HR Operations

Managing salary and wage impacts due to a temporary loss of funding

Last updated: June 4, 2026

This webpage outlines the approaches and procedures to temporarily stop or minimize employee salary and wage expenditures.

If the need to temporarily stop or minimize salary and wage expenditures is emergent or unknown, contact your HR Consultant.

It is important to begin the notification processes as soon as possible because furloughs and temporary layoffs require at least 7 days’ notice (UAW Research Scientist Engineers shall receive 30 calendar days’ written notice of temporary FTE reduction).

Options for Emergent, Temporary, or Unknown Funding Loss

Employee Type Options
Regular staff Furlough; Temporary FTE Reduction
PSTP Salaried Staff, Nonpermanent Fixed Duration Staff Furlough; Temporary FTE Reduction; End Employment and Position Elimination
Nonpermanent, Intermittent, PSTP, Other Temporary Staff End Employment and Position Elimination; Remove from schedule
Research and Without Tenure (WOT) Faculty Reduced Responsibility
Fully-Tenured Faculty or Faculty on Annual or Multi-Year Term Appointments No HR Action (Must find other funding unless self-initiated FTE reduction)
Salaried Postdoctoral Scholars Furlough; Temporary FTE Reduction
Salaried UAW ASEs To Be Determined: No decision has been made
Hourly UAW ASEs Furlough; Temporary FTE Reduction; Remove from schedule
Student Hourly Employees End Employment and Position Elimination; Remove from schedule
Stipend Recipients No HR Action (Must find other funding)

Procedure

  1. Contact your HR Consultant. UWHR has developed streamlined processes for processing temporary FTE reductions and furloughs. After consultation, your HRC will provide you with a spreadsheet to complete.
  2. Return your completed spreadsheet to your HR Consultant.
  3. Your HR Consultant will review within two business days and confirm that bargaining unit-covered work is not going to an outside vendor and that the correct employees are being impacted.