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| Furlough (Voluntary) FAQs | ||||
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 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 calendar 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, agencies may establish guidelines that determine the smallest increments in which voluntary furlough may be taken by an employee. Q: Can an employee on military leave participate in a voluntary furlough? A: An employee on military leave may participate in a voluntary furlough. Benefits Q: How are employees’ benefits affected by a voluntary furlough? A: During a voluntary furlough, State employees are entitled to participate in the same state benefits as otherwise available to them except for receiving their salaries. 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. Q: Do employees accrue annual and sick leave while on voluntary furlough? A: Yes, employees 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: Yes, 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 or appeal a denial to participate in a voluntary furlough program? A: No, an employee cannot grieve or appeal a denial to participate in a voluntary furlough program. Reporting Q: Are agencies required to report any information concerning employees participating in a voluntary furlough program? A: Agencies 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: Agencies should maintain internal documentation for recordkeeping purposes, including a written request by employees to participate in the program.
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| 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. |