Adverse Weather Regulation 101

Regulation 101 Approved: December 10, 2020
UNIVERSITY OF NORTH CAROLINA SCHOOL OF THE ARTS
Adverse Weather Regulation
Regulation 101
Source of Authority: Office of State Personnel Manual § 5, pp. 38-40.4;
N.C.G.S. § 116-34(a);
UNC Code § 502(A)
Revision Authority: Chancellor
History:

First Issued: February 17, 2011

Revised: December 10, 2020

Related Policies and Regulations: Adverse Weather & Emergency Closings, OSP Manual § 5, pp. 38-40.4;
Business Continuity Plan Regulation 104;
Email Regulation 502;
Emergency Management Regulation 701;
On-Call and Emergency Callback Regulation 622
Responsible Offices: Human Resources Department
Department of Police & Public Safety
Effective Date: December 10, 2020

I. Purpose:

This policy establishes a plan for handling imminent or immediate adverse winter weather conditions that may pose a safety concern for the UNCSA community or those utilizing the facilities and services of UNCSA. Furthermore, it establishes guidelines for accounting for time and for releasing employees from work when natural conditions prohibit some employees from reporting to work or emergency conditions necessitate suspending operations or closing state offices.

II. Scope:

This policy provides guidance for all UNCSA employees and students when adverse weather conditions impact normal operations.

III. Definitions:

A. "Adverse Weather" and "Other Conditions of a Serious Nature" mean conditions that may prohibit some employees from reporting to work but that do not necessitate the curtailing of operations or closing of facilities.

B.  "Delays" occur when campus conditions are safe enough for operations; however, conditions in the surrounding areas may hamper the travel of faculty, staff, and students. 

C.  "Emergency Closings" occur when campus conditions are unsafe for normal pedestrian or vehicular traffic. Conditions on campus are hazardous to life or safety, including, but not limited to: catastrophic life threatening weather (significant snow, ice, hurricane, tornado, earthquake, flood or other natural disaster), fire, equipment failure, disruption of power and/or water, contamination by hazardous agents, terrorist acts or forced evacuations from the agency or work site, and other similar events or conditions.

D.  "Mandatory Employees" or "Emergency Employees" means employees who are required to work during an emergency because their positions have been designated by UNCSA as emergency and/or essential to University operations during emergencies.

E.  "Regular Workday Hours" means schedules starting at approximately 7 a.m. and ending at approximately 6 p.m.

IV.  Policy:

A.  General Policy

1.  The UNC System Adverse Weather Policy went into effect on Jan. 1, 2016. The University of North Carolina School of the Arts (UNCSA) has its own Adverse Weather and Other Emergency Conditions Policy that our staff, faculty, and students will follow. It is based on the UNC System’s policy.

2. The Provost has been given delegated authority to determine and announce all decisions to delay or cancel activities of the University related to adverse weather or other emergency conditions. Note: Public announcements about closings or late openings applicable to other State agencies, or to other State employees, may not apply to UNCSA or its employees.

V.  Revision History

A. February 17, 2011 - Adopted by the Board of Trustees as part of the UNCSA Policy Manual

B. April 24, 2017 - Revised to reflect the UNC System Adverse Weather and Emergency Policy.

C. December 10, 2020 - Revised to reflect streamlined procedures and access control information.


University of North Carolina School of the Arts

Adverse Weather Procedures

Procedure #101

I.  Procedures for Delayed Opening, Reduced or Suspended Operations, Emergency Closure

A.  Responsibilities – Decisions to Change Condition Status

1.  Prior to the Decision to Change Condition Status or Delay Opening:

a) The Emergency Manager will:

i. Monitor the weather preparedness services for any announcement of a Weather Outlook, Winter Storm Advisory, Winter Storm Watch,  and/or Winter Storm Warning.

ii. Notify on duty UNCSA Police personnel of any Winter Weather Outlook, Advisory, or Watch.

iii. Monitor and provide relevant information to the Chief of Police, Provost, and/or other designated individuals until the adverse weather conditions subside.

iv. Initiate the Adverse Weather Committee meeting/conference call to discuss needed actions. These meetings include:

