HR-217 Emergency Closure and Transition to Remote Operations

Please see HR-700 for temporary enhanced leave policies to address COVID-19 situation effective 3/17/2020.

Summary

As a major institution with extensive 24/7 operations, the University of Missouri will typically not close. However, under certain unusual and emergency circumstances, the university may cancel on-campus classes, suspend some or all administrative and academic functions, and/or transition to remote operations. Certain continuous operations may need to remain operating on-site. Special pay procedures may apply depending on the type the closure.

This policy does not apply to University of Missouri Health Care employees.

Policy

Per Collected Rules and Regulations, Section 20.075: Chancellor – Campus Emergency, (Ex Order No 5, 4-23-69)

During periods of campus emergency, as determined by the chancellor or an individual campus, the chancellor may, after consultation with the president, 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.
The specific establishment of the order set forth in the above paragraph is not to be deemed to in any way restrict or diminish any other authorities of the chancellor or any campus to deal with emergencies as they may arise.

Further HR Policy Provisions

Additional HR-217 policy provisions below in accordance with CRR 20.075:

Types of Closures
1. On-Site Closure and Transition to Remote Operations: Classes are cancelled on-campus, most buildings are closed, and the majority of academic and administrative functions are transitioned to remote operations. During a closure, employees (except those required to work on-site) are instructed that they should telework pursuant to HR-522, which may include delivery of courses online. Additionally, certain continuous operations may need to remain operating on-site (e.g., power plants, emergency services, facilities and grounds maintenance and student services). The necessity or feasibility of maintaining on-site operations will vary by the circumstances causing the closure, such as weather, health conditions, natural or human-induced disasters, major utility failures, etc.
2. On-Site Limited closure: Only specifically designated building(s) are closed due to an emergency that impacts a limited portion of the campus. In the event of an emergency where only designated buildings are closed, the expectation is that employees will continue to perform assigned duties. Every attempt will be made to facilitate the performance of those duties through temporary relocation, work from home or other arrangements which allow an employee to perform assigned duties.
Announcement
1. All announcements will be released by the chancellor (president for the UM System) through established campus processes.
2. UM System business unit will follow MU’s announcement, as appropriate, which will be coordinated so only one announcement is made.
Authority
1. Only the chancellor or president has the authority to close a campus.
2. The chancellor or president, or their designee, has the authority to approve a limited closure.
Requirement to work during a closure
1. Campus and UM System administrative leaders are responsible for designating employees as critical to the operation of the University who may be required to work on-site during a closure.
  Employees who are required to work on-site may differ, depending on the nature of the situation.
2. Campus and UM System administrative leaders are responsible for designating employees who may be required to telework during a closure. Employees who are not required to work on-site will be advised to telework or work from another location so that emergency activities may be conducted more efficiently.
3. Unit leaders or their designees are responsible for communicating to employees which positions are required to work on-site and those which are required to telework during on-site closures. It is the general expectation that most positions will work remotely if operationally feasible and not needed on-site.
Pay Procedures for On-Site Closure and Transition to Remote Operations (herein also referred to as "closure")
1. Benefit-Eligible Non-Exempt Employees
  1. Employees who are required to work on-site during closure will receive premium pay.
    1. Premium pay will be paid at time and a half for all hours actually worked. Those hours actually worked will count toward the calculation of weekly overtime pay.
    2. If employees are required to work less than their regular schedule, they will receive administrative pay for those hours they are not required to work up to their regular FTE (based on the regular daily work schedule).
  2. Employees who are required to telework during a closure will receive their regular pay for hours worked, and are not eligible for premium pay or administrative pay.
  3. Use of paid time off (e.g., vacation) is required if an employee is absent from required on-site work and/or telework.
  4. Employees who are not required to work on-site or via telework during a closure will be granted administrative pay to continue their regular pay for up to 5 work days per closure. Pay is based on their normal daily work schedule and regular full-time equivalency (FTE).
  5. Employees who are not scheduled to work but are called in during a closure are entitled to “call pay” consistent with HR 212 in addition to the premium pay for working during the closure.
  6. Employees who are on “Standby”, pursuant to HR-212, Call-in/Call-Back, Standby will receive both standby pay and administrative leave pay. Neither administrative leave pay nor standby pay counts toward the calculation of weekly overtime pay.
  7. Should a closure extend beyond 5 days, employees who are required to work on-site or via telework may use available accrued vacation, personal days, sick leave (as appropriate), or compensatory time. Employees may, with supervisory approval, or take leave without pay.
2. Benefit-Eligible Exempt Employees
  1. Employees who are required to work on-site or via telework during closure will receive their regular pay (based on their normal schedule). Exempt employees are not eligible for premium pay or compensatory time off for hours worked during a closure.
  2. Employees who are not required to work on-site or via telework during a closure will be granted administrative pay to continue their regular pay for up to 5 work days per closure. Pay is based on their normal daily work schedule and regular FTE.
  3. Should a closure extend beyond 5 days, employees who are not working on-site or via telework may use available accrued vacation, personal days, sick leave (as appropriate) or take leave without pay (with approval).
3. Variable Hour and Student Employees
  1. Variable hour and student employees who do not work during a closure will not be paid. Supervisors should work with those employees to make up the time if possible.
  2. Such employees may be requested to work and will be paid under normal pay procedures for hours worked.
Pay Procedures for a Limited On-Site Closure
1. Benefit-Eligible Exempt and Nonexempt Administrative, Service, and Support Staff, and Benefit-Eligible Non-Exempt Academic employees
  1. Employees who are directed to leave the worksite and are unable to perform their duties at a different location (including telework) will be granted administrative leave to continue their regular pay for up to 5 work days per closure. Pay is based on their normal daily work schedule and regular FTE.
  2. Employees who are required to work on-site or via telework during a limited closure will receive their regular pay. If they are required to work less than their regular schedule, employees will receive administrative pay for those hours they are not required to work up to their regular FTE.
  3. Hours worked prior to the closure and/or travel time to/from home are not counted as hours worked, and are not eligible for administrative pay.
  4. Should a limited closure extend beyond 5 days, employees may use available accrued vacation, personal days, sick leave (as appropriate), compensatory time or take leave without pay.
2. Variable Hour and Student Employees
  1. Variable hour and student employees who do not work during a limited closure will not be paid.
  2. Such employees may be requested to work and will be paid under normal pay procedures for hours worked.
Summary Table for Non-Exempt Benefit-Eligible Employees

HR-217 Emergency Closure and Transition to Remote Operations

Summary

Policy

Further HR Policy Provisions

See Also