FAQs For Mandatory Furloughs

General Information

A furlough is a temporary, unpaid leave of absence that is involuntary and required by the employer. The employee remains an employee while taking an unpaid leave of absence.

Sept. 1, 2020 through Dec. 31, 2020.

The number of furlough days are as follows:

SALARY RANGE*

Furlough Days for 12-month Employees

Furlough Days for 9-month Employees

Under $49,999.99

0 days; not furloughed.

$50,000 to $74,999.99

2

1.53

$75,000 to $99,999.99

3

2.30

$100,000 to $149,999.99 

6

4.60

$150,000 to $199,999.99

8

6.13

$200,000 to $249,999.99

9

6.90

$250,000 to $299,999.99

10

7.66

$300,000 to $399,999.99

11

8.43

$400,000 or more

12

9.20

*Salary Range is full salary (base plus any supplements).

Gross pay will be reduced by the number of furlough hours multiplied by the employee’s hourly rate of pay.

The resulting reduction in salary will apply to base pay and any ongoing salary adjustments outside of base pay, including administrative salary adjustments and temporary salary adjustments.

To estimate the impact to your net pay, you can use the Paycheck Modeler feature in Employee Self Service.

Estimating Net Pay Quick Reference Guide (PDF)

Your furlough salary range is based on your salary as of Sept. 1.

No, the salary range is based on your 9-month academic year base rate plus any supplements on that rate.

Your furlough salary range is based on your base rate plus any salary supplements. For 9-month faculty, the rate is based upon your academic year rate as of Sept 1.

No. A furlough is an unpaid leave of absence but does not constitute a break in service.

The Mandatory Furlough Plan includes all position types (FTE, time-limited, research grant, temporary grant, temporary staff and faculty), except those specifically excluded.

The following employees are excluded from the Mandatory Furlough Plan:

  • Employees compensated at a total annual salary of less than $50,000.
  • Athletic contractual employees. (There will be a voluntary contract employee pay reduction program with reductions at least equal to the mandatory furlough plan scale.)
  • The president of the University. (The president will participate in a voluntary contract pay reduction program with compensation reduction at least equal to the mandatory furlough plan scale.)
  • Grant funded positions are not excluded from participation in mandatory furloughs; except in specific circumstances where the terms of the funding prohibit the employees from participating in a mandatory furlough, or if applying the mandatory furlough to such positions will cause the University to otherwise violate or depart from the terms of the funding. If a position is partially funded by an external agency, the mandatory furlough may be prorated.
  • The United States Department of Labor Regulations (20 CFR 655.731) does not allow the wages of employees working on a H1B visa to be reduced through a mandatory furlough.
  • Medical, counseling, and psychological service providers who provide support and services to students in the Redfern Student Health Center and related necessary support personnel for such service providers.

Grant funded positions are not excluded from participation in mandatory furloughs; except in specific circumstances where the terms of the funding prohibit the employees from participating in a mandatory furlough, or if applying the mandatory furlough to such positions will cause the University to otherwise violate or depart from the terms of the funding. If a position is partially funded by an external agency, the mandatory furlough may be prorated. If you believe that your sponsored contract or agreement qualifies under the specific circumstance, please reach out to Tracy Walters, Director of Grants and Contracts Administration at trwalte@clemson.edu.

New hires hired between Sept. 1 and Dec. 31 will be subject to the mandatory furlough. The number of furlough days will be prorated to correspond with the period of appointment, and new hires will receive written notice of the exact number of required furlough days at the same time the employment offer is made.

Employees will be emailed a furlough letter from the Office of Human Resources.

Yes. Employees who are not being furloughed will receive a notification.

No. When employees are taking furlough days, it is important that they do no work. While on furlough, employees are not to perform regular work duties and should not be responding to work emails, accessing systems, or otherwise performing work for the University.

The placement of an employee on mandatory furlough does not constitute grounds for a grievance or appeal under the State Employee Grievance Procedure Act.

The furlough is based upon your salary as of Sept 1., therefore changes to your salary after Sept. 1 do not increase or decrease your number of furlough days.

An Employee Emergency Fund (staff and faculty) has been developed. This fund is designed to assist Clemson University employees (full-time or part-time) who are facing unforeseen financial hardships for any reason.

Visit Employee Emergency Fund Application.

Visit Clemson’s Make a Gift site, and select the Staff and Faculty Emergency Fund.

Yes. Supervisors and Kronos administrators are able to run Furlough Reports in Kronos. Access the furlough report instructions (PDF) to learn how. (Note: All furlough days must be requested in Kronos and taken by Dec. 31, 2020.)

