The Workplace of Personnel Administration (OPM) has ready human sources steerage for businesses and workers on shutdown furloughs (additionally referred to as emergency furloughs).
A shutdown furlough happens when there’s a lapse in annual appropriations.
SEE ALSO: Authorities Shutdown: How It Impacts Your Advantages & Retirement
Shutdown furloughs can happen initially of a fiscal yr, if no funds have been appropriated for that yr, or upon expiration of a seamless decision, if a brand new persevering with decision or appropriations legislation is just not handed.
OPM’s “Steerage to Shutdown Furloughs” booklet gives necessary data for each federal workers and retirees within the following matters:
– Federal worker pay
– Go away and different time
– Retirement
– Funds when separating service
Under are a couple of of OPM’s FAQs on federal pay, go away and holidays throughout a authorities shutdown:
1. What’s a furlough?
A. A furlough is the inserting of an worker in a brief nonduty, nonpay standing due to lack of labor or funds, or different nondisciplinary causes.
2. What’s a shutdown furlough and why is a shutdown furlough needed?
A. Within the occasion that funds will not be obtainable by way of an appropriations legislation or persevering with decision, a “shutdown” furlough happens. A shutdown furlough is important when an company not has the required funds to function and should shut down these actions which aren’t excepted pursuant to the Antideficiency Act (31 U.S.C. 1341-1342). (See steerage from the Workplace of Administration and Finances (OMB) and the Division of Justice (DOJ) for additional data on appropriation issues.)
Federal Worker Protection
1. Who’re “excepted” workers?
A. Within the context of shutdown furloughs, the time period “excepted” is used broadly to seek advice from workers whose work is funded by way of annual appropriations however who will not be furloughed as a result of they’re performing duties that, by legislation, are allowed to proceed throughout a lapse in appropriations. These duties are known as “excepted work.” Such duties might embody emergency work involving the protection of human life or the safety of property or the efficiency of sure different kinds of “excepted work actions” as outlined in DOJ and OMB steerage.
Along with emergency work involving the protection of human life or the safety of property, work carried out “by needed implication” as described in DOJ and OMB steerage is taken into account to be excepted work. For instance, an worker’s efficiency of licensed orderly shutdown actions (as described in OMB and DOJ steerage) is taken into account excepted work. As well as, work essential to implement a funded operate, the place the suspension of such work in the course of the lapse would stop or considerably harm the execution of the phrases of the relevant statutory authorization or appropriation is taken into account “excepted work” (e.g., reducing the checks for a profit program for which funding stays obtainable in the course of the lapse and from which the legislation requires funds to be made).
Company authorized counsel, working with senior company managers, decide which workers are designated to be dealing with “excepted” and “non-excepted” capabilities. (See Shutdown Furlough Steerage for copies of the relevant OMB and DOJ issuances, which give steerage on the applying of those standards.)
An worker could also be required to carry out excepted work actions throughout a part of a lapse interval and furloughed for the remainder of the time. The usage of paid go away can also be permissible in sure conditions, if taken pursuant to 31 U.S.C. 1341(c)(3). (See Questions D.1a. and F.2. for extra data.)
(Observe: Presidential appointees who will not be coated by the go away system in 5 U.S.C. chapter 63 will not be “excepted” as mentioned above. Nonetheless, they don’t seem to be topic to furlough as a result of their wage is an obligation incurred by the yr, with out consideration of hours of responsibility required, in order that they can’t be positioned in a nonduty, nonpay standing.)
Federal Worker Pay Throughout a Authorities Shutdown
1. Will workers performing excepted work be paid for performing such work throughout a shutdown furlough? If that’s the case, when will excepted workers obtain such funds?
A. Sure. After the lapse in appropriations has ended, workers who had been required to carry out excepted work in the course of the lapse will obtain retroactive pay for these work intervals. (See 31 U.S.C. 1341(c)(2).) Retroactive pay is supplied on the worker’s “customary price of pay.” If the retroactive pay can’t be supplied on the conventional pay date for the given pay interval, it should be supplied on the earliest date potential after the lapse ends.
(Observe: Presidential appointees who will not be coated by the go away system in 5 U.S.C. chapter 63 will not be topic to furlough, however are additionally barred from receiving pay throughout a lapse in appropriations. These Presidential appointees will likely be paid after the lapse in appropriations has ended. See Query B.6.)
