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Furlough is a non-disciplinary action placing an employee in a temporary non-duty and non-pay status because of lack of work or funds or for other non-disciplinary reasons.
A furlough for more than 30 calendar days is accomplished using reduction-in-force(RIF link) procedures.
A furlough is an adverse action if it is for 30 calendar days or less and is based on a decision of an administrative officer, usually the head of the organization.
An employee against whom a furlough of 30 days or less is proposed is entitled to:
- At least 30 days advance written notice;
- A reasonable time, but not less than 7 days, to answer orally or in writing or both and to furnish affidavits and other documentary evidence in support of the answer. Check with your servicing personnel office for specific time frames. (Note: A summary of any oral reply is required, see 5 USC 7513(e))
- Representation by an attorney or other personal representative;
- A reasonable amount of official time to review the material relied on to support the proposed action, to prepare an answer, and to secure affidavits, if the employee requests time and is otherwise in an active duty status. However, if the employee is covered by a negotiated agreement (union contract), the provisions of that agreement must be followed.
- A written decision and the specific reason(s) for the decision at the earliest practicable date and before the effective date of the action.
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