Administration of

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• Administration of
• Unpaid Leave
• And
• Workload Increase
• Program
• July 2009

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Tim McFarling Interim Assistant Vice President,
Human Resources tcm_at_unr.edu
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SB 433

• 5. The Board of Regents of the University of
  Nevada shall determine and implement the method
  which
• The professional employees of the Nevada System
  of Higher Education will participate in the
  furlough requirement pursuant to this section, or
• The overall costs for the professional employees
  of the Nevada System of Higher Education will be
  reduced in an amount at least equal to the
  savings which would have otherwise been produced
  by furlough leave pursuant to this section.

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SB 433
Legislature intended NSHE to Participate in the
furlough program
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Process within NSHE

• Committee Appointed
• Legal Faculty Senate Chairs
• Finance Academic Administration
• Human Resources NFA
• Recommendations to Campus Presidents
• Board of Regents Action
• Campus Implementation

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Guiding Principles Underlying Board Action

• No Declaration of Financial Exigency
• Minimal Changes to the Code
• Everyone has Skin in the Game
• Applies Regardless of Funding Source
• Fulfill Legislative Intent

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• Board Action
• FY2010- Each institution demonstrate equivalent
  reduction (4.6)
• FY2011- Each employee who can legally have salary
  reduced take 12 days of unpaid leave (4.6 salary
  reduction).
• FY 2010 2011 voluntary program 6 days of
  unpaid leave in each year (2.3 salary reduction)

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• Board Action
• FY2011 Workload increase for faculty who cannot
  legally have salary reduction (tenured faculty)
• FY2011 Triggers to reduce unpaid leave
  (390M 9 days 425M 7 days)

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Title 2, Chapter 5, Section 5.5.7 Salary
Adjustments

• the Board of Regents does hereby and for the
  2009-2011 biennium only, temporarily reduce
  salaries through the use of unpaid leave in an
  amount equivalent to the amount of legislative
  salary cut for FY 2011.
• Unpaid leave or temporary workload increases
  required by this section are final and not
  subject to appeal, grievance, or
  reconsideration.

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Title 2, Chapter 5, Section 5.5.7 Salary
Adjustments (continued)

• The provisions of this section shall constitute
  constructive notice to all faculty and no
  individual notice to any such faculty member
  shall be required hereunder to implement the
  foregoing.
• To the extent any conflict or inconsistency
  between this and any other section of the Code
  exists, the provisions of this section shall
  control. This section will terminate on June 30,
  2011.

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Applies to All Affected Employee Groups
Regardless of Funding

• State Funded Grant Funded
• Self Funded Pass Through Funded
• Continued discussions about
• Medical School Clinical Faculty (Practice Plan)
• Grant Funded

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Employee Groups Mandated to Participate in Unpaid
Leave Program

• Non-tenured Faculty
• Administrative Faculty
• Tenure Track Faculty
• Research Faculty
• Temporary Faculty
• Administrative Faculty with Underlying Tenure
• Vice Presidents
• Provost and Vice Provosts
• Deans
• Directors (Reporting directly to VPs)

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Tenured Faculty

• Participate in FY2011 through mandatory
  collective workload increase.
• More information coming later this year from
  Deans and Provost
• Tenured Faculty Includes
• Librarians
• Direct Reports to Deans (Assoc Deans, Directors)
• Extension Area Directors, Extension Assoc Dir

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Part-Time Faculty

• Salary Reduction and Unpaid Leave days are
  pro-rated by FTE.

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Employee Groups Not Subject to Unpaid Leave

• LOAs
• Graduate Assistants
• Postdoctoral Fellows
• Medical Residents
• Student Employees
• H1-B Visa Holders

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Summary Salary Reduction and Unpaid Leave

• Default
• 4.6 Salary Reduction and all Unpaid Leave Days
  in Fiscal Year 2011
• A Contract 96 Hours Unpaid Leave
• B Contract 62 Hours Unpaid Leave
• Options
• 2.3 Salary Reduction and One-Half Unpaid Leave
  in Fiscal Year 2010 and One-Half Unpaid Leave in
  Fiscal Year 2011
• A Contract 48 Hours Unpaid Leave per Year
• B Contract 31 Hours Unpaid Leave per Year
• 4.6 Salary Reduction and all Unpaid Leave Days
  in Fiscal Year 2010
• A Contract 96 Hours Unpaid Leave
• B Contract 62 Hours Unpaid Leave