Your Paycheck and Benefits

To estimate the impact to your net pay, you can use the Paycheck Modeler feature in Employee Self Service.

Estimating Net Pay Quick Reference Guide (PDF)

Gross pay will be reduced by the number of furlough hours multiplied by the employee’s hourly rate of pay as the furlough is taken. Furlough days submitted for the 1st through the 15th of a month will be deducted from the paycheck on the last day of the month, and furlough days submitted for the 16th through the last day of the month will be deducted from the paycheck on the 15th of the following month. To minimize the impact to your take-home pay, be mindful of how many days are taken within the pay period (1st – 15th and 16th – last day of the month).

To estimate the impact to your net pay, you can use the Paycheck Modeler feature in Employee Self Service.

Estimating Net Pay Quick Reference Guide (PDF)

9-month employees are paid for current time without a lag like 12-month employees experience. Therefore, furloughs will be applied to the next check date. For example, if a 9-month employee takes a furlough day on November 15th, pay will be deducted from the Nov. 30th paycheck.

To estimate the impact to your net pay, you can use the Paycheck Modeler feature in Employee Self Service.

Estimating Net Pay Quick Reference Guide (PDF)

Below are the formulas for calculating your hourly rate depending on whether you are a 12-month employee or a 9-month faculty member:

12-month employee = Total Annual rate / 52.2 (weeks) / your standard weekly hours (i.e. 37.5, 40, 30)

9-month employee = Total Academic Year rate / 40 (weeks) / your standard weekly hours (i.e. 37.5, 40, 30)

The reduction in salary also applies to ongoing salary adjustments outside of base pay, including administrative salary adjustments and temporary salary adjustments. Gross pay will be reduced by the number of furlough hours multiplied by the employee’s hourly rate of pay as the furlough is taken.

Yes. Employees who earn leave will continue to earn leave at their regular earnings rate while on furlough.

While furlough days may not be taken on a paid holiday, there is no impact to upcoming University holidays.

Note: Previous guidance stated that employees could not take a furlough day on the day before a holiday. We’ve since received an update that this does not apply in the current situation. Employees may take a furlough day on the day before a paid holiday. (Revised 8/27/2020)

Furlough days should not be taken on a paid holiday.

This year’s remaining University holidays are as follows:

Fall Break/Election Day

Tues, Nov 3

Thanksgiving Break

Thur-Fri, Nov 26-27

Winter Break

Mon-Fri, Dec 21-25

New Years Day

Fri, Jan 1

Employees are entitled to receive the same State benefits as otherwise available to them with the exception of receiving their salary. Clemson is responsible for making both employer and employee contributions for State benefits if coverage would be lost due to the mandatory furlough. This applies to benefits which require employer and employee contributions. EXAMPLE: The State Health Plan (Standard or Savings Plan), State Dental (Employee only coverage level), Basic Life and Basic Long-term Disability.

Similarly, Clemson will pay both the employee and employer retirement contributions on missed wages due to the furlough. The employee remains responsible for making contributions that require only employee contributions. EXAMPLE: The State Vision Plan, Dependent Life Child coverage, Optional Life insurance, Dependent Life Spouse Coverage, Supplemental Long-term Disability, Tobacco Surcharge, Administrative Fees, Medical Spending, Dependent Day Care Spending, Limited-use spending, Health Savings Account Contributions.

Retirement benefits will not be negatively impacted by the furlough. The University is required to pay both the member and employer contributions for employees during the furlough. Because the University is sending furlough supplements to PEBA for missed furlough wages, the account is made whole and there will not be an interruption in benefits nor adjustments to the calculation of benefits. In essence, there will be no negative impact to the retirement benefits. Employees should monitor their accounts during the furlough and report any discrepancies to PEBA (803-737-6800) or Ask-HR.

An employee’s state hire date, continuous service date, and performance review date will not be adjusted due to the furlough.

Email payroll@clemson.edu. While the Payroll Office can assist in calculating changes to gross pay, it is not able to assist with net pay estimates.

To estimate the impact to your net pay, you can use the Paycheck Modeler feature in Employee Self Service.

Estimating Net Pay Quick Reference Guide (PDF)

The furlough applies only to the primary job. It does not impact salary payments relating to internal dual employment. For example, an employee teaching a section of University 100 through dual employment will receive full payment for the University 100 section.

Yes, you may still work the dual employment position while furloughed.

