With an eye on the weather, keep these guidelines in mind

October 29, 2019

With snow and colder temperatures in the forecast this week, UW–Madison’s Office of Human Resources reminds all employees of campus inclement weather guidelines.

The UW–Madison chancellor is responsible for determining if, for the safety and welfare of students and staff, classes will be canceled or postponed or some services suspended due to inclement weather.

In the event of inclement weather, employees are expected to report to work unless directed otherwise. Each employee is advised to use discretion and caution regarding their health and safety. An employee who reasonably determines that it is not safe to travel due to inclement weather will not be subject to discipline for being absent. Supervisors are expected to honor reasonable requests of employees to arrive late or to leave early because of inclement weather. Employees are expected to notify their supervisors if they cannot report to work or will report late.

Colleges, schools, divisions and other campus units may not close on their own. Deans and directors must receive authorization from the Office of the Chancellor before directing employees not to report to work or sending employees home. Some university services and functions must remain in operation regardless of weather conditions, e.g. University Housing and Dining, University Police, essential research and animal care, power plant operations, etc. University child care services and functions may close, consistent with their policies and procedures, due to their unique operational needs and the safety of those students.

If an employee is unable to or directed not to report to work due to inclement weather, supervisors and employees should work together to find alternative work arrangements, including working remotely and/or modifying work schedules, whenever possible.

If an employee is unable to report or directed not to report to work due to inclement weather and is unable to secure alternative work arrangements, the employee must use available annual leave (vacation or personal holiday), leave without pay, or when appropriate, accrued compensatory time to cover the absence. University staff non-exempt employees (hourly and subject to overtime requirements) must use available leave to cover each hour absent. Academic staff or university staff exempt employees (salaried and not subject to overtime requirements) should work with their supervisor to account for the absence in the manner consistent with the exempt nature of their duties. If classes are postponed, faculty should make every effort to reschedule them at a later date.

University Communications Staff will work with the chancellor to provide weather-related announcements to the campus and the media, and employees should watch for weather-related announcements.

In the event of inclement weather, employees are expected to report to work unless directed otherwise. Each employee is advised to use discretion and caution regarding their health and safety. An employee who reasonably determines that it is not safe to travel due to inclement weather will not be subject to discipline for being absent. Supervisors are expected to honor reasonable requests of employees to arrive late or to leave early because of inclement weather.

If an employee is unable to or directed not to report to work due to inclement weather, supervisors and employees should work together to find alternative work arrangements, including working remotely and/or modifying work schedules, whenever possible.

If an employee is unable to report or directed not to report to work due to inclement weather and is unable to secure alternative work arrangements, the employee must use available annual leave (vacation or personal holiday), leave without pay, or when appropriate, accrued compensatory time to cover the absence.

Read the full policy in detail at https://kb.wisc.edu/ohr/policies/page.php?id=53237.