1a. How is the “customary price of pay” computed for workers whose work is excepted?
A. Staff who carry out excepted work throughout a lapse in appropriations should obtain retroactive pay for that work on the worker’s “customary price of pay”
(31 U.S.C. 1341(c)(2)). The “customary price of pay” for excepted hours of labor is the pay to which the worker usually is entitled for precise hours of labor underneath the relevant pay guidelines. For instance, if an excepted worker performs licensed time beyond regulation work past the conventional necessities for his or her job, he/she will likely be paid for that precise licensed time beyond regulation work. All excepted hours of labor are handled as time in a pay standing for pay, go away, and profit functions.
Excepted workers who elect to make use of paid go away underneath 31 U.S.C. 1341(c)(3) to cowl a licensed absence from work throughout a lapse in appropriations will obtain pay for that go away underneath the conventional go away guidelines when the lapse ends. (See Query F.2.) In line with the conventional go away guidelines, an excepted worker might not use paid go away during times when the worker is discovered to be absent with out go away (AWOL). The usual price of pay throughout AWOL intervals is zero. If an in any other case excepted worker has a licensed absence from work in the course of the lapse and elects to not use paid go away underneath 31 U.S.C. 1341(c)(3), the worker will likely be positioned in furlough standing in the course of the licensed absence. The worker will likely be paid for the furlough time when the lapse ends as described in Questions D.3. and D.4. The worker won’t be charged paid go away or different paid break day for licensed intervals of absence from responsibility in the course of the lapse, besides as supplied underneath 31 U.S.C. 1341(c)(3). (See Query F.2.)
2. Could an worker who performs excepted work be permitted to earn premium pay(e.g., time beyond regulation pay, Sunday premium pay, evening pay, availability pay) in the course of the furlough interval?
A. Sure. An worker who performs excepted work and who meets the situations for time beyond regulation pay, Sunday premium pay, evening pay, availability pay, and different premium funds will likely be entitled to obtain cost in accordance with relevant guidelines, topic to any related cost limitations, as soon as the lapse ends. Premium pay could also be earned in the course of the lapse however can’t be paid till Congress passes and the President indicators a brand new appropriation or persevering with decision.
3. Will workers who’re furloughed receives a commission?
A. Sure. After the lapse in appropriations has ended, workers who had been furloughed as the results of the lapse will obtain retroactive pay for these furlough intervals. (See 31 U.S.C. 1341(c)(2).) Retroactive pay will likely be supplied on the earliest date potential after the lapse ends, no matter scheduled pay dates. (See 31 U.S.C. 1341(c)(2).) If retroactive pay can’t be supplied by the conventional pay date for the given pay interval, it is going to be supplied as quickly as potential thereafter. Retroactive pay is supplied on the worker’s “customary price of pay.” (See Query D.4. Observe that retroactive pay could also be zero if an worker was scheduled (earlier than the lapse took impact) to be in a nonpay standing in the course of the interval when the lapse was in impact.)
4. How is the “customary price of pay” computed for furloughed workers?
A. For intervals of time throughout which an worker was furloughed in the course of the lapse in appropriations, the “customary price of pay” is the pay the worker would have obtained for the furlough hours had the lapse in appropriations not occurred and had the worker carried out work. Due to this fact—
• An worker is entitled to obtain his or her price of fundamental pay for the furlough time to the extent that she or he would have been in a fundamental pay standing however for the lapse in appropriations. (See 31 U.S.C. 1341(c)(2).)
• An worker receives retroactive pay for furlough time with out being charged paid go away or different paid break day, since a lapse in appropriations usually prevents using paid go away or different paid break day. (Nonetheless, an excepted worker might search approval of paid go away underneath 31 U.S.C. 1341(c)(3). See Questions D.1a and F.2.)
• All furlough hours for which retroactive pay is obtained are handled as time in a pay standing for pay, go away, and profit functions. For instance, for the aim of making use of Common Schedule ready intervals related to within-grade will increase, the furlough time in the course of the lapse in appropriations is handled as time in pay standing.
• A furloughed worker who, in the course of the lapse in appropriations, had been frequently scheduled to carry out time beyond regulation work or to carry out work at evening or throughout a interval for which every other type of premium pay would in any other case be payable is entitled to obtain time beyond regulation pay, evening pay, or different premium pay as if the work had been carried out.
