PURPOSE OF THIS POLICY
This policy addresses employees’ leave status and pay for periods of absence due to inclement weather.
The following is the University’s Policy relative to the pay status of the University’s faculty and staff during periods of inclement weather. This policy applies only to employees paid on a salaried basis. Hourly employees do not qualify for any type of paid leave and are paid only for actual time worked.
Determinations as to the operational status of all University units outside the Fort Collins area shall be the responsibility of the appropriate Department or Agency Head. Employees in such units should consult with their departments concerning their status relative to paid time off.
1. Employees who are absent due to extreme weather conditions when the University remains open must take annual leave, or leave without pay if no annual leave is available, for work time missed. Minor periods of tardiness shall be excused. However, lengthy periods should either be made up in the same work week or charged to annual leave or leave without pay as appropriate.
2. When the University is officially closed because of inclement weather, the resultant absences of employees during scheduled work time will be considered as administrative leave with pay for all normally scheduled work hours during this period.
3. Employees on scheduled leave (annual, sick, etc.) shall remain on that status during periods of closure to the extent approved or appropriate and shall not be granted administrative leave.
4. Employees required to work during periods of closure due to inclement weather may be entitled to a comparable amount of time off as outlined below if the period of closure is for one half day or more. If the period of closure is less than one-half day, employees required to continue working will not be given time off for such work.
(a) Overtime eligible employees required to work during periods of suspended operation of at least 4 hours are entitled to a comparable number of hours off as paid administrative leave, up to the number of hours equal to their normal work schedule. In these cases, only those hours actually worked are to be counted as “work-time” for purposes of overtime calculations (cannot count the same hours twice). Such employees who terminate employment prior to taking all administrative leave hours are compensated for the unused time.
(b) Overtime-exempt employees required to work during periods of suspended operation may be given time off for all or part of the hours worked with the specific approval of the appropriate Department Head. Terminating employees are not compensated for any unused balance.
5. Departments are responsible for notifying employees who are to respond during University emergencies including those required to report during periods of closure. In addition, others may be required to report due to unusual circumstances and will be so notified by the appropriate supervisors at that time. Employees unsure of their status or unclear as to the nature or extent of a closure announcement should contact their immediate supervisor(s) or departmental offices for clarification.