HR-217 Emergency Closure and Suspension of Operations
Under certain unusual and emergency circumstances, campus operations may be temporarily suspended (such as cancellation of classes) through partial or full campus closure. This policy does not apply to University of Missouri Health Care employees.
Suspension of Operations
Suspension of operations may involve only some campus operations such as academic programs, buildings, and/or administrative operations, or may be full campus closure, depending on the situation and location. In full closure classes are cancelled, the majority of academic and administrative operations are suspended, and employees (except those designated as situationally critical for the event) are instructed that they should not report to work. However, even in full closure campuses will have certain continuous operations that must be maintained such as power plants, emergency personnel and residential life. The necessity or feasibility of maintaining these operations will vary by the circumstances causing the closure, such as weather, health conditions, natural or man-made disasters, major utility failure, etc.
All announcements of changes in operations will be released by the Chancellor (President for the UM System) through established campus processes. UM System will follow MU�s changes in operations, as appropriate, and announcements will be coordinated so only one announcement is made.
Only the Chancellor or President has the authority to cancel classes and/or suspend campus operations, in part or full, in the event of an emergency such as a natural, mechanical, or man-made incident. The Chancellor may place into immediate effect any emergency regulations, procedures and other measures deemed necessary or appropriate to meet the emergency, safeguard persons and property and maintain educational activities.
Situationally Critical Employees
Each campus and UM System is responsible for identifying situationally critical employees, defined as those employees designated as critical to the operation of the University and who may be required to work by their administrative superior during a temporary closing. Situationally critical employees may differ, depending on the nature of the situation.
Unless otherwise determined by the President the following pay procedures will be in effect for administrative, service and support staff:
Regular Nonexempt Employees: Regular nonexempt employees who are not required to work during full closure will continue to receive their regular pay for the duration of the closure, not to exceed 5 work days, based on their normal schedule. Those employees who are designated as situationally critical and who are required to work during full closure will receive time and a half for all hours actually worked. If they are required to work less than their regular schedule, situationally critical employees will receive regular pay for those hours they are not required to work up to their regular FTE. Employees required to work during full closure will receive both premium pay for the hours worked and, in addition, those hours worked will count toward the calculation of weekly overtime pay.
Regular Exempt Employees: Regular exempt employees who are not required to work during full closure will receive their regular pay for the duration of the closure, not to exceed 5 work days, based on their normal schedule. Employees who are designated as situationally critical and are required to work during full closure will receive their regular pay (based on their normal schedule).
Should a closure extend beyond 5 days, regular employees may use accrued vacation, personal days, sick leave or take leave without pay.
Variable Hour and Student Employees: Variable Hour and Student Employees who do not work during suspension of operations or closure will not be paid. However, such employees may be requested to work and will be paid under normal pay procedures for hours worked.
In the event of an emergency that does not result in full closure, pay policies will be determined by the Chancellor, depending on the situation. Specific questions regarding pay policies should be directed to the campus Human Resources office.
Date Created: 9/26/1997
Last Updated: 09/15/2013