• Allowances, differentials, and different funds in any other case payable regularly (e.g., administratively uncontrollable time beyond regulation pay and legislation enforcement availability pay) should be paid as if the furloughed worker truly continued to work.
• All intervals of time throughout which a furloughed worker would, however for the lapse in appropriations, have been in a pay standing (together with frequently scheduled time beyond regulation hours and standby responsibility) should be thought of “hours of labor” for pay administration functions underneath the Truthful Labor Requirements Act.
• A furloughed worker is just not entitled to retroactive pay for furlough intervals if the worker had been beforehand scheduled (i.e., scheduled earlier than the lapse) to be in nonpay standing throughout these intervals. For instance, an worker might have scheduled go away with out pay (LWOP) for an prolonged interval or be in a suspension standing (i.e., pay suspended primarily based on an hostile motion). In impact, these already-in-place intervals of nonpay standing override the furlough standing. The “customary price of pay” for such beforehand scheduled intervals of nonpay standing is zero. As well as, an worker who was directed to carry out excepted work throughout a lapse in appropriations however did not report back to responsibility may have been positioned in absent-without-leave (AWOL) standing for missed work hours, in accordance with company coverage and procedures. For such an worker, the “customary price of pay” for AWOL hours can also be zero.
4a. Are intermittent workers entitled to retroactive pay following a lapse in appropriations?
A. Intermittent workers—i.e., workers and not using a frequently scheduled tour of responsibility (see 5 CFR 340.401)—could also be furloughed throughout a lapse in appropriations. Intermittent workers are coated by the definition of “furlough” within the hostile motion laws at 5 CFR 752.402. Underneath 31 U.S.C. 1341(c)(2), an worker who’s furloughed as the results of a lapse in appropriations should be paid for furlough intervals that occurred in the course of the lapse. After the lapse ends, retroactive pay is supplied on the worker’s “customary price of pay.” (See Query D.4.)
If an company furloughs an intermittent worker, the company should present retroactive pay on the worker’s customary price of pay for the interval of the lapse. This must be primarily based on an estimate of the hours the intermittent worker would have labored had the lapse not occurred. Businesses ought to use their finest judgment to find out the hours the intermittent worker would have labored. They could use the worker’s latest work historical past and/or any company plans for the lapse interval.
5. Will workers obtain a paycheck for hours labored previous to a lapse in appropriations?
A. Sure. Though the payroll for the final pay interval earlier than the lapse will likely be processed probably in the course of the lapse, the minimal variety of payroll employees needed for this course of will likely be excepted for the minimal time required to problem the checks, together with checks for the final pay interval earlier than the lapse. (See OMB
M-96-01, Planning for Company Operations (Nov. 9, 1995); and OMB, Bulletin No. 80-14, Shutdown of Company Operations Upon Failure by the Congress to Enact Appropriations (Aug. 28, 1980).)
6. When an worker’s pay is inadequate to allow all deductions to be made as a result of a lapse in appropriations happens in the midst of a pay interval and the worker receives a partial paycheck, what’s the order of withholding priority?
A. Businesses will comply with the steerage on the order of priority for making use of deductions from the pay of their civilian workers when gross pay is inadequate to cowl all licensed deductions.
7. If an worker’s pay is inadequate to allow all deductions to be made as a result of a lapse in appropriations happens in the midst of a pay interval and the worker receives a partial paycheck, will the quantity of the deductions taken from the worker’s partial paycheck be the identical as regular?
A. Some deductions which might be primarily based on the quantity of an worker’s gross pay (or fundamental pay) will likely be shrunk. For instance, deductions for the Federal Staff Retirement System (FERS) Fundamental Profit are a proportion of fundamental pay paid to an worker. Different deductions, comparable to medical insurance premiums, could also be a set greenback quantity and won’t be affected. Consequently, the sum of money an worker usually sees of their paycheck will likely be completely different than what they may anticipate.
8. If an worker’s pay is inadequate to allow deductions for well being or different insurance coverage premiums or deductions for versatile spending accounts as a result of the worker receives a partial paycheck or no pay throughout a lapse in appropriations, will this have an effect on the worker’s enrollment or protection in these profit applications?
