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Please tell me if I’m being totally unrealistic.
I work in higher education, at a small-ish 4 year liberal arts college. My role is considered administration (but quite low level) at my institution, while at others it would be considered staff. I and, I’m told, about 200 other non-faculty employees have been furloughed for at least 5 weeks but most likely longer. (It’s all very hush-hush. No one is supposed know who was furloughed.) I had been working full-time from home since our campus closed on projects relevant or even critical to the transition to online instruction and I understand that many other of the furloughed employees were as well, although the initial communication stated that we were unable to perform our responsibilities remotely.
Now, I am not concerned about loss of income as it looks like I’ll actually be paid more on unemployment with the extra pandemic benefits. I’ll be able to keep my health insurance (at least for now) as long as I continue to pay my contribution. I am disappointed that I will not be allowed to support my colleagues or our students, and I won’t have an opportunity to shine in a crisis which is really where I do my best work. But what really feels like a knife in the back is that my involuntary furlough will not count toward my time in service (which determines the rate of vacation day accrual) and I will not accrue vacation or sick days. That really seems unnecessarily cheap and punitive. I understand (I think) that PTO goes on the books as a short-term liability, so perhaps the motives were mostly accounting-related. But surely there are ways to handle this that would not be so damaging to morale and work-life balance and would not seem to contradict all the statements about how “it’s not because we don’t value you, etc.”
I guess what I’m asking is, would I be way out of line to question this on behalf of myself and my fellows? If I were making the furlough policy I think I’d say that vacation and sick days can accrue but will not be available to use or pay out (in case of termination) until some future date. Is that a crazy, unworkable idea that won’t even serve to mitigate the liability (*not an accountant and don’t claim to be), or is it just a little too unusual? I would appreciate any insight.
You are in a tough spot! Good advice above about checking if this is legal, in your state, etc. But off the top of my head, I will say that PTO is not the same as STD. PTO usually equals vacation subject to that policy whereas STD is time when due to a health issue you are unable to work and is subject to your benefits policy. As you mentioned, furlough is kind of a fancy word for uncertainty. If you are able to add value from home, maybe pitch that to your manager/team and lay out what you will do or where you will contribute. Definitely dust off your resume as well. Maybe a larger institution would be a better fit for you.
That sounds like a rough situation. There are so many aspects that bring up questions and need clarification.
But what is your question exactly? Do you have access to HR information on the employee section of your job’s website? Looking up the policy on furloughs, PTO, health coverage could be helpful. The Dept of Labor for your state could also provide useful information about your rights.
Not sure if my reply helps. Best of luck!
Thanks for replying. We did not previously have any published furlough policy. They just made it up. I’ve been with the institution for 7 years and this is the first furlough they’ve instituted during that time. I have never heard anything about there having been a furlough in the past, which is saying something because academics have long memories and love to gossip.
My boss inquired today on my behalf and was told that they modeled the new furlough policy on the existing leave of absence policy and that to do otherwise would be discriminatory. However, the brief paragraph on leave of absence in our 10 year old handbook describes it as being initiated by the employee. There is no reference to any possibility of employees being placed on leave of absence involuntarily, either individually or en masse. The argument does not hold water, especially in a time when they’ve already had to make up brand new policies and change existing ones to suit an entirely unprecedented situation. It’s difficult for me to believe that they genuinely believe that a mass furlough is in anyway akin to an individual, voluntary leave of absence. It seems so disingenuous.
Wow! This is unethical on many levels. As I previously mentioned, I’d want to know what the labor laws are in your state. Just because your employer has done this, it doesn’t mean they’re allowed to. Or are they?
In your shoes, I’d be looking for an attorney, or at least a law firm, that could clarify what my rights are. Not necessarily taking legal action, unless you are passionate to get justice for yourself and your colleagues.
Finally, would you consider polishing your resume and looking for a position elsewhere? If this university can take this kind of brazen action, what else can/will they do in the future?
Best of Luck!
Be Well Goddess ❤️
Again, thanks for your response. I’m glad to hear I’m not way off-base. Sometimes I feel like I have a uniquely strict set of professional ethics, which often leaves me offended or outraged while others are complacent or resigned. I did just fire off a long but, I hope, rationally and diplomatically worded email to my boss’s boss. I think he’ll likely see my point but I’m not sure he’ll try to do anything about it.
I have actually been thinking about seeking other opportunities and re-training. Overall, I like higher ed. I believe in it, in principle. But it was really hard to make any progress before the pandemic and now? I can only expect it to be much worse. The people who matter at my current institution made up their minds long ago about who I am and what I can do, and none of my achievements seem to move the needle. I plan to spend my furlough exploring some other fields and learning new skills.
Thank again for your insight!
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