- Upcoming Campus Trainings for November 2015
- New CSU Background Check Policy
- Employment Opportunities at CSUSM
- Human Resources
- HR Staff Directory
- FAS Division
- HR Teams
- Employment & Recruitment Process
- Labor & Employee Relations
- Equal Employment Opportunity
- Conflict of Interest
- Mandatory Reporting of Child Abuse and Neglect
- Performance Management
- Whistleblower Protection
- Human Resources Information System
- HR Forms
- Policies and Procedures
- Training & Professional Development
Frequently Asked Questions (FAQs)
Q. What is a furlough?
A. A furlough is a mandated period of time off without pay. Furloughs differ from salary reductions and pay cuts in that they are temporary and do not affect employment status, health benefit eligibility or pay rate for retirement benefits. Employees are required not to work on furlough days.
Q. How long will the furlough last?
A. The furlough is only being proposed for the fiscal 2009-2010 year.
Q. Which employees are subject to the furlough?
A. All MPPs (with the exception of sworn Police Officers), Confidential, Excluded, and Executive employees are subject to furlough. In addition, the CSU has negotiated furlough agreements with the following unions:
- UAPD (Unit 1)
- CSUEU (Units 2, 5, 7, 9) - with exception of Dispatch employees
- CFA (Unit 3)
- APC (Unit 4)
Unit 8 (University Police) and Unit 11(Academic Student Employees) are exempt from furlough. Unit 6 (SETC, skilled trades) has not agreed to furlough.
Q. Are part-time employees subject to furloughs?
A. Yes. Part-time employees will be furloughed on a pro-rata basis. They will participate in proportion to the number of hours they normally work.
Q. What about exempt employees?
A. Exempt employees, with the exceptions of Faculty, Attorneys, and Physicians, who are furloughed lose their FLSA exemption during the week a furlough is taken and become non-exempt employees. During a furlough week, it is intended that exempt employees work no more than 32 hours. Employees will be required to record partial day absences. Although eligible for overtime for work in excess of 40 hours in a furlough week, only overtime that is deemed essential will be approved. Furlough days will not count as time worked for determining overtime in the work week.
Please refer to the "Exempt to Non-Exempt" FAQs for more information.
Q. How many days will employees be furloughed?
A. Between August 1, 2009 and June 30, 2010 employees will be subject to the following furlough days:
- Twelve (12) month employees will be subject to no more than 24 furlough days
- Eleven (11) month employees -- 22 furlough days
- Ten (11) month employees -20 furlough days
Q. How will my paycheck be impacted?
A. The monthly payroll reduction necessitated by furloughs will be spread evenly over the eleven (11) month period. For example:
Although the 24 day furlough equates to a 9.23% reduction in annual salary for 12 month employees, because we will not implement the program until August, employee paychecks will be reduced by 10.07% for the next 11 months (August 2009 through June 2010) to obtain the necessary reductions before the end of the fiscal year.
Please refer to the Compensation Information portion of Furlough Central for more details.
Q. Can employees use leave credits on a furlough day?
A. No, employees may not substitute vacation days, sick leave or compensatory time off (CTO) or any other paid leave on furlough days.
Q. On which days will employees be furloughed?
A. UAPD, APC, Confidentials, MPPs and Excluded employees follow the Non-Faculty, Non-CSUEU/SETC furlough calendar.
B. CSUEU employees follow the CSUEU furlough calendar.
Faculty will follow the Faculty furlough calendar.
Q. How will my Benefits be impacted by the furlough?
A. Refer to the Overview of the Furlough Programs on Employee Benefits Programs.