All employees are encouraged to take responsibility for their own safety. Faculty and staff should use their own best judgment when considering traveling to campus or the need to leave early during times of inclement weather; accumulated leave (personal or vacation) is used to account for such absences. Staff should review Human Resources Guideline 10 for specific information on how time missed for weather situations is handled. Union-represented employees should reference their collective bargaining agreements.
In the Event of a Delayed Start or Campus Shutdown
With the return to primarily in-person or hybrid working arrangements, it is recommended that all supervisors talk with their employees about their expectations prior to any winter weather that may approach their area. If there is no official change in campus operations during winter weather (such as a delayed start, class cancellations, etc.), supervisors should be flexible to allow employees the option to use accrued vacation, personal or holiday time, or adjust hours if needed.
During an official change in campus operations the following procedures are in place for employees based on their individual work circumstances:
Employees required to report to campus (essential). Employees who are required to report to campus for work and have been previously identified as performing duties essential to maintaining operations should report to campus as directed. During such events, employees who are required to report to campus for work are eligible for Campus Closure Compensatory Time for all hours worked, subject to guideline provisions. Employees should clarify their status as essential or nonessential with their supervisor before inclement weather strikes.
Non-essential employees. The University has transitioned back to pre-pandemic policies related to campus delays and closings (i.e., “snow days”). When campus activities and work are canceled, employees identified as performing non-essential duties are no longer expected to work remotely. They should not report to work until the resumption of normal campus operations and are eligible for Campus Closure Pay per university policy. Employees should review the “official closedowns” section of the University’s Handling Weather Day Absences policy (Human Resources Guideline 10) for specific information on how time missed for weather situations is handled. Union-represented employees should reference their collective bargaining agreements. WorkLion offers instructions on entering time for a campus closure for Technical Service, exempt and non-exempt employees.
Employees who have questions about recording a campus closure should contact their unit’s Human Resources consultant.