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Payroll Calculations (based on 50,000 per Year)

• Default
• (FY2011) 50,000/12 x 4.6 191.67 monthly
• Options
• Option 1 (FY2010 2011) 50,000/12 x
  2.395.83 monthly
• Option 2 (FY2010) 50,000/12 x 4.6. 191.67
  monthly

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Payroll Reduction Calculations
Salary reduction options that are not received in
time to be reduced for the July 31, 2009 paycheck
will be calculated and deducted from the
remaining paychecks for the applicable fiscal
year(s).
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Payroll Reduction Calculations (Based on
50,000) per Year

• Example
• Option 1 at 2.3 salary reduction in FY 2010 and
  2011
• Annual salary of 50,000 / 12 months 4166.67
  monthly salary
• Monthly salary of 4166.67 x .023 95.83
  monthly reduction
• 95.83 monthly reduction x 12 months 1149.96
  annual reduction
• 104.54 monthly reduction x 11 months 1149.96
  annual reduction
• There is no difference in the reduction
  calculation for A contracts vs. B contracts.

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Scheduling and Reporting Unpaid Leave Days

• Scheduling of Unpaid Leave Based on
  Business/Operational Needs of Department.
• Supervisor/Chair May Deny Request
• Days May be Grouped
• Instructional Faculty May Only Take Unpaid Leave
  on Non-Teaching Days.

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Scheduling and Reporting Unpaid Leave Days

• Complete a Leave Request Form
• Indicate Furlough (Unpaid Leave)
• Submit to Supervisor/Chair for Approval
• Supervisor/Chair Approves/Denies --Return

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• Leave Request Form

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Unpaid Leave Will Not Impact

• Accrual of annual leave and sick leave
• Merit eligibility
• Years of service for longevity purposes
• Duration of tenure probationary status

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Unpaid Leave Will Not Impact

• Eligibility for Holiday Pay
• Contributions to Supplemental Retirement Accounts
• Public Employees Retirement Program (PEBP)
  Eligibility
• Public Employees Retirement System (PERS)
  Contributions and Service Credit

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What to Consider as a Faculty Member When
Scheduling Unpaid Leave

• Personal Needs (i.e. Household Budget, Annual
  Leave, etc. that will impact the Fiscal Year(s)
  that you select on your Addendum to Terms of
  Employment.
• Which Option works best for you? Default, Option
  1 or Option 2?
• All leave requests, including a request for
  furlough day(s) must be pre-approved by your
  supervisor or chair

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What to Consider as a Supervisor/Chair When
Approving Unpaid Leave

• Furlough leave is mandatory.
• Other leave that has been scheduled both in the
  future and the past
• Collaborative scheduling between faculty member
  and chair/supervisor
• Assure adequate coverage and business needs
• Employees can NOT engage in any type of work
  while on furlough leave, either on or off site

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Keep in Mind..

• Faculty members are suffering a loss
• There may be resentment that could manifest in
  uncooperative behavior
• To be open in your communication and try to see
  the employees point of view
• To be fair and consistent in your scheduling
• To the extent possible, engage your employees and
  seek input as to how the furlough can be
  scheduled and meet the operational needs of the
  department.

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• Keep in Mind
• As a supervisor, you are a representative of the
  institution.
• Your complaining about furlough policies will
  only add to resentment and dissatisfaction of
  your employees.
• To listen compassionately but be firm in your
  decisions.
• To be appreciative of their efforts.
• To find a way to recognize them

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• Leave keeping
• Assure that faculty take unpaid leave (monitor
  through CAIS) Earnings code ????
• Do not submit faculty unpaid leave slips to the
  Payroll Department
• Pay reduction will be taken in accordance with
  option selected on the addendum
• If on FMLA while on unpaid leave, extend FLMA by
  the number of unpaid leave days taken

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Tenured Faculty

• Participate in FY2011 through mandatory
  collective workload increase.
• More information coming later this year from
  Deans and Provost

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Questions ???

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Information regarding the UNPAID LEAVE
PROGRAM FOR FACULTY is posted on the UNR Human
Resource Web Page at http//www.unr.edu/hr/furlo
ugh/