Office of Human Resources

Inclement Weather

The use of leave to cover school closure situations is governed by statute, federal and state wage and hour law, PSU policies, and Collective Bargaining Agreements. Possible types of leave that may be used are vacation, personal time, exchange time, comp time and leave without pay, depending on the policies and contract language that apply to various groups of employees. Please note that not all leave types apply to all employees. Sick leave may only be used for pre-approved medical appointments and other preauthorized conditions or absences scheduled prior to the closure.

For questions about this chart and/or to discuss specific situations on a case-by-case basis, please call the Human Resources department and contact Cathy LaTourette x5-4930, Pam Hutchins x5-5990, Jenny Sherman x5-4967 or Liz Veck x5-4945.

Employment Category	Unclassified Employees Overtime Exempt	Unclassified Employees Overtime Eligible	Classified Employees
	Includes unclassified, unrepresented and excluded employees who complete roster sheets such as faculty, senior administrators, managers, department chairs, supervisors, and certain professional and administrative staff.	Unclassified employees who complete monthly time sheets. This group includes some Academic Professionals and FADM staff.	SEIU-represented employees who may be Overtime Eligible or Overtime Exempt. Employees in the Classified Exempt group include RN's, Accountant 2, Facilities Engineer, Architectural Consultant
Scenario 1 *Timely announcement of full day closure (notification on University website & voicemail and to broadcast media by approx. 6:00 am)*
a. Employee does not report to work.	No recording of leave required as per wage and hour law.	Required to use vacation, comp time or LWOP for all hours of missed work.	As per SEIU contract Article 65 employees are required to use vacation, comp time, exchange time, personal leave or LWOP for all hours of missed work.
b. Employee worked at home. A “Telecommuting Agreement” must be on file with the Office of Human Resources prior to working off-site, unless the supervisor has provided expressed permission in the case of the school closure.	No recording of leave required as per wage and hour law. Any working at home is appreciated.	Record time worked as “regular” hours with the concurrence of their supervisor and for the remainder of their shift the employee must use vacation, comp time or LWOP for all hours of missed work.	Record time worked as “regular” hours with the concurrence of their supervisor and for the remainder of their shift follow SEIU contract Article 65 and use vacation, comp time, exchange time, personal leave or LWOP for all hours of missed work.
c. Employee comes to work and leaves without working.	No recording of leave required as per wage and hour law.	Required to use vacation, comp time or LWOP for entire shift for all hours of missed work.	As per SEIU contract Article 65 employees required to use vacation, comp time, exchange time, personal leave or LWOP for all hours of missed work. There is no pay for reporting to work.
d. Essential Service Personnel (Employees required to report to campus for work during the closure).	No recording of leave required as per wage and hour law.	Employee should record time worked as “regular” hours. If shift not complete employee must use vacation, comp time or LWOP for balance of regular work shift.	Employee should record time worked as “overtime” hours following the SEIU contract Article 65 provisions. If shift not completed, the employee must use vacation, comp time, exchange time, personal leave or LWOP for the balance of the regular work shift.
e. Employee comes to work after closure is announced and works for a period of time.	No recording of leave required as per wage and hour law.	Employee should record time worked as “regular” hours and for the remainder of their shift the employee must use vacation, comp time or LWOP.	Employee should record time worked as “regular” hours and for the remainder of their shift follow SEIU contract Article 65 and use vacation, comp time, exchange time, personal leave or LWOP.
f. Employee is on previously authorized sick leave or vacation.	Employee should use previously authorized leave for entire shift.	Employee should use previously authorized leave for entire shift.	Employee should use previously authorized leave for entire shift.
Scenario 2 Full day closure announced after the beginning of scheduled work shift start time
a. Employee reported to work and began working as scheduled before closure was announced.	If closure occurs after the employee reports to work, the employee is paid for the remainder of their scheduled work day; use of leave is not required.	If closure occurs after the employee reports to work, the employee is paid for the remainder of their scheduled work day; use of leave is not required.	If closure occurs after the employee reports to work, the employee is paid for the remainder of their scheduled work day; use of leave is not required per SEIU Bargaining Agreement Article 65, Section 1.
