Work Share/Furlough FAQS

Furloughs are temporary reductions in an employee’s days of work as a means to mitigate unexpected and severe financial losses to the university. As a furloughed employee, you remain in active status and eligible for all benefits originally afforded to you pursuant to university and/or applicable collective negotiations agreements.

 

  • How will my medical insurance coverage be impacted?

    Medical, dental and prescription drug coverage will remain active during the furlough. Changes to plans are not permitted at this time. You are responsible for the full employee contribution based on your full annual base salary.

  • What happens to my life insurance?

    Life insurance coverage continues. If you are a member of PERS, deductions will continue.

  • Am I entitled to earn paid time off?

    Yes, your existing vacation and sick leave accruals are not affected. In addition, you will continue to accrue vacation and sick time at your normal FTE.

  • Will my contributions continue with my ABP account?

    Yes, the Employee (5%) and Employer (8%) contributions will continue, based on the actual earnings of the payroll period, not the annual base salary.

  • Will my contributions continue with my PERS account?

    Yes, you are eligible to continue employee contributions, 7.5% pre-tax based on your regular annual base salary, provided your actual earnings per pay period (after primary deductions) is sufficient to cover the contributions. If you have questions about how missed contributions may impact your years of service, please contact OneSource at 732-745-SERV (7378).

  • I am an ABP member, can I access the funds in my retirement account?

    Yes, please contact your investment carrier for information on loan options.

  • Will I still have the option to contribute to my Flexible Spending Account (FSA) with WageWorks?

    Yes, your FSA membership will remain active.

    Changes to your contributions are allowed within 60 days of the status change. Please fill out the Special Enrollment Form and return to WageWorks.

  • Will I still have the option to contribute to my Dependent Care Flexible Spending Account (DCFSA) with WageWorks?

    Yes, your Dependent Care FSA membership will remain active.

    Changes to your contributions are allowed within 60 days of the status change. Please fill out the Special Enrollment Form and return to WageWorks.

  • Will I still have the option to contribute to my Voluntary Tax-Savings Accounts (Deferred Compensation, 403b/ACTS, and/or SACT account?

    Yes, you are eligible to continue employee contributions, should you be interested in changing your contributions, please see the details below:

     

  • What work-share/furlough resources is Rutgers providing?

    A. University Human Resources has expanded their layoff guidance website to include work-share/furlough guidance resources including a checklist for both employees and managers, frequently asked questions and also a work-share/furlough income estimator.

  • Who do I contact for campus specific questions?
    • Email hrsupport@rutgers.edu or a OneSource Service Center, Customer Service Representative (CSR) at 732-745-SERV (7378)
       
  • Am I eligible to file for unemployment?

    Employee can be directed to Division of Unemployment Insurance website https://myunemployment.nj.gov/before/about/howtoapply/applyonline.shtml or given the phone number below based on their regional area:

    • North New Jersey: 201-601-4100
    • Central New Jersey: 732-761-2020
    • South New Jersey: 856-507-2340
    • Out-of-state claims: 888-795-6672 (you must call from a phone with an out-of-state area code)
       
  • Impact on Tuition Remission? Tuition Reimbursement?
    • You will retain all benefits afforded to you as per your contact and applicable university policy.
  • How is my furloughed schedule determined?

    The schedule is determined by departmental leadership to maintain business operations.

  • I have a conflict with my furlough schedule.

    Please discuss with your supervisor.

  • What is the Non-Aligned Employee Work-Share Furlough Program?

    A. The Non-Aligned Work-Share Furlough Program is a program that allows for temporary reductions in an employee’s work hours and compensation to help mitigate a financial emergency thereby minimizing layoffs wherever possible. This program is subject to approval by the State. Participants in the Non-Aligned Employee Work-Share Furlough Program are not laid off. The salaries of program participants are reduced in an amount equal to the temporary time off. As a furloughed employee, you remain in active status and your employee benefits are not affected. Participants in the Non-Aligned Work-Share Furlough Program are eligible to apply for state unemployment benefits.

  • Who is Included in the Non-Aligned Employee Work-Share Furlough Program?

    A. Non-aligned staff employees, both exempt and non-exempt, whose positions are not represented by a labor union and whose terms of employment are not governed by a collective negotiation agreement are included in the work-share furlough program. This includes all Managerial, Professional, Supervisory and Confidential (MPSC) employees.

  • Can I still apply for a leave of absence if I have been furloughed?

    A. If you have a qualifying leave reason you may still apply for a leave of absence and the terms of your furlough will still apply.

  • If I apply for the leave and it is approved will I still be furloughed?

    A. If you are approved for a leave of absence, it will not change your furlough status. You will still be subject to the terms in your furlough notification letter.

  • If I am currently on a leave and receive a furlough notification letter, will I still be subject to the terms of the furlough letter?

    A. Yes, you will still be subject to the terms in your furlough notification letter.

  • If I am furloughed during a paid leave of absence will I be able to charge the previously designated paid time off days at a later date?

    A. Yes, you may submit a request to OneSource to extend your paid leave of absence or the time may be used at a later date.