A voluntary furlough originates with the staff member. An application is submitted by interested staff members, and your leader and supervisor in consultation with HR will determine whether or not it’s feasible for you to be placed on furlough. A staff member can apply for a voluntary furlough either for workload reasons or personal reasons.
A voluntary furlough originates with you. You will submit an application (if you’re interested), and your leader and supervisor in consultation with HR will determine whether or not it’s feasible for you to be placed on furlough. You can apply for a voluntary furlough for either workload reasons or personal reasons. Conversely, a mandatory furlough is not an application process and will be determined by your department/division based on the needs of the department.
You can apply for a voluntary furlough for either personal reasons or workload reasons. For example, if your children are doing remote learning and it would be beneficial for you to be able to spend extended amounts of time with them to assist with school, we would recommend submitting a voluntary furlough application. Alternatively, if you’re experiencing a workload shortage due to COVID-19, a voluntary furlough application could be appropriate.
Please note that if you need time off for other reasons (for example, for medical reasons to care for yourself or a qualified family member), please connect with HR. You might qualify for another type of time away from work.
You’ll need to submit a completed Voluntary Furlough Application to Alexa Goodman at email@example.com. Once you’ve submitted your application, you should inform your supervisor that you’re interested in being considered for a furlough (if you need assistance with this conversation, please reach out to HR). From there, Human Resources will connect with your supervisor and leader to determine if having you take a furlough would be feasible. HR will then communicate to you whether your furlough application has been approved or denied.
Your medical benefits will remain active while on a voluntary furlough. SU will cover your employee premium while on furlough.
The initial start date for your furlough must align with the beginning of a pay period (either the 1st of the month or the 16th of the month). Following the review period with HR and your department, you’ll be given a minimum of seven days’ notice of the beginning of your furlough.
No. If a holiday occurs during your furlough period, you will not be compensated for the holiday.
Your furlough end date will be listed on the letter you receive memorializing your furlough. If your supervisor wants to return you from furlough, you’ll receive at least one pay period’s notice.
If you’re interested in extending your furlough for an additional one or two months, you’ll be expected to submit another request to Human Resources. The request must be received one week before you’re scheduled to return to work from furlough.
No. Since unemployment benefits are determined on a weekly basis, full-time workers whose hours of work are reduced by one work day each week usually will not be eligible for partial unemployment benefits because they earn too much in the week to be eligible. Eligibility for, and amount of, unemployment benefits are determined by the Washington State Employment Security Department. Seattle University does not influence the eligibility or process of unemployment.[TJ1]
Employees who volunteer for a temporary furlough in the form of an FTE reduction or furlough may be eligible for unemployment compensation through the Employment Security Department (ESD) if:
According to ESD, if these conditions apply and are followed, an individual would be eligible for benefits if they are otherwise eligible. Eligibility for, and amount of, unemployment benefits are determined by the Washington State Employment Security Department. Seattle University does not influence the eligibility or process of unemployment.
ESD’s application for unemployment compensation asks the employee to choose a reason why they are separated from work. Furlough is not a listed option. Instead, for the question “Why did you separate from this employer?” select “Laid off” and for the follow-up question “Choose more information about this separation” select “Other reason not listed.”
Standby is a status used by ESD to describe individuals who are temporarily unemployed but expect to return to work within a period of time of two to eight weeks. When on standby, employers must approve or deny standby and individuals are not required to meet work search requirements.
Standby and COVID-19
Due to the COVID-19 emergency, applicants are automatically placed on standby and all work search requirements are waived. Once work search requirements are reinstated, ESD will again require workers to request and employers to approve or deny standby.
No. Furloughed employees are not authorized to perform any work for Seattle University during the furlough period (including checking and responding to their work email and remotely accessing their workstation except for the purpose of receiving communications about the end or extension of the furlough) and may not volunteer to perform unpaid work for Seattle U. Furloughed employees may check and respond to email relating to their return to work date and their benefits.
No. Sick time may not be used because the employee is not considered working during their furloughed period.
If you need to return a staff member from furlough early, please reach out to HR at least seven days prior to returning the staff member from furlough. This will ensure that all necessary steps and processing is complete before the staff member returns.