At times, emergencies such as severe weather, fires, power failures or floods can disrupt the institution's operations. In extreme cases, these circumstances may require the closing or delay the opening of Wilkes University. In the event that such an emergency occurs during non-working hours, this information will be disseminated on campus and to the local radio and television stations who will be asked to broadcast notification of the closing. Employees may also contact 408-SNOW or the Wilkes University Service Center, 408-2FIX for University closing or delayed opening information.
When operations are officially closed due to emergency conditions, the time off from scheduled work will be paid. An employee who is on an authorized leave of absence such as disability or FMLA leave will remain on such leave.
In cases where an emergency closing is not authorized, employees who fail to report for work will not be paid for the time off. An employee may request available paid leave time such as unused personal or vacation leave. An employee must report off work on or before the official start of the employee's shift and notify the supervisor to assess the time off as either personal or vacation leave.
Some essential services and functions must remain in operation regardless of Wilkes University closing conditions. Employees in "essential" operations may be asked to work on a day when operations are officially closed. Certain "essential" personnel may be required to report earlier than their designated shift. Media announcements will indicate the need for "essential" personnel to come to work. The following is a list of positions/departments that have been officially designated as "essential” for operational purposes:
- Public Safety Officers
- Any other positions as designated by the University
PLEASE NOTE: Employees who work in Facilities should refer to the Facilities Department Essential Staff Policy.
Delays, early dismissals and/or university closures do not automatically qualify essential employees to receive overtime or premium rates. During extreme situations, the University may, at its sole discretion authorize a premium pay rate for designated positions on the list of “essential” personnel. Department Heads, in conjunction with the Human Resources department will determine if a premium rate will be paid on a case by case basis. Overtime pay for employees who work in excess of 40 hours in a week will calculated and paid to all non-exempt employees at the rate of one-and-a-half (1.5) times an employee’s regular base hourly rate, as defined by the University’s Overtime Policy.
Each employee is expected to use discretion in determining if travel is safe and plan accordingly. If the University remains open during certain conditions, and the employee determines that it is too dangerous to come to campus or remain on campus, they are expected to notify the supervisor of their intentions as soon as possible. The employee may opt not to be paid for missed time or may elect to use available vacation or personal leave time.
Effective Date: 6/1/2004 Revision Date: 02/2017