{"id":6917,"date":"2026-06-01T15:32:01","date_gmt":"2026-06-01T22:32:01","guid":{"rendered":"https:\/\/hr.uw.edu\/ops\/?page_id=6917"},"modified":"2026-07-08T14:42:47","modified_gmt":"2026-07-08T21:42:47","slug":"managing-salary-and-wage-impacts-due-to-permanent-loss-of-funding","status":"publish","type":"page","link":"https:\/\/hr.uw.edu\/ops\/ending-employment\/layoffs\/managing-salary-and-wage-impacts-due-to-permanent-loss-of-funding\/","title":{"rendered":"Managing salary and wage impacts due to permanent loss of funding"},"content":{"rendered":"

This webpage outlines the approaches and procedures to temporarily stop or minimize employee salary and wage expenditures.<\/p>\n

If the need to temporarily stop or minimize salary and wage expenditures is emergent or unknown, contact your HR Consultant<\/a>.<\/p>\n

It is important to begin the notification processes as soon as possible<\/strong> 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).<\/p>\n

Options for emergent, temporary or unknown funding loss<\/h3>\n
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\n
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Staff<\/i><\/a><\/h3>\n<\/div>\n
\n
\n

Regular staff<\/p>\n

\u2705 Furlough<\/a><\/p>\n

\u2705 Temporary FTE Reduction<\/a><\/p>\n

PSTP Salaried Staff, Nonpermanent Fixed Duration Staff<\/p>\n

\u2705 Furlough<\/a><\/p>\n

\u2705 Temporary FTE Reduction<\/a><\/p>\n

\u2705 End Employment and Position Elimination<\/a><\/p>\n

Nonpermanent, Intermittent, PSTP, Other Temporary Staff<\/p>\n

\u2705 End Employment and Position Elimination<\/a><\/p>\n

\u2705 Remove from schedule<\/p>\n<\/div>\n<\/div>\n<\/div>\n

\n
\n

Academic personnel<\/i><\/a><\/h3>\n<\/div>\n
\n
\n

Research and Without Tenure (WOT) Faculty<\/p>\n

\u2705 Reduced Responsibility<\/a><\/p>\n

Fully-Tenured Faculty or Faculty on Annual or Multi-Year Term Appointments<\/p>\n

\u2705 No HR Action (Must find other funding unless self-initiated FTE reduction)<\/a><\/p>\n

Salaried Postdoctoral Scholars<\/p>\n

\u2705 Furlough<\/a><\/p>\n

\u2705 Temporary FTE Reduction<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n

\n
\n

Student employees and others<\/i><\/a><\/h3>\n<\/div>\n
\n
\n

Salaried UAW ASEs<\/p>\n

\u2705 To Be Determined: No decision has been made<\/p>\n

Hourly UAW ASEs<\/p>\n

\u2705 Furlough<\/a><\/p>\n

\u2705 Temporary FTE Reduction<\/a><\/p>\n

\u2705 Remove from schedule<\/p>\n

Student Hourly Employees<\/p>\n

\u2705 End Employment and Position Elimination<\/a><\/p>\n

\u2705 Remove from schedule<\/p>\n

Stipend Recipients<\/p>\n

\u2705 No HR Action (Must find other funding)<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n

<\/p>\n

Procedure<\/h3>\n
    \n
  1. Contact your HR Consultant<\/a>. UWHR has developed streamlined processes for processing temporary FTE reductions and furloughs. After consultation, your HRC will provide you with a spreadsheet to complete.<\/li>\n
  2. Return your completed spreadsheet <\/strong>to your HR Consultant<\/a>.<\/li>\n
  3. Your HR Consultant will review within two business days<\/strong> and confirm that:\n
      \n
    1. Bargaining unit-covered work is not going to positions outline the bargaining unit (skimming)<\/li>\n
    2. Decisions are not based on protected categories<\/a>.<\/li>\n<\/ol>\n<\/li>\n
    3. Notification. <\/strong>Your HR Consultant will provide you with a notification template to use. All temporary layoffs require at least 7 calendar days’ notice (UAW Research Scientist Engineers shall receive 30 calendar days’ written notice of temporary FTE reduction), with more notice being given where feasible.<\/li>\n
    4. Workday entry.<\/strong> All furloughs and temporary FTE reductions will be processed in Workday by UW Human Resources.<\/li>\n<\/ol>\n

      Change in funding or conditions<\/h3>\n

      If funding becomes available or conditions change, contact your HR Consultant, who will work with you on a notification that informs employees of a change in the status of their FTE reduction or furlough.<\/p>\n","protected":false},"excerpt":{"rendered":"

      Guidance for units managing emergent, temporary or uncertain funding loss, including options to temporarily stop or reduce salary and wage costs. The page outlines available actions by employee type, required notice timelines, consultation steps with HR, and how changes are processed.<\/p>\n","protected":false},"author":49,"featured_media":0,"parent":2641,"menu_order":40,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"no","slim_seo":{"title":"Managing salary and wage impacts due to permanent loss of funding - HR Operations","description":"Guidance for units managing emergent, temporary or uncertain funding loss, including options to temporarily stop or reduce salary and wage costs. The page outli"},"_slim_seo_primary_term_category":0,"footnotes":""},"categories":[],"class_list":["post-6917","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/hr.uw.edu\/ops\/wp-json\/wp\/v2\/pages\/6917","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hr.uw.edu\/ops\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/hr.uw.edu\/ops\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/ops\/wp-json\/wp\/v2\/users\/49"}],"replies":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/ops\/wp-json\/wp\/v2\/comments?post=6917"}],"version-history":[{"count":7,"href":"https:\/\/hr.uw.edu\/ops\/wp-json\/wp\/v2\/pages\/6917\/revisions"}],"predecessor-version":[{"id":7784,"href":"https:\/\/hr.uw.edu\/ops\/wp-json\/wp\/v2\/pages\/6917\/revisions\/7784"}],"up":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/ops\/wp-json\/wp\/v2\/pages\/2641"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/ops\/wp-json\/wp\/v2\/media?parent=6917"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hr.uw.edu\/ops\/wp-json\/wp\/v2\/categories?post=6917"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}