  • Weather forecast briefing
  • Potential event impacts
  • Departmental preparations
  • Potential changes in university condition status

b) The UNCSA Chief of Police will:

 i. Coordinate check-ins with the Winston-Salem area University Chiefs of Police and Emergency Managers to share information and determine what each campus is considering for their respective schools.

ii. If after hours, check in with on-campus police personnel regarding campus conditions.

iii. Develop a recommendation regarding the opening, emergency closing, or delaying of campus operations considering all of the information presented, including, but not limited to: weather status, travel advisory status, conditions on public roadways surrounding the campus, conditions affecting vehicular and pedestrian traffic on campus, input from UNCSA Facilities Management, other area schools, and any other relevant input regarding opening, closing, or delaying campus operations.

iv. Contact the Provost or designee, provide him/her with a thorough, up-to-date briefing and discuss a recommendation regarding opening on-time, early morning delay, or emergency closing.

2. In the event of an unanticipated adverse weather event, the UNCSA Police             Department will use the following procedures to facilitate an informed, timely           UNCSA Administrative decision regarding operational changes for the following       day: 

a) As soon as adverse weather conditions are present or recognized as  immanent, the Chief of Police or designee and the Emergency Manager will begin to coordinate an Adverse Weather Call. This call will aim to include at minimum: the Provost, Office of Strategic Communications, the Vice Provost and Dean of Student Affairs, Director of Residence Life Programs, the Director of Human Resources, the Associate Vice Chancellor of Facilities, and the Vice Chancellor of Finance and Administration. If any or none are available, the Chief of Police will at minimum confer directly with the Provost.

b) The Chief of Police and Emergency Manager will collect as much information as possible from on-duty officers, colleague Chiefs of Police and Emergency Managers, reputable weather forecast sources to be informed for the call.

c) The Chief of Police will present any recommendations from a public safety perspective for a change in status. The Provost will make a determination and inform the Chief of Police and Office for Strategic Communications. The Office for Strategic Communications and Emergency Manager will coordinate methods of informing the community.

d) The Provost will:

i. Decide to open on time, delay, suspend operations or emergency closure status.

ii. Inform the Chief of Police, Emergency Manager, and Office of Strategic Communications of the decision.

3. Upon Notification of a Delay or Closure:

a) Client Services (Access Control) and the UNCSA Police Department will work collaboratively to ensure that all campus buildings are appropriately secured.

b) UNCSA Police will send out campus notification via UNCSA ALERT protocols. This will include a text and email to all subscribers, update the UNCSA website, and update UNCSA social media.

c) The Office of Strategic Communications will:

i. Record message of the decision on the university's main line.

ii. Notify radio and television stations on Inclement Weather Policy Media Notification List.

iii. If needed, will submit an announcement to the announcements section of My SA with additional information about transportation, etc.

d) Residence Life will post signs in dining and residence halls.

e) The UNCSA Police Department Officer in Charge will:

i. Ensure that, as the storm progresses, she/he and on duty officers, thoroughly inspect the condition of the UNCSA roadways, parking areas, walkways, steps, paths, and facilities for any safety-related concerns. Safety-related concerns include, but are not limited to:

a. Accumulated snow or ice creating a significant safety hazard for the normal operation of vehicular traffic on campus.

b. Icy walkways or steps creating a significant hazard for pedestrians walking between buildings or across campus grounds.

c. Flooding, sleet, snow, and/or ice creating a significant hazard for vehicles traveling to/from UNCSA properties.

d. Damaged or downed physical objects (glass, poles, infrastructure) blocking access or creating a hazard.

ii. Contact the Grounds Maintenance Supervisor, Director of Mechanical Maintenance, and Associate Vice Chancellor of Facilities to collaboratively assess and determine if they can adequately resolve safety-related concerns in a timely fashion. 

iii. Once adverse weather begins, provide hourly updates to the police supervisor email group, Associate Vice Chancellor of Facilities, Director of Mechanical Maintenance, Groundskeeper Supervisor, Vice Chancellor of Finance and Administration, Provost, Dean of Student Affairs, Vice Chancellor of Strategic Communications, regarding campus conditions:

a. Weather status (advisory, watch, warning);

b. Travel advisory status (snow alert, snow emergency);

c. Conditions on public roadways surrounding the campus;

d. Conditions affecting vehicular and pedestrian traffic (snow covered/icy walkways, steps, etc.) on campus;

e. Input from any On-Site Facility Management; and

f. Any considerations or input regarding opening, closing or delaying campus operations.

