| Furlough (Voluntary) FAQs | |||||
|
 Implementation Q: Under what conditions may an agency implement a voluntary furlough program? A: If the general funds appropriated for a State agency are less than the general funds appropriated for that agency in the preceding fiscal year, or whenever the General Assembly or the Budget and Control Board implements a midyear across-the-board budget reduction, an agency may implement a voluntary furlough program. Q: Who determines whether an agency will implement a voluntary furlough program? A: The agency head will determine whether to implement a voluntary furlough program. Q: Who decides when the employee will take the voluntary furlough? A: The agency and participating employee must mutually agree upon when the voluntary furlough will be taken. Eligibility/Participation Q: Who is eligible to participate in a voluntary furlough? A: Employees in FTE positions, time limited positions, and temporary grant positions are eligible to participate in a voluntary furlough. Q: How many days per fiscal year can an employee furlough? A: An employee may voluntarily furlough up to 90 work days per fiscal year. Q: Must a voluntary furlough be taken in full day increments? A: A voluntary furlough may be taken in full or partial day increments; however, an agency may establish guidelines that determine the smallest increments in which voluntary furlough may be taken by an employee. Q: Can furlough days taken under a voluntary furlough program be counted towards furlough days required through a mandatory furlough program? A: Yes. For example, if an employee takes three days under an agency's voluntary furlough program and later in the fiscal year the agency requires employees to take five furlough days through a mandatory furlough program, the agency may require that the employee only take two mandatory furlough days. If the mandatory furlough is implemented under SC Code of Laws 8-11-192, voluntary furlough days must be counted toward the furlough days required by a mandatory furlough. Q: Can an employee whose position is paid through federal or other funds participate in a voluntary furlough? A: OHR encourages agencies to research any restrictions on federal or other funds associated with positions before implementing a furlough. In some instances, federal laws associated with funding for certain programs may prohibit employees from participating in voluntary furlough. In those situations if a position is only partially federally funded, the voluntary furlough may be prorated. Benefits Q: How is an employee's benefits affected by a voluntary furlough? A: During a voluntary furlough, a State employee is entitled to participate in the same state benefits as otherwise available to him except for receiving his salary. As to those benefits which require employer and employee contributions, State agencies, institutions and departments will be responsible for making both employer and employee contributions if coverage would otherwise be interrupted; and as to those benefits which require only employee contributions, the employee remains solely responsible for making those contributions. Q: Can an employee receive unemployment compensation while on voluntary furlough? A: An employee may be eligible for unemployment benefits with the South Carolina Employment Security Commission while on a voluntary furlough. Employees should contact the South Carolina Employment Security Commission for further details or go to the agency's web site for information on unemployment insurance. Q: Does an employee accrue annual and sick leave while on voluntary furlough? A: An employee will continue to accrue annual and sick leave while on voluntary furlough. Q: Is an employee paid for a holiday that falls within a voluntary furlough period? A: If a holiday falls during the voluntary furlough period, the employee is paid for the holiday. Q: How does a voluntary furlough affect an employee’s performance review date? A: An employee’s performance review date will not be adjusted during a period of voluntary furlough. Q: How does a voluntary furlough affect an employee’s State service date or continuous service date? A: A voluntary furlough does not affect an employee’s State service date or continuous service date. Q: Can an employee grieve participation in a voluntary furlough program? A: Individuals affected by a voluntary furlough do not have grievance or appeal rights under the State Employee Grievance Procedure Act. Reporting Q: Is an agency required to report any information concerning employees participating in a voluntary furlough program? A: An agency must report the following information on employees who participate in the voluntary furlough to the Office of Human Resources prior to September 1st of the following fiscal year: * Total number of employees who participated in the voluntary furlough program, * Total number of voluntary furlough days, * Estimated cost savings associated with the voluntary furlough program. Q: What documentation is an agency required to maintain regarding an employee participating in a voluntary furlough program? A: An agency should maintain internal documentation for recordkeeping purposes, including a written request by employees to participate in the program.
|
||||