Pandemic Influenza: Human Resources Reference Sheet
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In the event of a pandemic influenza in the State of South Carolina, HR offices will be essential points of contact for state employees. State human resources offices will be required to determine which workers are essential, how payroll will be processed, what leave options will be granted, and how various staffing issues will be addressed. The following fact sheet should be used by state agencies to evaluate their current pandemic influenza plans and to consider the role of HR offices in the overall planning process. The issues listed in this fact sheet are not all-inclusive, but represent examples of concerns that state human resources offices should consider when planning for a pandemic influenza or other types of workplace crises. A comprehensive state pandemic influenza plan can be found on the Department of Health and Environmental Control's website.

I. Leave:

A. Annual Leave
  • General information on annual leave and accrual rates can be found in the S.C. Code of Laws §§ 8-11-45; 8-11-145; 8-11-610-680 and State HR Regulations Section 19-709.

  • The South Carolina Code of Laws currently provides an emergency provision (8-11-670) allowing an employee to exceed the 30 day annual leave maximum.


    • B. Sick Leave
  • General information on sick leave and accrual rates can be found in the S.C. Code of Laws §§ 8-11-40 through 8-11-46, 8-11-110 and State HR Regulations Section 19-710.

  • Family sick leave (10 day limit) should be taken into consideration when preparing for an influenza pandemic.

  • Sick leave may be used when an employee is exposed to a contagious disease.

  • Any agency may advance up to 15 days of additional sick leave to an employee in extenuating circumstances.


    • C. Leave Transfer Pool
  • In determining leave use from the leave pool, agencies should refer to the Leave Transfer Guidelines located on OHR's website.


    • D. Leave Without Pay
  • If an agency is forced to close because of a pandemic emergency, employees may be required to take leave or leave without pay.


    • II. Staffing Issues:

    A. Agencies should determine a mission critical list of essential employees

    B. Temporary Staffing
  • The State has numerous temporary employment providers on contract that can assist with temporary employees.

  • OHR's Temp-O is available to provide staffing as needed.


    • C. The following occupational categories are most likely to be in high demand:
  • Healthcare, law enforcement, security personnel, and custodial workers


    • D. Options for distance working
  • Agencies should have a telecommuting policy in place and may refer to OHR's Telecommuting Policy website.
  • Information technology capabilities/needs


    • III. Education/Communication:

    A. A call center will be set up to respond to employee questions.

    B. Training and education are important planning options for human resources departments to communicate to employees prior to an emergency situation.

    IV. Pay:

    A. Receipt of Paychecks
  • The Comptroller General's Office will be the point of contact for pay concerns.

  • It will be important for human resources offices to consider how many of their current employees do not use the automatic draft option and what the implications will be for getting paychecks to those employees.


    • B. Addressing Increased Work Load and Hours
  • Agencies may want to consider temporary salary adjustments for employees who are taking on a greater work load from sick employees.

  • Special assignment pay could be considered for employees working in hazardous conditions.

  • Overtime/compensatory time may be needed when employees are working longer hours.


    • V. Health and Safety Concerns
  • Custodial services will be needed to keep the workplace clean and germ free.

  • Masks and other personal protection devices may be required for employees.

  • It will be imperative for human resources offices to communicate to supervisors the importance of sending sick employees home to prevent transmission of the flu.

    • VI. Health Insurance:
  • In the event of a pandemic influenza emergency, employees may need to consider their health insurance coverage options. Please visit the South Carolina’s Employee Insurance Program’s website.



    • THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE AGENCY. THIS DOCUMENT DOES NOT CREATE ANY CONTRACTUAL RIGHTS OR ENTITLEMENTS. THE AGENCY RESERVES THE RIGHT TO REVISE THE CONTENT OF THIS DOCUMENT, IN WHOLE OR IN PART. NO PROMISES OR ASSURANCES, WHETHER WRITTEN OR ORAL, WHICH ARE CONTRARY TO OR INCONSISTENT WITH THE TERMS OF THIS PARAGRAPH CREATE ANY CONTRACT OF EMPLOYMENT.