Policies

Emergency Release of Employees

Effective Date Dec 1, 2014

Applicable Employee Classes:

Reviewed Date:

Approved by:

All Florida Tech Employees

March 2021

Dr. T. Dwayne McCay, President

8.18 Emergency Release of Employees

Policy

The (President/Provost) may release students and university employees for national or state mourning,  civil or natural disasters and emergencies which could threaten public safety.  A Center Director may also release students and employees in case of localized emergencies.  

This released time will not be charged against an employee’s leave time.  This policy does not apply to employees that are on approved paid or unpaid leave of absence (such as FMLA, LoA or Miliary Leave), these employees will remain on their current leave status. 

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.

Procedure

  1. 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.
    1. Full-time and part-time hourly/non-exempt employees required to remain on campus and work will receive compensation as follows during the university closure:  
      1. Hours worked (paid at straight time using emergency pay)
      2. The regularly scheduled hours, paid to employee for the duration of the closure (paid at straight time using shut down time-off)
    2. Full-time salaried/exempt employees required to remain on campus during a closure will receive regular compensation.   
    3. Any full-time or part-time non-exempt employees not required to remain on campus during a university closure will receive regularly scheduled hours paid to the employee during the duration of the closure, utilizing the shut-down pay time-off. 
  2. The provision of compensation for all hours actually worked during the university closure does not apply to:
    1. Time spent securing and preparing the work area for the closure prior to the acutal closure. These duties may include but are not limited to: packing supplied and/or records; disconnecting and moving equipment; and spreading protective covering.
    2. 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.
  3. The period of the university closure will be based upon the announced closing and opening times of the university.
  4. 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.
  5. 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.