12 4.6%
$90,000 - $119,999 16 6.1%
$120,000 - $149,999 20 7.7%
$150,000 - $179,999 24 9.2%
Above - $180,000 26 10%

*Individuals in this range will not be impacted below an effective annual salary of $60,000

Classified staff cannot be mandatorily furloughed without action from the governor and/or legislature. Classified staff can be voluntarily furloughed with a declaration of a “budget deficit in personal services” from President Kennedy. At this time, we do not have this declaration.

 

Yes. Furlough days and the effective pay reduction are allocated by the salary range as indicated in the chart below.

 Salary Range Number of Furlough Days to be taken for 9-month Contract Faculty Estimated effective percent of pay reduction via furlough
Below $60,000 0 0%
$60,000 - $89,999* 8 4.6%
$90,000 - $119,999 11 6.1%
$120,000 - $149,999 14 7.7%
$150,000 - $179,999 17 9.2%
Above - $180,000 18 10%

*Individuals in this range will not be impacted below an effective annual salary of $60,000.

Yes.

No. Furloughed employees are eligible to continue health, dental and life benefits.

Yes. The employee and employer share of retirement contributions are based on salary paid. A reduction in salary, as a result of the furlough, will reduce the base amount used to calculate the retirement plan contribution amounts.

Yes, employees on furlough will be able to use the tuition benefit as long as FTE remains at or above 50% time.

The Colorado Department of Labor and Employment (CDLE) administers the unemployment benefit process, and the most complete information can be found on the CDLE's unemployment page.

Employees will not need to enter their furlough time via MyLeave. The HR Business Partner for your school, college, consolidated unit or department will make sure that your furlough time is set up in CU Time or other systems, as appropriate based on the schedule agreed upon with your supervisor. More information will be provided regarding the process for furlough recording.


Yes. Your immediate supervisor shall approve the requested furlough days prior to the pay period in which a furlough day(s) will be taken.

No, accrued leave may not be used on or to substitute for a furlough day.

No, employees will continue to accrue leave at their respective rates. Furlough hours count toward the total leave accrual in any pay period.

Effective 1.0 FTE salary will be used to calculate the tier an employee falls within, but the final furlough day amount will be prorated based on FTE.

 Example: $50,000 (.5FTE) = $100,000 (1.0FTE) effective 100% salary rate

 

Furlough days calculation: 16 days x .5 (employee FTE) = 8 days

The United States Department of Labor Regulations (20 CFR 655.731) does not allow the salary used for prevailing wage documentation of these employees to be reduced through a mandatory furlough. Please contact the International Student and Scholar Services (ISSS) office for additional clarification.

No, a furlough is a day (or more) off of work with no pay. No work shall be performed while on furlough.

Neither the placement of an employee on a furlough nor a temporary salary reduction gives rise to any grievance or appeal rights.

Yes. Furloughs are applied consistently across all funding sources. 

No, service dates are not adjusted during furloughs.

No. It may be necessary for the University to make further budget reductions in the future. However, the University will make every effort to minimize the impact on current employees.

Those on approved leave of absence are not exempt from furlough decision.

Some units may have operations that require a differentiated furlough schedule, where a percentage of employees may be on continuous furlough and others on an intermittent furlough. This would be based on business need and individual duties, please consult your supervisor for more information.

More information on mental health and wellness resources can be found on the Employee Services website.

 

If you are furloughed you MAY be eligible for unemployment benefits. 

Please follow the Colorado Department of Labor and Employment (CDLE) links below for more information.

  • Unemployment

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