A. An worker’s enrollment and protection underneath such applications usually won’t be affected if the worker is unable to make the required deductions for insurance coverage and different advantages as a result of receiving a partial paycheck or no pay throughout a lapse of appropriations. The one exception is that if an worker is enrolled in a well being care versatile spending account by way of FSAFEDS, they’ll’t be reimbursed for eligible well being care claims till they return to pay standing and payroll deductions may be made. (See part H. Advantages for extra data on how missed insurance coverage premiums and versatile spending account deductions will likely be paid after the lapse of appropriations ends.)
9. If an worker receives a partial paycheck throughout a lapse in appropriations, might the worker’s company or payroll supplier defer deductions for allotments beforehand designated by the worker to be taken from retroactive pay when the lapse of appropriations ends with the intention to present the worker with a bigger partial paycheck?
A. Any adjustments in an allotment quantity or cancelation of an allotment that was beforehand designated by an worker to be taken from their pay should be personally licensed by the worker underneath 5 CFR 550.312. Moreover, any adjustments to an allotment for dues to a labor group should be taken underneath laws prescribed by the Federal Labor Relations Authority (see 5 CFR 550.321) and any relevant collective bargaining agreements.
10. How will deductions for allotments be affected if an worker’s pay is inadequate to allow such deductions as a result of the worker receives a partial paycheck or no pay throughout a lapse in appropriations?
A. Staff ought to seek the advice of their company or payroll supplier for data on how missed allotment deductions will likely be dealt with. Staff might wish to assessment their allotments to find out whether or not they should make various preparations (e.g., if utilizing allotments to pay loans, alimony, and so on.).
Any allotment for dues to a labor group beforehand designated by an worker and which was deferred by the company or payroll supplier in the course of the lapse in appropriations as a result of the worker’s pay was inadequate to cowl the dues allotment deduction could be taken from retroactive pay when the lapse in appropriations ends.
11. How will deductions for court-ordered garnishments be affected if an worker’s pay is inadequate to allow garnishment deductions as a result of the worker receives a partial paycheck or no pay throughout a lapse in appropriations?
A. Staff ought to seek the advice of their company or payroll supplier for data on how missed garnishment deductions will likely be dealt with and will must make various preparations. If a payroll supplier is unable to effectuate the garnishment, it ought to present a discover to that impact to affected workers and point out how the supplier intends to deal with the missed garnishments going ahead. We must always notice that some payroll suppliers might want to consult with counsel about how a lot to gather at any given time in any make-up funds.
Federal Worker Go away and Different Time Off Throughout a Authorities Shutdown
1. Could a furloughed worker take beforehand authorized paid break day (e.g., annual go away, sick go away, paid parental go away, disabled veteran go away, courtroom go away, army go away, or go away for bone marrow/organ donor go away, or compensatory break day, together with spiritual compensatory break day) throughout a lapse in appropriations?
A. No, a furloughed worker might not use beforehand authorized paid break day throughout a lapse in appropriations. In line with the Structure, the Antideficiency Act doesn’t enable authorization of any expenditure earlier than an appropriation is made. Additionally, the Antideficiency Act doesn’t enable the Authorities to incur budgetary obligations earlier than an appropriation is made—except licensed by legislation (31 U.S.C. 1341(a)(1)(B)). Based mostly on legislation and OMB and DOJ steerage, sure kinds of obligations (however not expenditures) are allowed throughout a lapse in appropriations. The usage of beforehand authorized paid break day throughout a lapse in appropriations would create an obligation or a debt owed by the Authorities that’s not licensed by the Antideficiency Act or different legislation throughout a lapse (besides underneath a particular provision for excepted workers in 31 U.S.C. 1341(c)(3)), and is thus prohibited. (See Query F.2. concerning paid break day for excepted workers.)
2. Could an excepted worker take beforehand authorized paid break day or be granted new requests for paid break day throughout a shutdown furlough?
A. A lapse in appropriations cancels an excepted worker’s beforehand authorized paid go away or different paid break day, for a similar causes that apply to furloughed workers. (See Query F.1.) This doesn’t imply that an excepted worker can not search approval to be excused from responsibility throughout a lapse. An company might excuse an excepted worker from responsibility and place the worker in furlough standing for authorized intervals. An company might enable an excepted worker to be off responsibility during times when the worker was beforehand scheduled to be on paid go away. That off-duty time could also be accommodated by office preparations. (See Query
2a. for data on use of office flexibilities.)