The Department of Human Resources is responsible for reporting all closings for this policy of adverse weather on the prescribed form(s) to UNC System Human Resources no later than forty-eight (48) hours following the end of the event.

B. Performances and Other Event Cancellations

1. For all performances (school sponsored and non-school sponsored) held at a UNCSA venue, the Provost (or designee) will confer with the Chief of Police, Emergency Manager, the relevant deans, and the Office of Strategic Communications, and the AVC Facilities (or designee) to decide on the appropriate course of action.

2. The Office of Strategic Communications will:

a) Record message of the decision on the university's main line

b) Notify radio and television stations on the Inclement Weather Policy Media Notification List; and

c) Notify Digital Media team for website and social media announcements.

3. For evening and weekend non-public activities, including auditions and rehearsals, the Provost, in consultation with the Chief of Police, Emergency Manager, AVC of Facilities and responsible Dean, decides about cancellations or postponement and notifies participants, which may be Stevens Center staff, Admissions staff, as well as the Office of Strategic Communications designee.

II. Adverse Weather Policy Condition Status Definitions and Impacts

A. Under the UNC System Adverse Weather policy there are three Adverse Weather Conditions: Condition 1 – Reduced Operations, Condition 2 – Suspended Operations, and Condition 3 – Closure. These Adverse Weather Conditions are described below with additional information relevant to UNCSA procedures. A direct comparison of each conditions factors is included in letter F.

1. Condition 1 – Reduced Operations

a) The University is open, but some operations may be reduced and classes may be canceled.

b) If the Provost announces that classes are being held under Adverse Weather Condition 1, the following rules apply:

i. Students who miss scheduled activities will be allowed to make up any work missed.

ii. Faculty members should make arrangements to complete all interrupted activities.

iii. Individual faculty may use discretion to adjust their own class schedules and arrange any make-up work.

c) Non-mandatory employees can decide to leave early, arrive late, or not report, with timely notice to their supervisor. They must use leave if not working.

d) Mandatory employees must report to or remain at work unless otherwise notified.

e) UNCSA Access Control: The campus’ Building Access Control System will be placed in a controlled state and normally assigned card access will remain available. Doors that are normally unlocked will be card accessible only during the controlled state.

2. Condition 2 – Suspended Operations

a) Classes are canceled.

b) All non-mandatory operations are suspended.

c) Non-mandatory employees must not report or must leave campus. They use personal leave if not working. Alternatively, and only with supervisor approval, these employees may work from home or an alternate site.

d) Mandatory employees must report to or remain at work unless otherwise notified. Non-residential students must not report or must leave campus.

e) UNCSA Access Control: The campus’ Building Access Control System will be placed in a controlled state and card access will be disabled for all students and non-mandatory faculty/staff. Residential students will retain access to residence halls and Hanes Student Commons. Mandatory staff will retain access as normal.

3. Condition 3 – Closure

a) Classes are canceled.

b) Offices and facilities are closed.

c) Non-mandatory employees must not report to work and must leave campus. These employees are not required to use personal leave when absent from work.

d) Mandatory employees must report to or remain at work unless otherwise notified.

e) Non-residential students must not report, or must leave campus.

f) UNCSA Access Control: The campus’ Building Access Control System will be placed in a controlled state and card access will be disabled for all students and non-mandatory faculty/staff. Residential students will retain access to residence halls and Hanes Student Commons. Mandatory staff will retain access as normal.

