Reference is to Printer's Date 2/12/15-S.
Amend the joint resolution, as and if amended, by striking all after the enacting words and inserting:
/ SECTION 1. (A)
Notwithstanding any other provision of law, in
Fiscal Years 2014-2015 and 2015-2016, the agency head of South
Carolina State University may institute a mandatory employee
furlough program of not more than twenty working days in each
fiscal year. The program must meet the requirements provided in
subsection (B).
(B) The furlough must
be inclusive of all employees of the university or within a
designated department or program regardless of source of funds,
place of work, or tenure status, and must include employees in
classified positions and unclassified positions in the
designated area. A furlough program also may be implemented by
pay band for classified employees and by pay rate for
unclassified employees. Law enforcement employees, employees
who provide direct patient or client care, and front-line
employees who deliver direct customer services may be exempted
from a mandatory furlough. If the furlough includes the entire
university, the furlough must include the agency head.
Scheduling of furlough days, or portions of days, shall be at
the discretion of the university, but under no circumstances
shall the university close completely. If an employee
participates in a voluntary furlough program in Fiscal Year
2014-2015 or Fiscal Year 2015-2016, the furlough days taken
voluntarily must count toward the furlough days required by the
mandatory furlough authorized in this section. During this
furlough, affected 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, including, but not
limited to, contributions to the South Carolina Retirement
System or the optional retirement program, the university will
be responsible for making both employer and employee
contributions during the time of the furlough 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. Placement of an
employee on furlough under this provision does not constitute a
grievance or appeal under the State Employee Grievance Procedure
Act. The university may allocate the employee's reduction in
pay over the balance of the fiscal year for payroll purposes
regardless of the pay period within which the furlough occurs.
The university is encouraged to consult the State Division of
Human Resources of the Budget and Control Board in the
development of the furlough plan to ensure that the plan meets
the requirements of this section. The university shall report
information regarding furloughs to the State Division of Human
Resources as requested.
SECTION 2. This joint resolution takes effect upon approval by the Governor. /
Renumber sections to conform.
Amend title to conform.