If that off-duty time can’t be accommodated by office flexibilities, the excepted worker will likely be positioned in a furlough standing for any authorized absence except the worker requests to make use of paid go away underneath 31 U.S.C. 1341(c)(3). We anticipate that excepted workers usually won’t select to make use of paid go away underneath 31 U.S.C. 1341(c)(3) as a result of 31 U.S.C. 1341(c)(2) gives retroactive pay for furlough intervals with out cost to depart. Underneath both strategy, any cost will likely be delayed till after the lapse ends.
If an excepted worker chooses to request go away underneath 31 U.S.C. 1341(c)(3) as a substitute of the default strategy of being positioned in a furlough standing, the worker might make new requests to make use of paid go away underneath 5 U.S.C. chapter 63 (or underneath different relevant legislation governing using go away if chapter 63 is just not relevant). Such “paid go away” doesn’t embody the varied kinds of paid break day discovered outdoors chapter 63 (e.g., compensatory break day, break day award, credit score hours). Use of paid go away is topic to the conventional guidelines for the relevant go away program, together with go away request and approval procedures. Whereas the paid go away can be utilized (i.e., leading to a Authorities obligation of funds), compensation for the go away can’t be paid till after the lapse ends.
An excepted worker can not use paid go away underneath 31 U.S.C. 1341(c)(3) to cowl an unauthorized interval of absence. If an excepted worker is directed to carry out excepted work however fails to report back to responsibility, the worker could also be positioned in absent with out go away (AWOL) standing for missed work hours, in accordance with company coverage and procedures. For such an excepted worker, the “customary price of pay” for AWOL hours is zero. In different phrases, no retroactive pay is supplied for AWOL hours after the lapse in appropriations ends.
2a. Are excepted workers allowed to have intermittent absences from work throughout a shutdown furlough?
A. Sure. As defined in Query F.2., an excepted worker could also be excused from responsibility for intermittent intervals throughout a shutdown furlough. Whereas excused from performing excepted duties, the worker will likely be positioned in furlough standing (default strategy) except the worker elects to make use of paid go away underneath 31 U.S.C. 1341(c)(3). (See Query F.7. for particular steerage on workers scheduled to take go away underneath the Household and Medical Go away Act.)
Nonetheless, if an excepted worker must be absent from work for transient intervals, businesses are inspired to discover using office flexibilities comparable to various work schedules and telework (topic to relevant legal guidelines, laws, company insurance policies, and collective bargaining agreements) to accommodate the worker’s should be absent. (See Query C.5. for steerage on various work schedules.) If use of office flexibilities is just not applicable for the state of affairs, excepted workers should be furloughed for any transient absence or allowed to request paid go away underneath 31 U.S.C. 1341(c)(3), as defined in Query F.2. (See Query 2b. for steerage on excepted workers who should be furloughed throughout an authorized absence from work. Additionally see Pattern Discover of Furlough Throughout Intermittent Absences and Holidays to Excepted Worker.)
In making determinations concerning whether or not to grant requests for break day that lead to placement in furlough standing, businesses are inspired to contemplate the identical ideas that information the granting of assorted kinds of paid go away throughout regular intervals of funded operations, whereas retaining in thoughts any particular work necessities for excepted workers in the course of the lapse in appropriations.
Federal Worker Holidays Throughout a Authorities Shutown
1. Will an worker “exempt” from furlough be paid for a vacation that happens throughout a shutdown primarily based on a lapse in appropriations?
A. Staff are “exempt” from furlough if the work they carry out has a separate supply of funding and isn’t affected by a lapse in appropriations. For that motive, an “exempt” worker will likely be paid for a vacation in line with the conventional guidelines governing holidays.
2. Will workers affected by a lapse in appropriations be paid for a vacation that happens in the course of the lapse?
A. Lapse-affected workers—whether or not excepted or furloughed—won’t obtain pay for a vacation that happens throughout a lapse in appropriations till after the lapse had ended. After the lapse has ended, an worker affected by the lapse will, besides as in any other case supplied beneath, obtain his or her common vacation pay for a vacation (or an “in lieu of” vacation, if relevant) and, if relevant, an excepted worker will obtain vacation premium pay for work carried out throughout his or her regular hours of responsibility on the vacation, and time beyond regulation pay for work in extra of the conventional hours of responsibility on the vacation. (See 31 U.S.C. 1341(c)(2).) Additionally, if an worker was frequently scheduled to work on a vacation and was as a substitute furloughed, the worker is now entitled to vacation premium pay, as mentioned in Query D.2.
