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2.2 Emergency Closures

2.2 Emergency Closures

NOT READY FOR PUBLICATION

This policy provides general guidelines regarding time off when the University closes the campus during periods of inclement weather or other emergencies. During such periods, SPU may close the administrative offices, academic schools, and other functions and operations of the University, and/or conduct operations remotely. The University uses the SPU-Alert system to send emergency notification messages to faculty, staff, and students. For inclement weather, the University also posts the most up-to-date closure information on the University’s Emergency Closure Hotline (206-281-2800).  See the SPU Inclement Weather Webpage for more information.

 

Pay During Closure

Nonexempt staff who work remotely during an inclement weather campus closure will be paid normally for their work.  Nonexempt staff who are not required to work due to the closure, are paid for the day as if they had worked their normally scheduled hours for that day ("Closure Pay"). For example, if an employee was scheduled to work six hours on the day of closure, the employee would be paid as if the employee had worked their full six hour schedule.  In general, nonexempt staff will be expected to work remotely during an inclement weather campus closure unless instructed otherwise.

Nonexempt staff who are required to work on campus during a campus closure will be paid based on the following formula:

  • Pay for the hours the employee was normally scheduled to work for the date of closure ("Closure Pay"), plus pay for the hours the employee actually worked on the day of closure.

  • For example, if a security officer was normally scheduled to work 8 hours on a day the University's campus is closed due to snow, and actually works a 6 hour shift on campus, the security officer would receive pay for 14 hours.

  • The hours used to calculate Closure Pay will not be counted as "hours worked" toward the calculation of overtime.

Exempt staff are not paid additional compensation if they are required to work during an Emergency Closure, regardless of whether they work on campus or remotely, and are normally expected to work remotely during a closure unless specific permission to take sick or vacation is approved by their supervisor.

Employees who are expected to work during an emergency closure (on campus or off campus) and do not work should request the appropriate type of leave for the period.

 

Limitations & Exclusions

Depending on the needs of the department, a department head may require staff to work on campus on an emergency closure day. Staff members who are required to work are responsible for their own transportation to and from the University. If a staff member who is required to work simply cannot make it in due to inclement conditions, they must notify their supervisor as soon as possible.

Staff on vacation or sick leave on the day of closure will be paid vacation or sick pay, as they would have been had the University been open, and they will not receive closure pay. Similarly, staff on leaves of absence will not be paid for the emergency closure day.

Notwithstanding anything above to the contrary, Temporary staff members are not eligible for pay during emergency closures, unless they are required to work. If they are required to work during a closure, they will be paid only for the time worked that day. Temporary staff members do not receive closure pay.

Notwithstanding this Emergency Closure Policy, the University reserves the right to declare the campus closed and the day off as unpaid, in which case, nonexempt staff may use accrued vacation time or be absent without pay.