Furlough Program for P&S Employees
- Career Status Employees
- Specified Term/Probationary/At-Will Status
- Lump Sum Option
- University of Iowa Furlough Networking Program (pdf)
- Employee Fact Sheet (pdf)
- Information on Benefits if Employee Leaves the University
Information for Career Status Employees
When you receive a furlough notification letter, the Compensation and Classification Unit will also receive a copy of the same letter. We will create a furlough file for you and calculate the number of months you are eligible to participate in the furlough program. Your furlough file will contain your furlough notification letter, employment history, and correspondence relating to any positions you applied for.
When you start to look for a new position you will need to review the Jobs@uiowa position announcement web site.You will be able to apply for, and receive priority consideration for, any open position at your same pay grade or lower. You will be able to exercise priority consideration over vacant positions during your furlough notification period. If you are unable to secure a postion by the end of your furlough notification period, you will be able to exercise priority consideration over vacant positions for an additional 12 months.
- To apply for an open position you will need to create a profile at Jobs@uiowa. Once you have created your profile and want to apply for an open position you will need to indicate that you are a furloughed employee by selecting the “Advisable” button for University of Iowa “Career or Specified Term Status Employees Only”. After selecting the “Advisable” button you will need to answer three questions. After you have answered all three questions, a notification email will be sent to the Compensation and Classification Unit.
The hiring department will be notified that they are required to interview you and determine if you meet the educational and experience requirements of the position. If you meet the requirements of the position, the hiring department will be required to determine an appropriate salary and offer you the position. If the hiring department determines you do not meet the required qualifications, they must provide justification, in writing to Central Human Resources, stating what requirements of the position you do not meet. If you apply for an open position above your current pay grade, the Compensation and Classification Unit will send a courtesy letter to the hiring department asking them to consider your resume and, if possible, interview you. However, the department is not required to interview you nor are they required to hire you.
When you apply for a position, the hiring department will contact you and schedule an interview. The hiring department will interview you unless the recruitment is cancelled, placed on hold, or if the position is above your current pay grade.
If the department offers you the position at your current salary or within a few thousand dollars of your current salary, and you decide to withdraw from consideration after you have been offered the position, you may lose your furlough rights. If your furlough rights are revoked, our department will not be able to assist you in your job search for another position.
A staff member with career status who is furloughed will not lose career status or his or her original career status date if reappointed to the same classification during the furlough period, unless the duties of the new position are substantially different, in which case the employee may be required to serve a one-year probationary period. If the employee successfully completes the probationary period, the original career status date will be retained. If the furloughed staff member is reappointed to a different classification in the same or a lower pay grade or in the same classification series, the staff member ordinarily will be reappointed with career status and retain the original career status date, unless the duties of the new position are substantially different, in which case the employee may be required to serve a probationary period of no more than one year before returning to career status and a new career status date. If the employee satisfactorily completes the probation period for the new position, the Associate Vice President/Director of Human Resources, based upon the written request of the appointment department, may approve retention of the original career status date.
Information for Specified Term/Probationary/At-Will Status
If you are a Specified Term employee with less than two years of service with The University of Iowa, Probationary, or At-Will employee and receive notification of your position elimination, the Compensation and Classification Unit will assist you in finding another job. When you start to look for a new position you will need to review the Jobs@uiowa position announcement web site. To apply for an open position you will need to create a profile at Jobs@uiowa. Once you have created your profile and want to apply for an open position you will need to indicate that you are a furloughed employee by selecting the “Advisable” button for University of Iowa “Specified Term/Career Status Employees Only”. After selecting the “Advisable” button you will need to answer three questions. After you have answered all three questions, a notification email will be sent to the Compensation and Classification Unit.
We cannot require a department to interview you, but we can ask the department to seriously consider you for the position.
If a Specified Term employee has worked two years or more:
- Specified Term employees will be offered an interview for positions they apply for within their job family, at their current pay grade or below, during the notice period and for 12 months following termination. When you start to look for a new position you will need to review the Jobs@uiowa position announcement web site. To apply for an open position you will need to create a profile at Jobs@uiowa. Once you have created your profile and want to apply for an open position you will need to indicate that you are a furloughed employee by selecting the “Advisable” button for University of Iowa “Specified Term/Career Status Employees Only”. After selecting the “Advisable” button you will need to answer three questions. After you have answered all three questions, a notification email will be sent to the Compensation and Classification Unit.
- Departments will not be required to provide justification for not hiring a Specified Term employee. The approved EOD selection process will be followed.
- In cases where the hiring department does not believe the Specified Term Employee is qualified for a position, based on a review of the basic or highly desirable requirements, they may petition to Compensation and Classification, through the Senior Human Resource Leader for an interview waiver. A department will not be required to interview more than five (5) employees under this process for any given recruitment.
- If a Specified Term employee returns within 12 months from the date of termination, the University will reinstate sick leave, and provide the option to purchase vacation leave that was paid out at the time of termination.
- If a Specified Term employee returns within 12 months of the date of termination, the University will adjust the seniority, P&S Term status date, benefit eligibility and retirement eligibility date back to the date that was in effect at the time of termination.
- If the Specified Term employee returns within 12 months of the date of termination, the University will reinstate priority for parking, athletic tickets, and any other benefits that the employee had at the time of termination.
- Specified Term employee who achieved Career Status and is furloughed will not lose Career Status if reappointed to the same classification during the notification period and for 12 months following termination. The original Career Status date will be reinstated. If the employee is reappointed to a different classification in the same pay grade or the same classification series, the staff member will ordinarily be reappointed with Career Status and retain the original Career Status date, but he or she can be asked to serve a probationary period or of no more than one year before returning to Career Status and a new Career Status date. If the employee is appointed to a different classification than they have occupied previously, they will serve a one-year probationary period prior to returning to Career Status and a new Career Status date.