B. Reporting and Pay Policies:

1. Condition 1-Reduced Operations

a) Employees

  • Mandatory Employees. Mandatory employees (those designated) are required to report to work or remain at work.
  • Non-Mandatory Employees. Other employees are encouraged to report to work or remain at work. However, the University recognizes that factors such as transportation, school closings, and other childcare arrangements are considerations, and non-mandatory employees are permitted to determine for themselves whether they should report and can do so safely. Faculty who have scheduled classes – but who are unable to report on a day when classes are being held under adverse weather advisory – should make every effort to notify class participants in advance to the extent possible of class cancellation.
  • On a specific event/condition basis, other employees may be required to report to work. Employees are responsible for ensuring they can be reached via valid contact information.

b) Pay and Time Reporting

  • Non-Mandatory Employees. Under Condition 1, leave-earning SHRA (Subject to Human Resources Act) and EHRA (Exempt from Human Resources Act) non-mandatory employees may use comp time (SHRA employees only), annual leave, or bonus leave for missed work time. Comp time, if available, must be used first. With supervisor approval, employees may work from an alternative location. If no paid leave is available, employees may take leave without pay. Alternatively, employees may be permitted to make up the absence within 90 days at a time mutually agreeable to their supervisor based on departmental need. Time not made up within the 90-calendar day period will be charged against annual or bonus leave if available or adjusted from pay. Employees who are on approved leave during an adverse weather event will still charge the approved sick, annual, bonus, or comp leave with no provision for make-up time.

“Make-up” time shall not be subject to any premium pay, with the exception of FLSA-mandated overtime, when applicable.

  • Mandatory Personnel. SHRA non-exempt (subject to FLSA) employees who are required to work during Condition 1 will be granted equivalent paid time off for hours worked on an hour-for-hour basis to be used at a future date. This time should be utilized before using other accrued paid time off (such as annual or bonus leave) as it cannot be paid out and must be used within twelve (12) months or forfeited. In addition, SHRA employees who are FLSA non-exempt will receive overtime compensation (at time-and-a half), in either comp time or pay, for all hours worked over forty (40) in the affected work week. SHRA employees who are FLSA exempt are not eligible to receive equivalent paid time off for hours worked.

2. Condition 2-Suspended Operations

a) When the University is under suspended operations, faculty, staff and non-residential students must not report, or must leave campus except:

  • Mandatory Employees- Employees must make necessary arrangements to report to work as quickly and safely as possible. Failure to report when required may result in disciplinary action; and

The University may also take the unusual measure of “calling-in” employees who are not normally designated as “mandatory” and temporarily assign them to this status, if a specific adverse weather is critical enough to require it. Employees are responsible for ensuring they can be reached via valid contact information.

b) Pay and Time Reporting

  • Non-Mandatory Personnel. Under Condition 2, leave-earning SHRA and EHRA employees whose presence is not required may use comp time (SHRA employees only), annual leave, or bonus leave for missed work time. Comp time, if available, must be used first. If no paid leave is available, employees may take time off without pay. Alternatively, employees may be permitted to make up the absence within 90-calendar days at a time mutually agreeable to their supervisor based on departmental need. Time not made up within the 90-calendar day period will be charged against annual or bonus leave if available or adjusted from pay. Employees who are already out on approved leave during an adverse weather event will still charge the approved sick, annual, bonus, or comp time leave with no provision for make-up time.

“Make-up” time shall not be subject to any premium pay, with the exception of FLSA-mandated overtime, when applicable.

  • Mandatory Employees. SHRA non-exempt (subject to FLSA) employees who are required to work during Condition 2 will be granted equivalent paid time off for hours worked on an hour-for-hour basis to be used at a future date. This time should be utilized before using other accrued paid time off (such as annual or bonus leave) as it cannot be paid out and must be used within twelve (12) months or forfeited. In addition, SHRA employees who are FLSA non-exempt will receive overtime compensation (at time-and-a half), in either comp time or pay, for all hours worked over forty (40) in the affected work week. SHRA employees who are FLSA exempt are not eligible to receive equivalent paid time off for hours worked.

