Inclement Weather Pay Guidelines

Exempt and non-exempt employees, including benefits-eligible temporary employees, who were scheduled, but did not work due to personal weather-related travel conditions when the campus was open, may charge the time to health and personal leave or vacation (in accordance with those policies).

If the campus closes later, and they would be eligible for paid leave under the Inclement Weather program provisions, the remaining time in the employee’s normal schedule will be covered by paid leave. 

EXPECTATION: Employees who support essential services on-site may be required to report to campus during a closure as designated by their supervisor.

Benefits-eligible full and part-time non-exempt employees, including benefits-eligible temporary employees, who are required to work on site when the campus is closed will be paid premium pay at 1-1/2 times their regular hourly rate for those hours worked during the closure period. In addition, those employees will receive paid-leave credit equal to the number of hours worked during the closure period. All paid leave credit must be taken by the following October 15*, or it will be forfeited.

Non-benefits eligible temporary* and casual employees who are required to work on site during the campus closure will be paid 1-1/2 times their regular hourly rate for those hours worked during the closure period; the paid leave credit will not apply.

Exempt employees and student employees are not covered by the premium pay and the paid leave provisions of these guidelines and as such, they will receive their regular pay during the period that covers the campus closure.

*Note: BTC temporary employees do not receive premium pay for time worked during a closure.

EXPECTATION: There is a university-wide expectation for employees who can work remotely during a change in operating status to do so.

Non-exempt employees who work from an off-site location (e.g. home; on business travel) during the campus closure will be paid for hours worked at their regular hourly rate of pay. Exempt employees who worked from a remote location as described above will receive their regular pay.

Employees who can work remotely but who do not work due to personal circumstances may charge the time to health and personal leave or vacation.

EXPECTATION: Employees who work fully-on site but are not designated by their supervisor as required to report to campus are not expected to work.

Benefits-eligible full and part-time non-exempt employees, including benefits-eligible temporary employees, who were scheduled to work during the campus closure but who do not work will receive paid leave at their regular hourly rate of pay for the hours they were scheduled to work during the closure. Note: This provision does not apply to non-benefits-eligible temporary or casual employees.

Exempt employees who were scheduled to work during any hours the campus was closed but who did not work due to campus closure will receive their regular pay.

Employees who were not scheduled to work during the hours the campus was closed (due to their customary schedule and unrelated to the weather) will not receive compensation for those hours.

Exempt and non-exempt employees, including benefits-eligible temporary employees, who were not scheduled to work during the closure due to time off (e.g. vacation, health and personal leave) that was pre-approved and unrelated to the anticipated or actual weather conditions will be charged leave time regardless of the weather or the operating status of the campus.