FAQ
Emergency Closures at UW
1. How do employees find out that UW is closed for emergency conditions?
The
2. What if an employee cannot make it to work because of inclement
weather or other emergency situation?
The UW policy states, “If a University of Wyoming facility has not been
declared closed or inaccessible, but an individual is unable to report for or
remain at work on a particular day because of inclement weather or other
emergency not covered elsewhere in the regulations, the employee may decide
whether to use accrued vacation time (if available) or take leave without
pay. The supervisor may also permit the employee to use accrued
compensatory time, make up time on an hour-for-hour basis (within the week) or
carry out alternative assigned duties during the period of absence from work.” Supervisors
are encouraged to be flexible in this matter.
3. If the University or one of its facilities close, is everyone excused
from work?
The UW policy states,
“Departments shall designate which employees are needed in the operation of the
University when closure conditions exist.” The essential employees must report to work, if possible.
4. If the University or UW facility is closed, will I have to use my
accrued vacation time?
No. If the University or a UW facility
has been declared closed by the UW President or a designee, benefited employees
who are not required to work will be given paid administrative leave equal to
their normal salary, and will not be required to use their accrued vacation
leave. More specifically, if the employee is on either sick leave,
donated sick leave or vacation leave the employee will not be charged any leave
during the time of the closure. Those using compensatory time will not be
charged compensatory time and, instead, will be placed on administrative leave.
5. What if I am required to work during the period of closure?
The UW policy states, “An employee who is required to work during a declared period of closure
or inaccessibility will be paid his or her regular salary for work during the
employee’s normal hours of work. In addition, the employee will be
granted compensatory time off equal to the number of hours worked during the
declared period of closure or inaccessibility.” As an example, an
employee (exempt or non-exempt) who is required to work 8 hours during an
emergency closure, will earn an additional 8 hours of compensatory time.
6. What if the University or a UW facility is closed for emergency
purposes and I come to work but am not designated as being required to work?
Employees who are not designated to work (non-essential
employees) may not report to work for safety reasons.
Non-essential employees who come to work during an emergency closure will be
asked to leave and will not earn compensatory time.
7. What happens if the emergency closure occurs late in the month and
prevents me from using vacation that was planned and I am near or at the
maximum allowed accrual balance?
You will be allowed to maintain a vacation balance in
excess of 352 hours through the next pay period.
The employee’s end date will remain the same; no leave
credit will be granted - the terminal leave will not be extended.
9. How long will I have to use my earned compensatory time if I am an
essential employee and must work during the emergency closure?
You must use this compensatory time within 9 months of the
date earned. If you terminate before it is used, but not later than 9
months of the date it was earned, the compensatory time will be paid in either
a lump sum or terminal leave as appropriate. If not used within 9 months it
will be lost.
10. If I am on non-accrued leave (e.g. bereavement, military, jury,
leave-with-pay, leave-without-pay, winter closure) will I be placed on
administrative leave during the emergency closure?
No. Only accrued leaves and compensatory time are
offset by administrative leave during emergency closures.
11. What happens if I am an essential employee and am required to work,
but cannot report to work due to road, weather, or other emergency conditions?
Contact your supervisor and report to work as soon as
conditions allow. You will be considered on administrative leave until you
can report to work.
12. If I cannot make it to work, but UW is open, can I work from home via
a computer or alternative work arrangement?
Contact your supervisor. It may be possible to arrange alternative work methods in order to complete your duties.
13. If my building or facility is closed, will I be temporarily reassigned
to another open facility during the closure?
At the discretion of your supervisor, you may be
temporarily reassigned to work in another UW facility to perform your job
duties.
14. If my facility is closed for a day and I was scheduled to work, how
many hours of administrative leave will I receive?
Benefited employees will receive administrative leave
equal to their normal schedule. As an example, if employees are scheduled
to work four 10-hour days per week, and their facility closes on one of those
days, they will receive 10 hours of paid administrative leave. If they
are scheduled to work four hours, they would receive four hours of paid
administrative leave.