b. Employee worked at home. A “Telecommuting Agreement” must be on file with the Office of Human Resources prior to working off-site, unless the supervisor has provided expressed permission in case of the school closure.	No recording of leave required as per wage and hour law.	Employee should record time worked as “regular” hours with the concurrence of their supervisor and for the remainder of their shift the employee should use vacation, comp time or LWOP.	Employee should record time worked as “regular” hours with the concurrence of their supervisor and for the remainder of their shift follow SEIU contract Article 65 and use vacation, comp time, exchange time, personal leave or LWOP.
c. Employee comes to work and leaves without working.	No recording of leave required as per wage and hour law.	Employee is required to use vacation, comp time or LWOP for all hours of missed work.	As per SEIU contract Article 65 employees are required to use vacation, comp time, exchange time, personal leave or LWOP for all hours of missed work. There is no pay for reporting to work.
d. Essential Service Personnel (Employees required to report to campus for work during the closure).	No recording of leave required as per wage and hour law.	Employee should record time worked as “regular” hours. If shift not completed the employee should use vacation, comp time or LWOP for balance of regular work shift.	Employee was required to remain working beyond the closure time as “essential services”. Time worked after the official closure will be paid at the overtime rate of time-and-one-half per SEIU Bargaining Agreement Article 65, Section 3 and use vacation, comp time, exchange time, personal leave or LWOP for the balance of regular shift completed.
e. Employee comes to work after closure is announced and works for a period of time.	No recording of leave required as per wage and hour law.	Employee should record time worked as “regular” hours and for the remainder of their shift the employee must use vacation, comp time or LWOP.	Employee should record time worked as “regular” hours and for the remainder of their shift follow SEIU contract Article 65 and use vacation, comp time, exchange time, personal leave or LWOP.
f. Employee is on previously authorized sick leave or vacation.	Employee should use previously authorized leave for entire shift.	Employee should use previously authorized leave for entire shift.	Employee should use previously authorized leave for entire shift.
Scenario 3 Delayed Opening followed by Full Closure – announcement on University website & voicemail and to broadcast media occurred after approx. 6:00 am; employee not aware of delay and/or closure until arriving at work.
a. Employee comes to work and leaves without working.	No recording of leave required as per wage and hour law.	Required to use vacation, comp time or LWOP for entire shift for all hours of missed work.	As per SEIU contract Article 65 employees are required to use vacation, comp time, exchange time, personal leave or LWOP for all hours of missed work. There is no pay for reporting to work.
b. Essential Service Personnel (Employees required to report to campus for work during the closure).	No recording of leave required as per wage and hour law.	Employee should record time worked as “regular” hours. If shift not completed the employee should use vacation, comp time or LWOP for balance of work shift.	Employee should record time worked as “overtime” hours following the SEIU contract Article 65 provisions and for the remainder of their shift use vacation, comp time, exchange time, personal leave or LWOP for all hours of missed work.
c. Employee arrives at work after closure is announced and works for a period of time.	No recording of leave required as per wage and hour law.	Employee should record time worked as “regular” hours and for the remainder of their shift the employee should use vacation, comp time or LWOP for all hours of missed work.	Employee should record time worked as “regular” hours and for the remainder of their shift follow SEIU contract Article 65 and use vacation, comp time, exchange time, personal leave or LWOP for all hours of missed work.
d. Employee is on previously authorized sick leave or vacation.	Employee should use previously authorized leave for entire shift.	Employee should use previously authorized leave for entire shift.	Employee should use previously authorized leave for entire shift.

If you have specific questions regarding inclement weather pay or inclement weather notification, please call Human Resources at 5-4926.