An worker who was on preapproved LWOP in the course of the lapse in appropriations should proceed to be charged LWOP at some point of the interval authorized as LWOP. If such an worker was on LWOP on each the final workday earlier than a vacation and the primary workday after the vacation, she or he won’t be paid for the vacation. This rule is in line with OPM’s longstanding steerage and a Comptroller Common resolution (56 Comp. Gen. 393 (1977)).
3. What’s the standing of an “excepted” worker who doesn’t carry out work on a vacation that happens throughout a lapse in appropriations?
A. An “excepted” worker who doesn’t carry out work on a vacation throughout a lapse should be positioned in a furlough standing for the vacation and should be supplied written discover of the company’s resolution to furlough in accordance with the steerage in part P (Procedures). It is because throughout a lapse in appropriations all affected workers should be (1) at work performing excepted actions or (2) furloughed. This is applicable with respect to any time frame that’s a part of an affected worker’s frequently scheduled administrative workweek, together with a vacation. (See Pattern Discover of Furlough Throughout Intermittent Absences and Holidays to Excepted Worker.)
4. Will an “excepted” worker who doesn’t work on a vacation that happens throughout a lapse in appropriations be paid for the vacation?
A. Sure, after the lapse has ended. (See 31 U.S.C. 1341(c)(2).) An “excepted” worker who doesn’t work on a vacation that happens throughout a lapse will likely be positioned in a furlough standing for the vacation and can obtain retroactive pay for the vacation as quickly as potential after the lapse ends. (See Pattern Discover of Furlough Throughout Intermittent Absences and Holidays to Excepted Worker Resulting from a Lapse in Appropriations.)
5. Can an “excepted” worker voluntarily report back to work on the vacation?
A. No. Every company should decide which excepted actions should be carried out on a vacation, and which workers are wanted to carry out these capabilities. Staff who will not be in any other case wanted to carry out excepted capabilities on the vacation should be positioned in furlough standing for that day.
6. Can “excepted” workers be required to carry out work on a vacation that happens throughout a lapse in appropriations?
A. Sure. Every company is chargeable for figuring out which excepted actions should be carried out on a vacation with the intention to perform capabilities associated to such excepted actions. Failure to report back to responsibility on a vacation isn’t any completely different than failure to report back to work on every other day (see Query F.2).
7. What pay entitlements will accrue to an “excepted” worker who performs work on a vacation throughout a shutdown furlough?
A. The Federal Authorities will likely be obligated to pay an excepted worker who performs work on a vacation in line with the conventional guidelines governing pay for work on a vacation. For instance, underneath 5 U.S.C. 5546(b), a coated worker would obtain his or her price of fundamental pay, plus vacation premium pay at a price equal to the worker’s price of fundamental pay. As well as, if such an worker performs formally ordered or authorized time beyond regulation work on a vacation (i.e., work in extra of his or her fundamental non-overtime work requirement for that day), the worker would obtain time beyond regulation pay (or compensatory break day) for that work. As defined underneath Query G.2., an excepted worker can not obtain cost for engaged on a vacation till an appropriations act or a seamless decision is enacted. Please notice, vacation premium pay and time beyond regulation pay will not be relevant to sure workers, comparable to heads of businesses and members of the Senior Government Service.
8. How do the “in lieu of” vacation guidelines apply throughout a lapse in appropriations?
A. Underneath regular circumstances, all full-time workers, together with these on versatile or compressed work schedules, are entitled to an “in lieu of” vacation when a vacation falls on a nonworkday. See OPM steerage on “in lieu of” holidays.
Throughout a shutdown furlough, usually—
• The conventional “in lieu of” vacation guidelines apply to workers “exempt” from furlough.
• The “in lieu of” vacation guidelines don’t apply to furloughed workers (i.e., workers don’t obtain an “in lieu of” vacation if they’re in a furlough standing on a vacation).
• When scheduling holidays for “excepted” workers, the conventional “in lieu of” vacation guidelines apply. Nonetheless, as defined in Questions G.4., G.5., and G.6., in any other case excepted workers should be furloughed on the “in lieu of” holidays except they’re working.
- To obtain the shutdown furlough information, go right here(PDF, 51 pages)
- Extra data on authorities shutdowns is right here.