3. Condition 3-Closure

a) Presence on Campus. When the University is closed, faculty, staff and non-residential students must not report, or must leave campus except:

  • Mandatory Employees. Employees must make necessary arrangements to report to work as quickly and safely as possible. Failure to report when required may result in disciplinary action and requires the hours missed to be charged to leave or without pay; and

The University may also take the unusual measure of “calling-in” employees who are not normally designated as “mandatory” and temporarily assign them to this status, if a specific adverse weather is critical enough to require it. Employees are responsible for ensuring they can be reached via valid contact information.

b) Pay and Time Reporting

  • Non-Mandatory Employees. Employees will not be docked pay for regularly scheduled work hours missed when the University is on adverse weather Condition 3, nor will they be required to make up the work time or report missed time as comp, annual, or other leave.
  • Mandatory Employees. SHRA non-exempt (subject to FLSA) employees who are required to work during Condition 3 will be granted equivalent paid time off for hours worked on an hour-for-hour basis to be used at a future date. This time should be utilized before using other accrued paid time off (such as annual or bonus leave) as it cannot be paid out and must be used within twelve (12) months or forfeited. In addition, SHRA employees who are FLSA non-exempt will receive overtime compensation (at time-and-a half), in either comp time or pay, for all hours worked over forty (40) in the affected work week. SHRA employees who are FLSA exempt are not eligible to receive equivalent paid time off for hours worked.

C. Frequently Asked Questions

1. The University is under a Condition 2- suspended operations for adverse weather. I am not a mandatory employee, but my roads seem safe. Can I come into work so I don’t have to make up the hours?

Answer: No, only mandatory employees are allowed to be on campus during a Condition 2 or 3 adverse weather event.

2. I am a mandatory employee and cannot get to work due to the weather. What am I supposed to do?

Answer: Mandatory employees are necessary for the operation of the University. If a mandatory employee cannot get to work due to weather, he/she should contact the supervisor/manager as soon as possible. The employee will need to use leave time or make up the time within 90 calendar days of the weather event with supervisor approval. The employee may be subject to disciplinary action as well.

3. I thought we had 12 months to make up adverse weather time. Why is it only 90 calendar days now?

Answer: The Office of State Human Resources (OSHR) changed the policy on January 1, 2015, to reducing the time to 90 calendar days to make up adverse weather leave. This is also part of the UNC adverse weather policy.

4. I heard I can work from home during adverse weather. Is that true?

Answer: The new adverse weather policy gives more flexibility to be able to work from home or an alternative location with supervisor approval.

5. If I am out sick, on a vacation day off or on FMLA during adverse weather, what happens?

Answer: The adverse weather rules state that you must use your sick day, vacation day or FMLA even if the University is under an adverse weather condition.

6. How do I track adverse weather in my Leave Report?

Answer: Refer to Human Resource Leave Administration web page for tracking leave.

D. UNC System Reference Chart for Adverse Weather

Adverse Weather Condition Level

Students & Faculty

Non-Mandatory Employees (Staff)

Mandatory Employees (Staff)

 

Condition 1 Reduced Operations

Classes are being held. Individual faculty may adjust class schedules and allow for work to be made up.

Non-mandatory employees should make a good faith effort to remain at or report to work taking reasonable precautions and judgments for personal safety. Employees must use leave if not working. Under this condition, employees may be able to make up adverse weather time within 90 calendar days with supervisor approval. With supervisor approval, employees may work from home or an alternate site.

Employees must report to work or remain at work unless notified by a supervisor.

 

Condition 2 Suspended Operations

Classes are canceled. Non-residential students must not report or must leave campus.

Employees must not report to campus or must leave campus. Employees must use leave if not working. Under this condition employees may be able to make up adverse weather time within 90 calendar days with supervisor approval.

The University may also take the unusual measure of “calling-in” employees who are not normally designated as “mandatory” and temporarily assign them to this status, if a specific adverse weather is critical enough to require it. Employees are responsible for ensuring they can be reached via valid contact information.

Employees must report to work or remain at work unless notified by a supervisor.

 

Condition 3 Closure

Classes are canceled. Non-residential students must not report, or must leave campus.

Employees must not report to campus or must leave campus. Employees do not use leave nor have to make up this time if not working.

Employees must not report to work or remain at work unless notified by a supervisor.

