Alan: We are just finalizing our university closure policy. See the Compensation section below for our procedures.
Compensation INCLEMENT WEATHER - INSTITUTION REMAINS OPEN OR A PARTIAL CLOSURE - Employees unable to report to work shall notify their supervisor and take annual leave or leave without pay. INCLEMENT WEATHER - INSTITUTION DELAYED OPENING OR FULL CLOSURE - If an employee is not working in the geographic area of the inclement weather during a closure, the employee will not receive closure pay. Essential Operating Employees - Only essential operating employees designated by the department head may be required to work during a period when the institution is officially closed. Exempt employees will receive their regular salary during a closure. All non-exempt, benefited employees will receive their regular salary during a closure and, if properly authorized to work during the closure, will receive compensation for hours worked. If closure pay and hours worked total more than 40 in a work week, it will be paid as overtime or compensatory time for non-exempt employees (See NDUS Human Resource Policy 12.3). Any employee not at work or on duty and called back for emergency service shall receive compensation at the callback rate of time-and-one-half. Student or non-benefitted employees only receive compensation for hours actually worked during the closure. Non-Essential Operating Employees - Only benefited employees shall be granted closure pay for hours they would normally work during a closure. The number of hours reported are not prorated for part-time, benefitted employees. If an employee is not normally scheduled to work, the employee is not entitled to closure pay. Employees not scheduled to work during the closure because of a previous arrangement, including annual or sick leave, will receive closure pay rather than being required to take the previously arranged leave. All the best, JEN Jennifer Rogers Special Projects Assistant to the VPFO [und-primary-b] Office of the Vice President for Finance and Operations Twamley Hall Room 314 264 Centennial Dr, Stop 8378 Grand Forks, ND 58202-8378 Office: (701) 777-3511 Direct: (701) 777-4392 Fax: (701) 777-4082 From: [email protected] [mailto:[email protected]] On Behalf Of Alan Sibert Sent: Monday, March 10, 2014 2:03 PM To: Institutional policy-related discussions Subject: [acupa-l] Administrative Pay vs Vacation/Sick Leave We are discussing what should happen if a benefitted employee is out on vacation or sick leave when administrative leave is authorized because the University is closed due to bad weather. On one side I am hearing: If you were already on vacation or sick leave, you were not planning to be on campus anyway, so should not be paid for time you were not planning to (and did not) work. ...and on the other: You should get paid for the administrative leave time (with vacation/sick time not charged for those hours or days we were closed). You should get the same benefits as others, regardless of the timing of your vacation or sick leave. For everyone else it was a paid vacation day which was not subtracted from their leave balance. What does your institution do? Alan Alan Sibert University Policies Coordinator UNIVERSITY of NORTH GEORGIA Physical Address: 60 West Main Street / Room 239 Mailing Address: 82 College Circle Dahlonega, GA 30597 706-867-2558 (Office) 678-485-1765 (Cell) ATTN: Please be aware that when you respond to an ACUPA-L e-mail, the reply will be distributed to the ENTIRE e-listing of members. If you do NOT want to send an e-mail to everyone, please reply directly to the individual who initiated the query (their e-mail address appears in the "From" line of their original e-mail). If you wish to remove yourself from the ACUPA e-mail list, please go to this web address and fill out the form. We will remove you from the list within 24 hours during normal business hours. http://www.acupa.org/MembershipForm_Discontinue.html
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