Human Resources

2025 Furlough Program for Non-Negotiated Administrators

Western Illinois University continues to work towards long-term financial sustainability. We still face fiscal challenges that require us to develop and implement additional strategies in order to maintain operations and ensure future fiscal stability as we move into FY26.

After thorough consideration, University administration has determined that a temporary mandatory furlough program is necessary at this time. Effective February 1 through July 31, 2025, non-negotiated administrative employees with a salary threshold of $75,000 and above are required to take temporary unpaid leave of absence based on the terms of the program.

During furlough days, affected employees are not allowed to perform job duties, receive regular pay, or report hours worked. There will be no change to exemption status during the furlough period. All civil service and faculty, as well as administrative employees covered by bargaining units, are exempt from this current program.

Employees who are anticipating retirement from the University between February 1 and July 31, can be exempted from this furlough program. Please contact the Office of Human Resources to submit your intent to retire and confirm the terms of your separation.

Frequently Asked Questions

Annualized pay as of January 23, 2025:

  • $150,000 and above: 18 days (3 days per month)
  • $100,000–$149,999: 12 days (2 days per month)
  • $75,000–$99,999: 6 day (1 days per month)
  • $74,999 and under: 0 days

No. A voluntary pay reduction is not an option for the current furlough program.

Employees currently excluded from this furlough program include:

  • Civil Service Employees
  • Employees earning less than $75,000
  • Employees paid on 100% grant or foundation funds
  • Student workers
  • Graduate assistants and teaching assistants
  • Negotiated employees
  • Chairs/Academic Directors during their 50% appointment in June and July

An anticipated furlough day will be recorded during the pay period immediately prior to the pay period when the furlough day is physically taken, at the bottom of the time card. On the day the furlough day is actually taken, no hours should be recorded.

Please Note: Advance notice to the Human Resources or Payroll Office is not necessary for this Mandatory Furlough Day Program. Furlough time will simply be recorded on the timecard, with supervisor approval demonstrated via the approval of the timecard. An employee's individual supervisor may determine the need for additional notification processes to be followed in an employee's individual area.

Send an email stating the change in furlough day(s) to Payroll@wiu.edu and copy your supervisor.

Generally, a work week is defined as Monday through Sunday. If you have questions about whether your work week is the standard Monday through Sunday, please contact Human Resources at (309) 298-1971.

No, an affected employee is not allowed to work on the furlough day. Supervisors may not require, ask, or permit employees to work on a furlough day. If an employee is required to work on a day that has been previously designated as a furlough day, the day will not be counted as a furlough day, and the employee will be required to take a different day as a furlough day during the relevant pay period.

An affected employee may not conduct any University business during the 24 hours of a furlough day. All time spent by an employee performing activities that are job-related is considered "work time" and is prohibited on the furlough day.

A furlough day must be taken in a full-day increment.

Yes. An affected employee in a split-funded appointment is subject to the program.

Yes, if the employee meets the salary threshold (a minimum annual salary of $75,000), the employee must take the same number of mandatory furlough days as a full-time employee.

No. Affected employees may not work on a furlough day.

Monthly FTE/21.67 times percent of appointment

No. During the week a furlough day is taken, no hours in excess of a regular work day can be worked.

All affected employees are expected to take the furlough days as outlined. If an employee fails to do so, the situation will be addressed by the appropriate vice president in conjunction with Human Resources.

In the event an employee does not earn sufficient pay to cover regular deductions, the missed deductions will be taken from a future paycheck. Please contact the Payroll Office for additional information.

No. A furlough day cannot be taken on the first calendar day of any month.

No. A furlough day is leave without pay.

A furlough day cannot be taken on a paid holiday; employees are expected to observe all paid holidays.

Yes.

You are still expected to take all your furlough days during the designated time frame. However, furlough days taken during the program will count as unpaid leave days required to be taken during that same time period.

Yes, a supervisor must approve the requested unpaid leave day(s) prior to the day it will be taken. While an individual supervisor may choose the process his or her employee must follow to request an unpaid leave day, the ultimate approval is granted via approval of the time card.

Unless weekend work is part of an affected employee's scheduled work week, neither Saturday nor Sunday can be used as an unpaid leave day.

Yes, with supervisor approval.

No.  An affected employee is expected to schedule furlough days around planned business travel.