Release of Employees
Effective Date Dec 1, 2014
Applicable Employee Classes:
02, 04, 05, 10, 11, 13, 16, 18, and 19
Reviewed Date: December 2014
Dr. T. Dwayne McCay, President
8.18 Release of Employees
The (President/Provost/VP) may release students and university employees for national or state mourning or for civil or natural disasters and emergencies such as severe weather, which could threaten public safety. A site director may also release site students and employees in case of other localized emergencies such as power failure. Employees assigned to the following employee classes are covered by this policy: 02, 04, 05, 10, 11, 13, 16, 18 and 19. See the Employee Class Policy for an explanation of the employee classes.
This released time is not charged against an employee’s leave time. All full-time and regular part-time employees will be placed on approved emergency leave, including employees who would otherwise have been on approved paid leave.
The following are not entitled to an excused absence and shall remain in their current status. Employees:
- On leave without pay
- In receipt of workers' compensation
- On military leave
- On suspension
- On Family Medical Leave
- On professional leave
An emergency leave of absence requested by an employee may be charged to either sick or vacation leave, depending upon the circumstance for the emergency and by the employee’s specific leave accrual amounts.
Compensation During University Closure Due To Disaster or Emergency
If an employee is not scheduled to work on an emergency-release day, the employee’s pay will not be affected.
- In the event of a university closure due to a disaster, as defined in the University’s Disaster and Event Preparedness Plan, employees will normally receive regular pay for the duration of the closure. However, since the duration of a disaster-related closure is impossible to predict, the university reserves the right to adjust this provision to the specific circumstances of the closure.
- Full-time hourly/non-exempt employees required to remain on campus will receive compensation at the equivalent rate of double time for all hours actually worked during the university closure. This payment reflects the combination of:
- Hours actually worked and;
- The regular hours paid to employees for the duration of the closure as detailed in Section (1) above.
- Full-time salaried/exempt employees required to remain on campus during a closure may receive regular compensation and a supplement as determined by the (President/Provost/VP). This payment reflects the combination of:
- Regular compensation and;
- The supplement (if applicable).
- Part-time hourly employees required to remain on campus will receive compensation at their regular hourly rate for total hours worked up to 40 within a pay period and at the equivalent rate of double time for hours actually worked over 40 within a pay period during the university closure.
- Hours actually worked and;
- The regular part-time hours paid to employees for their normal work schedule using their regular hourly rate for the duration of the closure as detailed in Section (1) above.
- The provision of compensation for all hours actually worked during the university closure does not apply to:
- time spent securing and preparing the work area for the closure. These duties may include but are not limited to: packing supplied and/or records; disconnecting and moving equipment; and spreading protective covering.
- employees directed by appropriate supervision to remain on campus. An employee who remains on campus without the direction of supervision is not eligible for and will not receive compensation beyond that approved for employees released from work and sent home and may be subject to disciplinary action.
- The period of the university closure will be based upon the announced closing and opening times of the university.
- In order to ensure proper crediting of employee efforts, supervisors are expected to create and maintain a record of employees required to remain on campus during an official university closure.
- If a part-time hourly/full-time non-exempt employee is required to travel to perform an emergency assignment for the University, all time spent on such travel is considered work time.