[COVID-19] HR employee resources - COVID-19 Faculty Reduction of workload

The goal of this document is to provide guidance to ranked faculty who are interested in a reduced workload during the 2020-2021 year due to COVID-19 related reasons. UWL is committed to retaining high quality faculty and equitably ensuring the continuity of departmental/college/university activities. The faculty member should meet with HR to discuss FMLA, eFML, and unpaid leave options. If a ranked faculty member wishes to pursue a reduction in workload as related to COVID-19 childcare obligations due to a non-facility closure and is pursuing an unpaid leave option, the following guidance is in place for the faculty member, the department, the Dean, Provost and Human Resources (HR).

Unpaid leave requests will be considered for one semester at a time. Leave must be approved by the department/Dean/Provost and the expectation is that when associated with COVID-19 childcare obligations the leave should be approved. 
  • Due to the potential number of requests for unpaid leave during COVID by ranked faculty, only requests for leave associated with instruction* will be considered The vacancy salary savings associated with the leave will be used to cover departmental or college instructionally related needs.
    • 80% would be for a reduction in teaching a 3-credit** course each semester course only with no change to service expectations. 
    • 60% would be a reduction in six credits of teaching per semester (or instructional equivalent) and no reduction in service expectations. 
    • The reduction will be spread across the 9-month contract unless initiated for one semester too late to allow for reduction across the full contract (e.g., for the Spring semester in the Fall). If for one semester, the reduction will occur over 5 months.  
      • * for departments with heavy advising loads (~30+ advisees per faculty member), the Provost will consider proposals for workload reduction associated with advising if the department will receive overload to compensate for advising duties and has individuals willing to provide the services.  
      • **when contact hours are used, 15 contact hours is used as the base for a full-time faculty member; when credit hours are used, 12 hours is used as the base for a full-time faculty member. 
    • FMLA hourly and/or percentage leave calculations should not be used as the basis for the load. 
    • The pay reduction will be based on a 9-month contract (e.g., the reduction of one 3-credit course per academic year would be a 10% reduction of salary). If the workload and pay reduction is for one semester the reduction in salary will be spread out over the remaining pay periods for the year after the leave is enacted.
  • Departmental by-law statements regarding teaching/scholarship/service are unaffected. 
  • Review of and expectations for the scholarly outcomes should be guided by the Faculty Senate part-time work policy [https://kb.uwlax.edu/105030]. 
  • Library workload will need to be considered and approved by the department, Director and the Provost. 
  • The faculty member should be sure to understand the impact of a reduced appointment or leave on benefits and retirement by making inquiries with HR. 

Revision history:

Original adoption by Chancellor, December 5, 2007
Clarification added, September 2020

Supporting tools:


Links to related information:

Keywords:part-time faculty, reduction, FTE   Doc ID:105674
Owner:John A.Group:UW-La Crosse
Created:2020-09-08 12:55 CDTUpdated:2020-09-09 19:30 CDT
Sites:UW-La Crosse
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