E. Types of National Weather Service Communications 

  1. Outlook- An outlook is issued by the National Weather Service when significant winter precipitation is possible in the next three to five days. It serves as a recommendation to monitor later forecasts and information.
  1. Snow or Winter Storm Advisory- An advisory is issued by the National Weather Service indicating that winter precipitation (snow, sleet, etc.) is possible, but it is not expected to produce significant risks to life and/or property. However, it still may impact travel or other activities.
  1. Snow Alert- A broadcast is issued indicating that roadways are hazardous with blowing and drifting snow. It is provided as counsel to travel if necessary, but to exercise reasonable caution for the conditions.
  1. Snow Emergency- A broadcast is issued indicating that roadways are extremely hazardous and closed to non-emergency personnel. Travel is restricted to those that travel because it is absolutely necessary.
  1. Winter Storm Warning- A warning is issued by the National Weather Service local office indicating that a winter storm is either imminent or has been reported. A warning indicates the need to take action to protect life and property.
  1. Winter Storm Watch- A watch is issued by the National Weather Service indicating that a winter storm is possible, i.e. conditions are more favorable than usual for it to occur. This is a recommendation for planning, preparation, and increased awareness (i.e., to be alert for changing weather, listen for further information, and think about what to do if the danger materializes).

F. Combined UNC System Condition Levels and UNCSA Policy Chart:

Adverse Weather Condition Level

Students & Faculty

Non-Mandatory Employees (Staff)

Mandatory Employees (Staff)

UNCSA Application to Presence on Campus

UNCSA Access Control

UNCSA Pay and Time Reporting

 

Condition 1 Reduced Operations

Classes are being held. Individual faculty may adjust class schedules and allow for work to be made up.

Non-mandatory employees should make a good faith effort to remain at or report to work taking reasonable precautions and judgements for personal safety. Employees must use leave if not working. Under this condition, employees may be able to make up adverse weather time within 90 calendar days with supervisor approval. With supervisor approval, employees may work from home or an alternate site

Employees must report to work or remain at work unless notified by a supervisor.

Mandatory Employees. Mandatory employees (those designated) are required to report to work or remain at work.

Non-Mandatory Employees. Other employees are encouraged to report to work or remain at work. However, the University recognizes that factors such as transportation, school closings, and other childcare arrangements are considerations, and non-mandatory personnel are permitted to determine for themselves whether they should report and can do so safely. Faculty who have scheduled classes – but who are unable to report on a day when classes are being held under adverse weather advisory – should make every effort to notify class participants in advance to the extent possible of class cancellation.

On a specific event/condition basis, other employees may be required to report to work. Employees are responsible for ensuring they can be reached via valid contact information.

The campus Building Access Control System is placed in a controlled state and normally assigned card access will remain available. Doors that are normally unlocked will be card accessible only during the controlled state.

Non-Mandatory Employees. Under Condition 1, leave-earning SHRA (Subject to Human Resources Act) and EHRA (Exempt from Human Resources Act) non-mandatory employees may use comp time (SHRA employees only), annual leave, or bonus leave for missed work time. Comp time, if available, must be used first. With supervisor approval, employees may work from an alternative location. If no paid leave is available, employees may take leave without pay. Alternatively, employees may be permitted to make up the absence within 90 calendar days at a time mutually agreeable to their supervisor based on departmental need. Time not made up within the 90-calendar day period will be charged against annual or bonus leave if available or adjusted from pay.

Make-up time shall not be subject to any premium pay, with the exception of FLSA-mandated overtime, when applicable.

Employees who are on approved leave during an adverse weather event will still charge the approved sick, annual, bonus, or comp leave with no provision for make-up time.

Mandatory Personnel. SHRA non-exempt (subject to FLSA) employees who are required to work during Condition 1 will be granted equivalent paid time off for hours worked on an hour-for-hour basis to be used at a future date. This time should be utilized before using other accrued paid time off (such as annual or bonus leave) as it cannot be paid out and must be used within twelve (12) months or forfeited. In addition, SHRA employees who are FLSA non-exempt will receive overtime compensation (at time-and-a half), in either comp time or pay, for all hours worked over forty (40) in the affected work week. SHRA employees who are FLSA exempt are not eligible to receive equivalent paid time off for hours worked.

 

Condition 2 Suspended Operations

Classes are canceled. Non-residential students must not report or must leave campus.

