General Employment Actions FAQs
Why is JHU considering putting employees on furlough and or reduction in force?
Due to the economic and operational impact of COVID-19 (coronavirus), Johns Hopkins University is implementing these measures to ensure the financial stability of our organization.
What does furlough mean?
A Furlough is a temporary alteration in a staff member’s work schedule, with accompanying reduction in pay. A Furlough does not constitute a termination of employment. There are two types of work schedule alterations that may constitute a Furlough:
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- Furlough: Reduced Hours/Schedule. A reduction in daily or weekly hours, or an unpaid scheduled day off on a regular basis, during which an employee is off work and unpaid. Reductions to the hours for non-exempt employees will be in daily increments. Reductions to the schedule for exempt employees may be in daily or weekly increments, subject to certain limitations so that salary does not vary week to week. A Furlough: Reduced Hours/Schedule does not constitute a termination of employment.
- Furlough: Temporary Layoff: A temporary period, minimum two consecutive work weeks, during which an employee is off work and unpaid (e.g., an unpaid period of weeks or months). A Furlough: Temporary Layoff does not constitute a termination of employment and may be treated similar to an Unpaid Leave of Absence under JHU’s existing HR policies.
Furloughed employees retain their positions, but during the unpaid hours or days, the employee ceases all work for the university. During the Furlough period, the employee maintains a JHED ID and access to email, Success Factors, training resources and Employee Self-Service (ESS). Access to other systems may be limited during this period. Employees should not work while on Furlough, which includes reading email and taking phone calls. Furloughed employees will receive a notification when the division/department determines that the employee can return to work.
How long will my Furlough last?
The Furlough period will vary depending upon the operational and financial situation of each division/department. When employees are placed on Furlough, they will be provided an estimate of the anticipated length of the Furlough, but this may be extended due to business need. JHU cannot predict when circumstances will sufficiently change so that the need for Furloughs will be reduced or eliminated.
Why was I selected for Furlough? What were the criteria?
Each division/department reviewed the workload of their organization and the impact that COVID-19 has had upon operations. The divisions/departments then made determinations regarding appropriate staffing levels in order to support the current state of business operations.
Are other divisions putting staff on Furlough?
Each division/department is making their own operational decisions regarding appropriate use of furlough’s based upon their specific circumstances. Furlough decisions can impact both exempt and non-exempt staff.
Are faculty being put on Furlough?
Any employment actions impacting faculty are managed at the divisional level by the Deans and DBOs.
FAQs for Furlough: Reduced Hours/Schedule
The Q&As below apply only to those employees who are placed on Furlough: Reduced Hours/Schedule.
What will happen to my medical/dental/vision insurance? Am I still covered?
Yes, staff who are furloughed and who elected coverage under the university’s benefit plans for calendar year 2020 during open enrollment in fall 2019 will still have the same benefits without interruption. Benefit deductions will continue to be taken from your pay, as usual.
Do I still retain all my other benefits while on furlough?
While on Furlough: Reduced Hours/Schedule, employees keep their full benefits. Leave continues to accrue, but at a rate consistent with hours worked (including hours coded as vacation time).
Can I use my vacation or sick leave so that I can continue to be paid?
Employees may elect to use accrued vacation to bridge their pay and offset the days that they are told not to work. Employees are not permitted to go negative on vacation balance. Employees may not use sick leave because the reason for the absence from work is not due to sickness.
Can I use floating holidays to cover some of my pay?
Yes, floating holidays can be used just like vacation to bridge your pay while on a reduced schedule furlough.
Can I donate vacation leave to someone else?
JHU does not permit vacation leave to be donated by one employee to another.
Will I continue to accrue vacation and sick leave at my normal rate?
Yes, leave continues to accrue, but at a rate consistent with hours worked (including hours coded as vacation time).
What about my salary deductions for the 403(b) retirement plan?
Employee contributions to the 403(b) plan are based upon pay received (including hours coded as vacation time).
Who do I contact if I have questions about my benefits?
