Voluntary Schedule Reduction Program (VSRP)

VSRP Overview

The VSRP was developed by the State as a cost savings measure and is authorized by Section 5-248c of the Connecticut General Statues. Under VSRP, employees may take unpaid time off without affecting their other benefits.

  • Voluntary participation.
  • Management approval required.
  • Request cannot be approved if leave would result in overtime cost or have a significant impact on critical services.
  • The VSRP may not be substituted for medical leave.
  • The employee or her/his management may cancel time off under the VSRP up to and including the day prior to the date of the scheduled time off.
  • The VSRP is not subject to the grievance or arbitration procedure.


Permanent employees as provided by Section 5-196 of the Connecticut General Statute are eligible to participate:

  • Classified employees (NP-2, NP-3, NP-5, P-2, P-5) who have completed their required working test.
  • Unclassified employees (UCPEA, AAUP, Managerial/Confidential) who have completed six months of employment.
  • Excludes employees in positions funded in whole or in part by the federal government as part of any public service employment program, on the job training program or work experience program.

Program Options

  • Sporadic Days Off – individual full or partial days off. Classified employees may not take consecutive days off. (Monday/Friday is not considered consecutive.) NOTE: the Governor waived the consecutive days off limitation for classified employees from March 11, 2009 until further notice.
  • Work Schedule Reductions – a reduction in scheduled weekly hours that does not result in an employee falling below the minimum required for health insurance benefits.

Impact of VSRP to Employee Benefits

  • Employees continue to receive subsidized health care and life insurance benefits.
  • Employees recieve full credit toward seniority, longevity and retirement. Additionally, for State Employee Retirement System (SERS) participants earnings for unpaid leave taken under VSRP are not impacted. In other words, salary that would have been earned will be added to the actual earnings when determining the three highest earning years used in the calculation.
  • Employees continue to accrue vacation.
  • Classified employees continue to accrue sick leave.
  • Employees receive holiday pay with no regard to VSRP time off.
  • Time off under the VSRP does not count as time worked for purposes of determining overtime pay.

How to apply for VSRP

Step 1: For Employee

Complete the Part I of the DAS Request for Schedule Change under the Voluntary Schedule Reduction Program Form CT-HR-7c and submit to your supervisor in advance of the requested date(s). Note: the VSRP operates by fiscal year, July 1 to June 30 and is renewable after the initial three month period.

Step 2: For Direct Supervisor

Complete Part II on which you indicate your recommendation or denial of the request. If denied, the form is returned to the employee. If approved, forward the form to Human Resources (Room E303)

Step 3: Review by Human Resources

Human Resources will review your application for compliance. If compliant, estimate savings and distribute copies of the application to the employee, supervisor, and Payroll. If not compliant, Human Resources will return to supervisor with explanation.

Step 4: Employee + Supervisor

When completing timesheets use the code UVLRP for time away from work through the VSRP. Notify the Director of Human Resources of any cancellations of approved time off under VSRP. For all other changes, complete a new application.

Step 5: Payroll Update

Human Resources will report changes in approved leave to Payroll.

Frequently Asked Questions (FAQ)

I currently receive health insurance benefits through my employment with ncc. If i participate in the vsrp, am i still eligible for health and life insurance?

An approved leave under the VSRP does not impact health insurance eligibility. A request for participation in the CSRP will not be granted, if it would result in an employee falling below the threshold for health insurance benefits.

I would like to take unpaid leave under the VSRP, but I a, still in my initial working test period. Am I eligible to participate?

No. An employee must be in “permanent” status in order to participate in the VSRP.

May I take consecutive partial days under the VSRP? For example, would it be permissible to reduce my hours each day from 8 to 7?


If I take a partial day of unpaid leave under VSRP, is there a minimum amount of time I must take?

Yes, you must take at least one hour in a day

If I request unpaid leave under the VSRP, will my request be automatically approved?

No. An employee’s request cannot be approved if it would result in overtime costs or have a significant impact on critical services.

What code do I use on my timesheet?


If I take leave under VSRP now and later am required to take a furlough day, can the leave under the VSRP satisfy the furlough day requirement?

No. A that this time, leave taken under VSRP may not substitute for any furlough day(s) that may be required in the future.

Can I retroactively change time that I already took off without pay to time off under the VSRP?

No. Time under VSRP must be pre-approved.

If you have any other questions, please contact Human Resources (East Campus, Room 306 or 203.857.6866) for further details.