Employees must not report to campus or must leave campus. Employees must use leave if not working. Under this condition employees may be able to make up adverse weather time within 90 days with supervisor approval. With supervisor approval, employees may work from home or an alternate site.

Employees must report to work or remain at work unless notified by a supervisor.

When the University is under suspended operations, faculty, staff and non-residential students must not report, or must leave campus except:

Mandatory Employees- Employees must make necessary arrangements to report to work as quickly and safely as possible. Failure to report when required may result in disciplinary action;

The University may also take the unusual measure of “calling-in” employees who are not normally designated as “mandatory” and temporarily assign them to this status, if a specific adverse weather is critical enough to require it. Employees are responsible for ensuring they can be reached via valid contact information.

 

The campus Building Access Control System is placed in a controlled state and card access will be disabled for all students and non-mandatory faculty/staff. Residential students will retain access to residence halls and Hanes Student Commons. Mandatory staff will retain access as normal.

Non-Mandatory Personnel. Under Condition 2, leave-earning SHRA and EHRA employees whose presence is not required may use comp time (SHRA employees only), annual leave, or bonus leave for missed work time. Comp time, if available, must be used first. With supervisor approval, employees may work from an alternative location. If no paid leave is available, employees may take time off without pay. Alternatively, employees may be permitted to make up the absence within 90- calendar days at a time mutually agreeable to their supervisor based on departmental need. Time not made up within the 90-calendar day period will be charged against annual or bonus leave if available or adjusted from pay.

“Make-up” time shall not be subject to any premium pay, with the exception of FLSA-mandated overtime, when applicable.

 Employees who are already out on approved leave during an adverse weather event will still charge the approved sick, annual, bonus, or comp time leave with no provision for make-up time.

Mandatory Personnel. SHRA non-exempt (subject to FLSA) employees who are required to work during Condition 2 will be granted equivalent paid time off for hours worked on an hour-for-hour basis to be used at a future date. This time should be utilized before using other accrued paid time off (such as annual or bonus leave) as it cannot be paid out and must be used within twelve (12) months or forfeited. In addition, SHRA employees who are FLSA non-exempt will receive overtime compensation (at time-and-a half), in either comp time or pay, for all hours worked over forty (40) in the affected work week. SHRA employees who are FLSA exempt are not eligible to receive equivalent paid time off for hours worked.

 

Condition 3 Closure

Classes are canceled. Non-residential students must not report, or must leave campus.

Employees must not report to campus or must leave campus. Employees do not use leave nor have to make up this time if not working.

Employees must not report to work or remain at work unless notified by a supervisor.

Presence on Campus. When the University is closed, faculty, staff and non-residential students must not report, or must leave campus except:

Mandatory Personnel. Employees must make necessary arrangements to report to work as quickly and safely as possible. Failure to report when required may result in disciplinary action and requires the hours missed to be charged to leave or without pay; and

All or only a limited number of mandatory employees may be directed to remain at or report to work under this condition. Employees are responsible for ensuring they can be reached via valid contact information.

All other employees, including those who are otherwise designated as mandatory but not needed for the particular event, are not permitted to report to or remain at work.

The campus Building Access Control System will be placed in a controlled state and card access will be disabled for all students and non-mandatory faculty/staff. Residential students will retain access to residence halls and Hanes Student Commons. Mandatory staff will retain access as normal.

Non-Mandatory Employees. Employees will not be docked pay for regularly scheduled work hours missed when the University is on adverse weather Condition 3, nor will they be required to make up the work time or report missed time as comp, annual, or other leave.

Mandatory Employees. SHRA non-exempt (subject to FLSA) employees who are required to work during Condition 3 will be granted equivalent paid time off for hours worked on an hour-for-hour basis to be used at a future date. This time should be utilized before using other accrued paid time off (such as annual or bonus leave) as it cannot be paid out and must be used within twelve (12) months or forfeited. In addition, SHRA employees who are FLSA non-exempt will receive overtime compensation (at time-and-a half), in either comp time or pay, for all hours worked over forty (40) in the affected work week. SHRA employees who are FLSA exempt are not eligible to receive equivalent paid time off for hours worked.