Inclement Weather Information for Staff

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.

Work Arrangements in the Event of a Delayed Start or Class Cancellations

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. Supervisors should be flexible to allow employees the option to use accrued vacation, personal or holiday time, adjust hours during a change in normal campus operations, or transition to remote operations, where operationally feasible.

During a 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.

Employees working on campus who cannot work remotely. Employees who have not been previously identified as performing duties essential to maintaining operations, who are unable to perform their work remotely, and who are currently reporting to campus for their job, should not report to work during the announced closure period.

  • Those who are currently on campus are dismissed at the announced closure time. These employees will be eligible for Campus Closure Pay for the portion of their shift after the announced closure time, subject to guideline requirements.
  • Those scheduled to begin work before and end work after the announced restart time/date should report at the announced restart time/date to complete a partial shift. These employees will be eligible for Campus Closure Pay for the portion of their shift prior to the announced restart time/date, subject to guideline requirements.
  • Those whose work hours are scheduled to begin and end during the announced closure period should not report. These employees will be eligible for Campus Closure Pay, subject to guideline requirements.
  • Those scheduled to report at or after the announced restart time should report as regularly scheduled.

Employees working on campus who are able to work remotely. Employees who are currently working on campus but who can perform their job responsibilities remotely should not report to campus during the announced closure period and instead work remotely during the impacted period. Such employees are not eligible for Campus Closure Compensatory Time.

Employees working remotely (including hybrid schedules). If an employee is working remotely and the employee continues to be able to work, they should perform their regularly assigned work functions. An employee working a rotating schedule of on-campus and remote work (i.e., a hybrid location schedule) should work remotely during the announced closure period, regardless of rotation schedule. All such employees are not eligible for Campus Closure Compensatory Time.

Employees working at an alternate work location. If an employee is working at an alternate location (e.g., attending a conference or training) and the employee continues to be able to work, they should perform their regularly assigned work functions. Such employees are not eligible for Campus Closure Compensatory Time if they are able to fulfill their job responsibilities.

Employees who have questions about recording a campus closure should contact their unit’s Human Resources consultant.