See the Furlough: Reduced Schedule Benefits Summary. For additional assistance or questions please reach out to the Benefits Service Center or call 410-516-2000 for assistance.
Can I file for unemployment insurance benefits?
Eligibility for unemployment insurance is determined by the state. However, employees on a reduced schedule are probably not eligible for unemployment benefits, unless the reduction takes salary below the benefits threshold in the state.
Will the Furlough affect my years of service or retirement at Johns Hopkins?
No, Furlough will not affect your years of service or retirement at Johns Hopkins.
Will reduced hours affect my access to university tuition benefit plans?
No, Furlough will not affect access to the university’s tuition benefit plans.
Will furloughed staff return to the previous schedule? If so, when?
Divisions will continue to monitor the impact on staffing needs given operational requirements. Your HR manager will update you with new information and decisions as soon as we have them. You will receive a minimum of one week of notice to return to work.
Is it possible that even after the Furlough my position could still be eliminated?
The university will continue to closely monitor operations and staffing levels, and will make decisions based upon business impacts. If the ultimate decision is made to eliminate your position, you would receive a severance package, benefits support, and outplacement support.
What recourse do I have regarding the Furlough decision?
All Furlough decisions are being made after careful consideration of many alternatives. This action has been taken after all possibilities were exhausted, and it has been reviewed by the most senior JHU leadership.
Can I look for a job while I am on Furlough?
Yes, you may seek alternative employment while on Furlough. If you choose to accept a position elsewhere, please notify your manager as soon as possible.
FAQs for Furlough: Temporary Layoff
The Q&As below apply only to those employees who are placed on Furlough: Temporary Layoff
What will happen to my medical/dental/vision insurance? Am I still covered?
Yes, staff who are placed on Furlough and who elected coverage under the university’s benefit plans for calendar year for calendar year 2020 during open enrollment in fall 2019 will still have the same benefits without interruption. If necessary, impacted employees will be direct billed (by a 3rd party) for their contributions to these benefit plans.
Do I still retain all my other benefits while on Furlough?
While on Furlough: Temporary Layoff status, employees keep their full benefits, but do not continue to accrue leave.
Can I use my vacation or sick leave so that I can continue to be paid?
Employees placed on Furlough: Temporary Layoff have the option of using accrued vacation leave, as described below. Employees may not use sick leave because the reason for the absence from work is not due to sickness.
Employees must choose one of the three options listed below within 7 calendar days of notification.
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- Do not use your vacation time. Employees electing this option will receive no pay starting on the first day of the Furlough. Their vacation balance will remain intact and will be available when they return to work.
- Use half of your vacation balance. JHU will make a one-time lump sum payment equal to half of the accrued vacation balance (up to half of the vacation limit). Upon return to work, the accrued vacation balance will have been reduced accordingly.
- Use all of your vacation balance. JHU will make a one-time lump sum payment equal to the value of the entire accrued vacation balance (up to the vacation limit). Upon return to work, the accrued vacation balance will have been reduced accordingly.
Please note that employees placed on Furlough: Temporary Layoff are typically eligible for unemployment if they do not elect the vacation payout, depending on state rules. If the employee elects the vacation payout, they may not be eligible for unemployment until the vacation pay has been expended (even though it is paid in a lump sum). The state alone determines eligibility for unemployment insurance.
Can I use floating holidays to cover some of my pay?
No, floating holidays cannot be used during the temporary layoff period, but you will not lose them, and can use them after you return to work.
Can I donate vacation leave to someone else?
JHU does not permit vacation leave to be donated by one employee to another.
Will I continue to accrue vacation and sick leave at my normal rate?
No, sick and vacation leave do not accrue during furlough.
What about my salary deductions for the 403(b) retirement plan?
There will be no new employee or employer contributions because they are only permitted when wages are paid. Employees will remain a plan participant with their account balance intact.
Who do I contact if I have questions about my benefits while on furlough?
