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When inclement weather threatens operations at UW-Eau Claire, the Chancellor may, under the direction of OSER, close the University to the public, or may cancel classes, but State Employees are expected to report to work.
If we find ourselves in a severe weather situation, local media will be made aware of any cancellations/closing, but their announcements are advisory only.
Should a decision be made to cancel classes, close the university to the public or completely close the university, official information will be transmitted via UW-Eau Claire’s emergency notification system, which includes announcements on the university homepage, Facebook page and Twitter feed among other notifications. For official information, call the Chancellor's Office at 836-2327 after 7:00 a.m., or call your supervisor.
In response to local weather conditions, the Chancellor may release employees. In such instances, no employee will be required to remain at work. However, most classified staff employees are required to make up released time.
ACCOUNTING FOR TIME OFF
While employees are expected to report to work as scheduled, they may request or be excused from work when they believe that weather conditions or emergency situations make it unsafe to get to or remain at work. Whether or not the employee is expected to make up the excused time depends on the employee's designation under the Fair Labor Standards Act (FLSA) as either "nonexempt" or "exempt."
- A nonexempt employee must be paid or given compensatory time off for overtime worked and must use vacation, compensatory time, personal holiday(s), or leave without pay to cover time lost. With supervisory approval, they may also be able to make up time lost. Time made up for inclement weather must be worked during the same work week.
- An exempt employee does not earn overtime compensation nor does the employee have his or her pay reduced for absences of less than a half day. The supervisor, however, could require such time be made up at a later date.
How do you know whether you are a nonexempt or an exempt employee? FLSA status is determined by the classification title and type of work performed in that position. Generally speaking, non-exempt employees must complete a timesheet every pay period, while exempt employees only need to make adjustments to their timesheet when taking paid or unpaid leave.
In the event employees are released from work, nonexempt employees can opt to use accrued vacation time, compensatory time, personal holiday(s), take leave without pay, or make up the lost time at a time scheduled by the supervisor during the current work week. Exempt employees use leave time based on the following schedule: Absences of 0-2 hours require no use of paid leave time. Absences of 2-6 hours require the use of 4 hours of leave time. Absences of 6 or more hours – requires the use of 8 hours of leave time.
NOTE: Emergency situations could necessitate temporary assignment of work which is not normally performed or described in an employee's position description. In addition, emergencies could necessitate releasing employees from assignments for periods of time for their own safety or well-being, or even in a temporary interchange of employees between agencies.