We will implement these programs on May 11, 2020, to remain in effect until June 30, 2021, in recognition of the extreme financial crisis resulting from the unprecedented impact of the COVID-19 pandemic. Please contact Human Resources with any questions.
Employees Participating in Furlough Program
Most University of Arizona employees will participate in the FY 2020 & 2021 Furlough Program, and the amount of furlough days are based on an employee’s annualized salary.
| SALARY RANGE | FURLOUGH DAYS | HOURS | DAYS PER PAY PERIOD | EQUIVALENT % PAY REDUCTION |
| $0 – $44,499 | 13 | 104 | 0.5 | 5% |
| $44,500 – $75,000 | 26 | 208 | 1.0 | 10% |
| $75,001 – $150,000 | 39 | 312 | 1.5 | 15% |
Furlough hours will be prorated for employees who work less than 1.0 FTE.
Employees Participating in Pay Reduction Program
Other University employees will participate in the FY 2020 & 2021 Pay Reduction Program, and the amount of pay reduction is based on an employee’s annualized salary.
| SALARY RANGE | % PAY REDUCTION |
| $150,001 – $199,999 | 17% |
| >$200,000 | 20% |
Pay reductions will be prorated for employees who work less than 1.0 FTE.
Some employees will not participate in the furlough program. More details will be provided as they are available.
Additional Information for Employees and Supervisors
What is a furlough?
A furlough is unpaid time away from work. When an employee takes furlough time, the employee is not working or performing job duties during the day. This includes not taking calls or responding to emails.
University employees and supervisors are expected to work together to develop plans to ensure continuity of work and productivity to the extent possible while the Furlough Program is in place, including redistributing or removing certain duties as needed. Supervisors may work with Human Resources for assistance in evaluating the impact of furlough days to units.
Will this affect some employees’ exempt status?
To ensure compliance with the Department of Labor Fair Labor Standards Act, all employees who are currently exempt and have a salary below $44,500 will temporarily transition to non-exempt throughout the furlough period, beginning May 11, 2020, through June 30, 2021. During this time, affected employees will need to track and report all hours worked on their timesheets and will be eligible for compensatory time and overtime.
Scheduling Furlough Time
All employees will be required to take at least eight hours of furlough time (prorated by FTE) every pay period, beginning May 11, 2020, until the required furlough days are fulfilled.
Furlough time may be scheduled in partial-day or full-day increments, with the smallest allowable increment being one hour. Supervisors will need to approve the furlough schedules for employees in accordance with unit needs.
For all employees participating in the Furlough Program, furlough hours and regular hours reported are not to exceed the regularly scheduled FTE.
Non-Exempt Employees
Non-exempt employees may not work more than their scheduled FTE in the week in which furlough time is taken. For example, if an employee normally works 40 hours in a week, and takes 8 hours of furlough time, then the employee cannot track more than 32 hours of compensable time in that work week. If the employee does work additional hours, then the furlough time will be reduced or removed so that the total reported hours for the week do not equal more than 40 hours.
Exempt Employees
Exempt employees record exception time. When furlough time is taken, exempt employees must report the furlough time as exception time, and their pay will be reduced accordingly. For example, if an employee’s normal FTE is 1.0, and the employee report 8 hours of furlough time, then pay will reflect 32 hours for that work week.
Recording Furlough Time
To document the use of furlough time, employees are to enter the number of furlough hours taken in the UAccess Employee Self Service Time and Labor section using the Time Reporting Code “UFP” (positive pay reporters) or “UFE” (exception pay reporters) on the day(s) in which furlough time is taken.
Employees eligible to accrue vacation and/or sick time will continue to accrue vacation and/or sick leave at their regular accrual rate based on FTE even though the furlough time is unpaid.
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