Policies & Procedures - Voluntary Furlough
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.
When the general funds appropriated are less than the general funds appropriated from the preceding fiscal year, or whenever the General Assembly or the Budget and Control Board implements a midyear across-the-board budget reduction, The Citadel may institute a voluntary employee furlough program of not more than ninety days per fiscal year. During this voluntary furlough, the state employees shall be 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, The Citadel will be responsible for making both employer and employee contributions if coverage would otherwise be interupted; and as to those benefits which require only employee contributions, the employee remains solely responsible for making those contributions. In the event The Citadel's reduction is due solely to the General Assembly transferring or deleting a program, this provision does not apply.
1. If the general funds appropriated for The Citadel is less than the preceding fiscal year, The Citadel may institute a voluntary furlough program.
2. If the General Assembly or the Budget and Control Board implements a midyear across-the-board budget reduction, The Citadel may institute a voluntary furlough program.
3. A furlough cannot be enacted if The Citadel's reduction is due solely to the General Assembly transferring or deleting a program.
1. All employees in FTE positions, time limited positions, or temporary grant positions are eligible to participate.
1. Employees are eligible to particpate in the same state benefits as otherwise available to them with the exception of receiving their salary.
2. The employee remains responsible for making contributions that require only employee contributions.
3. State agancies are responsible for making both employer and employee and employee contributions if coverage would otherwise be interrupted for benefits which require employer and employee contributions.
4. An employee may furlough up to ninety (90) calendar days per fiscal year.
5. An employee may furlough in full or partial day increments.
6. An employee will continue to accrue annual and sick leave as if they were in pay status.
7. If a holiday falls during the furlough period, the employee should be paid for the holiday.
1. An employee's performance review date will not be adjusted; however, The Citadel should take into consideration an employee's review date prior to approving a voluntary furlough for evaluation conference purposes.
2. An employee's state hire date and continuous state service date will not be adjusted.
3. The employee will not be eligible to receive their salary during a furlough.
DOCUMENTATION AND REPORTING:
1. Denial of an employee's request to furlough is not grievable or appealable under the State Employee Grievance Procedure Act; however, all decisions made under this program should be made in a non-discriminatory manner.
2. The Citadel must report to the Office of Human Resources the following information regarding furloughed employees prior to September 1st of the following fiscal year.
- Total number of employees who have participated in the furlough program
- Total number of furlough days
- Estimated cost savings
3. The Citadel should maintain internal documentation for record keeping purposes and a letter of agreement that documents the terms of the furlough and emphasizes the employee's voluntary decision to request it.