No, employees may not work additional hours in their primary positions to make up for unpaid furlough time.

Requests to alter base pay to a lower amount will not be permitted.

An employee may be eligible for weekly unemployment compensation if during a particular week the employee earns less than their maximum weekly unemployment benefit amount. Since the university is allocating the reduction in pay for the mandatory furlough between September 1 and December 31, and not in the pay period(s) within which the furlough occurs, this will likely affect an employee’s ability to qualify for benefits.

The South Carolina Department of Employment and Workforce (SCDEW) is solely responsible for determining an employee’s eligibility. All employees have the option to file for unemployment using the MyBenefits portal or calling 1-866-831-1724.

Employees may access SCDEW's website for further information about the unemployment filing process and additional links as it relates to COVID-19 unemployment resources.

Furlough Days

No. An employee may take their furlough days any time between Sept. 1 and Dec. 31, 2020, after speaking with their supervisor and requesting the days in KRONOS. However, to minimize impact to take-home pay, an employee may choose to spread out the time among various pay periods.

To estimate the impact to your net pay, you can use the Paycheck Modeler feature in Employee Self Service.

Estimating Net Pay Quick Reference Guide (PDF)

No. Furlough days are unpaid leave and may not be taken on any paid holiday.

Leave eligible employees will continue to accrue their normal leave accruals even during the furlough. Days designated as employee holidays on the University calendar may not be used as furlough days.

No. Employees cannot use sick leave, annual leave, compensatory time or their optional holiday to offset a furlough day.

Excluding the University holidays, an employee may take the furlough days at any point between Sept. 1 and Dec. 31, 2020.

For faculty, the ideal time to take the furlough will likely be during fall break or the week after grades are submitted in December.

A supervisor must approve and agree on when your furlough days will be taken. A supervisor may also recommend certain dates to take furlough days to ensure avoiding disruption to business operations.

Employees may not work over 40 hours in any workweek that they take a furlough day. If an employee does work over 40 hours in any workweek that they have taken a furlough day, the supervisor must notify Human Resources.

Yes. An employee may take their furlough days whether they are working remotely or on campus. Employees must refrain from working on furlough days.

Staff members must schedule their furlough days with their supervisors and then make the request for the furlough time in KRONOS.

Faculty members must schedule the furlough days with their department chair (supervisor) and then make the request for the furlough time in KRONOS.

The Requesting Furlough Time Off Quick Reference is available to guide you through requesting time off in Kronos and selecting the appropriate leave code.

Staff members must schedule their furlough days with their supervisors and then make the request for the furlough time in KRONOS.

Faculty members must schedule the furlough days with their department chair (supervisor) and then make the request for the furlough time in KRONOS.

The Requesting Furlough Time Off Quick Reference is available to guide you through requesting time off in Kronos and selecting the appropriate leave code.

Kronos, the University’s timekeeping and leave system, will be used to record each furlough day. As you submit furlough days in Kronos, your gross pay will be reduced based on the number of hours entered and your hourly rate of pay. Specific leave codes have been created for furlough days. The Requesting Furlough Time Off Quick Reference is available to guide you through requesting time off in Kronos and selecting the appropriate leave code.

Furlough days are to be taken between Sept.1 and Dec. 31, 2020.

When you are out on furlough, you are not permitted to work. Therefore, it is strongly encouraged that furlough days for staff and faculty are taken in whole increments; however, partial days are permitted if prior approval is granted by your supervisor. Partial days may be entered in hours: minutes (i.e. 7:30) or in decimals (i.e. 7.5) in the Kronos system.

Furlough days should not be taken on a paid holiday. You may not use your paid leave accruals to offset the impact of the furlough.

Correct. An employee should not perform work, including conferences, while on furlough.

If an employee is a part of the University mandatory furlough plan, even if on FMLA or eFMLA, they are expected to take their furlough days.

For 9-month faculty, furlough days are prorated and reflect the equivalent furlough days taken by 12-month employees.

Please work with your supervisor to schedule your furlough days so that all days are taken by year end (December 31). If you do not schedule your furlough days, a supervisor may impose specific dates so that all of your furlough days are taken by December 31, 2020.

Employees are expected to work with their supervisor to schedule and manage both their leave and furlough days. Additional annual leave days will not be able to be carried over as a result of a furlough.

If eligible, please complete the leave donation form.

Contact HR

Clemson University 
Office of Human Resources

108 Perimeter Rd,
Clemson, SC 29634

Phone: 864.656.2000
Fax: 864.656.4672

Ask-HR