Inclement Weather

Policy 8.2 Inclement Weather addresses the impact of severe weather on campus-based operations.

The inclement weather program and pay guidelines pertain to all non-Weill locations, including satellite facilities and regional laboratories. These do not pertain to Cornell Cooperative Extension.

Also see:

Inclement Weather Program

The intent of the inclement weather policy is to keep students, staff and faculty safe when weather overwhelms our campus operations. The university is never truly closed as there are essential services and individuals who are required to come to campus to complete those tasks. When employees worked predominantly on-site, it was not feasible or reasonable to require employees to make arrangements to work remotely for a single day. However, with our transition to a more flexible workforce, and some employees regularly working hybrid and fully remote, these employees now have the means to complete their job responsibilities when there is a change in operating status or campus closure for inclement weather.

Work expectations and accommodations when campus is open

When campus is open, supervisors are encouraged to be flexible if personal weather-related travel conditions impact an employee’s ability to reach campus.

If an employee can complete their job responsibilities remotely, they may be permitted to do so.
Employees may use leave accruals if they are unable to reach campus due to personal weather-related travel condition or a local travel restriction. Alternatively, and with supervisory approval, non-exempt employees may request leave without pay instead of using vacation or HAP accruals. Please be mindful that the opportunity for non-exempt staff to make up the time within the same workweek may be limited if the University closure occurs at, or toward, the end of the pay week (e.g. Tuesday or Wednesday).

Work expectations when campus is closed

There is a university-wide expectation for employees who can work remotely during a change in operating status to do so. A change in operating status may impact work expectations differently based on an employee's work arrangement and job responsibilities.

The work expectations during campus closure are as follows:

Employees who support essential services on-site may be required to report to campus during a closure as designated by their supervisor.
Employees who work fully-on site but are not designated by their supervisor as required to report to campus during a closure are not expected to work.
Employees who have a regular hybrid or remote arrangement but support essential services may be required to report to campus during a closure as designated by their supervisor.
Employees with a hybrid or remote arrangement who are not required to report to campus are expected to work remotely.

In-person instruction is central to our academic mission; therefore, when campus closes, classes will be canceled, and students will not be expected to attend virtually or complete additional coursework for that day.

Campus Closure Reference Table

Work expectations based on work arrangements
Work Arrangement	Work Expectations During Campus Closure
*Fully Onsite – supports essential services, required to report to campus*	Employees who support essential services on-site may be required to report to campus during a closure as designated by their supervisor.
*Fully Onsite – not required to report to campus*	Employees who work fully-on site but are not designated by their supervisor as required to report to campus during a closure are not expected to work.
*Hybrid - supports essential services, required to report to campus*	Employees who have a regular hybrid or remote arrangement but support essential services may be required to report to campus during a closure as designated by their supervisor.
*Hybrid – not required to report to campus*	Employees are expected to work remotely in alignment with their current work arrangement (i.e., if seasonally hybrid, must work from home). Employees who can work remotely but who do not work due to personal circumstances must charge the time to health and personal leave or vacation.
*Fully Remote*	Employees should perform their regularly assigned duties. Employees who work remotely but who do not work due to personal circumstances must charge the time to health and personal leave or vacation.

Responsibilities

Unit, supervisor and employee responsibilities during inclement weather
Department Chair or Unit Head	Within the unit, maintain the same operating status that has been declared by the university. When a change in operating status has been declared, maintain a schedule within the unit that is consistent with this policy. Identify essential services and employees (or employee categories) who may be asked to report to work during a partial or full campus closure within respective business continuity plans. Develop contingency plans to deliver essential services with a reduced number of employees.
Supervisor (People Leader)	Be understanding and flexible regarding staff members’ needs during inclement weather. Discuss and manage work expectations during inclement weather campus closure in alignment with an employee's work arrangement and job responsibilities. Implement contingency plans, as applicable, to maintain essential services. Ensure employees understand their requirement to report to campus if they support essential services and are required to report during a closure. Provide staff members an opportunity to discuss concerns with work expectations during an inclement weather campus closure. Stay abreast of weather concerns and notify with employees when campus closures are possible. Communicate to affirm work expectations as soon as possible when campus closure is announced.
College or Unit HR Rep	Clarify work expectations for supervisors and employees. Interpret pay guidelines and make application decisions.
Employees	Read and understand Inclement Weather policy, program and pay guidelines. Discuss work expectations with supervisor, and notable circumstances that may hinder the ability to meet work expectations during campus closure, annually and in advance of inclement weather in the New York state region. Make reasonable attempts to meet work expectations during inclement weather campus closure. Communicate timely with supervisor if unable to meet work expectations during campus closure. Keep accurate records of time worked and time away from work usage within reasonable limits.

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