Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-1 - Contracts › Section 3341-1-10 - Furloughs

Current through all regulations passed and filed through July 1,
			 2024
(A)
								Policy statement and purpose
The board of trustees is authorized to
				do all things necessary for the proper maintenance and successful and
				continuous operation of Bowling Green state university. Pursuant to section
				371.70.20 of 2009 Am. Sub. H.B. No. 1, and notwithstanding any rule of the
				institution to the contrary, the board of trustees may adopt a policy providing
				for mandatory furloughs of employees, including faculty, to achieve spending
				reductions necessitated by institutional budget deficits. The purpose of this
				policy is to set forth the general standards for mandatory employee furloughs
				that may be implemented to address an actual or projected operating budget
				deficit resulting from a reduction in state funding, a decline in enrollment,
				or another loss of revenue. In addition, this policy addresses emergency
				furloughs that may be declared in response to the total or partial closure of
				the university.
(B)
								Policy scope
This policy applies to all university
				employees and supersedes other university policies and practices, provided,
				however, that employees covered by a collective bargaining agreement will be
				subject to the terms of the applicable agreement.
(C)
								Policy
			 definitions
A "furlough" is an unpaid leave of
				absence from work for a specified period of time. An employee may not do work
				for the university or use paid leave while on furlough. The university may
				allocate the employee's reduction in pay over the balance of the fiscal year
				regardless of the pay period or periods in which a furlough occurs. Furloughs
				for part-time employees will be on a pro-rata basis.
A furlough is not a layoff. A
				furloughed employee in the classified civil service has no displacement
				rights.
(D)
								Employee benefits and contributions while on
			 furlough
Health care, dental care, vision,
				long-term disability, and life insurance benefits will not be affected by a
				furlough. Employees will continue to accrue vacation and sick leave during a
				furlough.
An employee's continuous service
				credit, review date, and employment status will not be affected by any period
				of mandatory furlough.
Retirement plan contributions by both
				employees and the university will be affected by a furlough because
				contributions are based on actual earnings. FMLA eligibility may be affected
				because it depends on hours of service.
While on furlough, employees will
				remain responsible for making all employee contributions (such as health,
				dental, and other insurance payments, flexible spending accounts, and 403(b) or
				457 plan contributions) and all miscellaneous authorized deductions (such as
				charitable contributions, payments to the university, and child
				support).
(E)
								Policy
A furlough may be necessitated by the
				following circumstances:
(1)
									Budget deficit
If the president determines that the
				university is facing an operating budget deficit that is so significant as to
				necessitate employee furloughs to achieve a balanced budget, a mandatory
				furlough plan may be implemented in accordance with this policy. In making this
				determination, the president may consider any relevant actions, declarations,
				or announcements by the federal and/or state
				governments.
(2)
									Emergency conditions
The president, in consultation with the
				board of trustees, may declare an emergency furlough pursuant to an infectious
				disease operations plan or similar emergency management
				plan.