See the Furlough: Temporary Layoff Benefits Summary. For additional assistance or questions please reach out to the Benefits Service Center or call 410-516-2000 for assistance.
Can I file for unemployment insurance benefits?
Eligibility for unemployment insurance is determined by the state upon furlough of employment. However, employees on a temporary layoff are probably eligible for unemployment benefits, unless they elect a vacation payout to help bridge pay. Employees should file an unemployment claim as soon as the employee is notified of the furlough.
Will the furlough affect my years of service or retirement at Johns Hopkins?
No, a furlough will not affect your years of service or retirement at Johns Hopkins.
Will the furlough affect my tuition assistance benefits?
No, a furlough will not affect tuition assistance benefits.
Will furloughed staff return to the previous schedule? If so, when?
Divisions will continue to monitor the impact on staffing needs given operational requirements. Your HR manager will update you with new information and decisions as soon as we have them. You will receive a minimum of one week of notice to return to work.
Is it possible that even after furlough that my position could still be eliminated?
We will continue to closely monitor operations and our staffing levels and will make decisions based upon business impacts. If the ultimate decision is made to eliminate your position, you would receive a severance package, benefits support, and outplacement support.
Can I be redeployed?
It is possible that there could be a redeployment opportunity for you in your division/department or in another part of the university. You will be contacted directly regarding redeployment opportunities and will be asked to honor requests for redeployment.
Do I still need to pay for parking during the Furlough period?
No. Parking fees will be removed through payroll during the time the employee is on furlough.
Can I work for another employer outside of Johns Hopkins University while on Furlough?
Yes, but please be aware that this may affect your unemployment benefits. Contact your state’s unemployment office for more information. You also need to be prepared to be recalled to work with one week of notice if operational circumstances require it.
Can I look for a job while I am on Furlough?
Yes, you may seek alternative employment while on furlough. If you choose to accept a position elsewhere, please notify your manager as soon as possible.
What recourse do I have regarding the Furlough decision?
This decision was made after careful consideration of many alternatives. This action has been taken after all possibilities were exhausted, and it has been reviewed by the most senior JHU leadership.
FAQs for Reduction in Force (RIF)
The Q&As below apply only to those employees who are impacted by a Reduction in Force (RIF).
What is the timing of a RIF?
Under university policy, impacted employees must be notified at least 30 days in advance of a RIF. During the notification period, normal pay and benefits continue. The division/department has the option of asking impacted employees to work through the 30-day notification period.
Regardless of which option is chosen, the employee will continue to receive full pay and benefits during the 30-day notification period. Employees are required to sign a waiver in order to receive the severance package described below. The signed waiver must be returned to JHU no later than 45 days after the notification date.
Will I be eligible for unemployment?
Employees are eligible to apply for unemployment benefits when their position is eliminated as part of a RIF. While the final determination on these benefits is made by the state, the university does not oppose employee claims in these instances.
What benefits will I retain?
See the Reduction in Force Benefits Summary for information on the specifics of how employee’s benefit plans are affected in a RIF. For additional information, please contact the JHU Benefits Service Center at 410-516-2000 or visit our website at www.benefits.jhu.edu.
Can I get help finding a new position at JHU?
Yes, there are recruiters assigned from JHU’s Talent Acquisition team to work with you to provide the following services and support:
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- Identify university job titles based on the employee’s skill set and qualifications, advise the employee regarding relevant positions, and provide support throughout the process.
- Work with JHU recruiters for priority consideration and referral as the employee applies for positions.
- Partner with health system recruiters to track whether impacted individuals are hired into JHHS roles (if applicable).
Contact JHURecruitment@jhu.edu for help. Please note that if you accept a position at JHU during the 30-day notification period, you are not eligible for the severance package.
What recourse do I have regarding the RIF decision?
This decision was made after careful consideration of many alternatives. This action has been taken after all possibilities were exhausted and was also reviewed by leadership.
If my attorney has a question about the waiver agreement, who should they contact?
They should email the JHU Office of General Counsel (generalcounsel@jhu.edu).