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HR-217 Emergency Closure and Suspension of Operations

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 close an entire campus or limit the closure to specific buildings, cancel classes and/or suspend some or all administrative and academic operations. Certain continuous operations would be maintained even in the event of a campus closure. 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)

  1. 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.
  2. 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:

  1. Types of Closures
    1. Campus closure: Classes are cancelled, most buildings are closed and the majority of academic and administrative operations are suspended. During a campus closure employees (except those required to work) are instructed that they should leave early, not report to work, or report to work at a delayed start time. Even during a campus closure, certain continuous operations must be maintained (e.g., power plants, emergency services, facilities and grounds maintenance and student services). The necessity or feasibility of maintaining operations will vary by the circumstances causing the closure, such as weather, health conditions, natural or human-induced disasters, major utility failures, etc.
    2. 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.
  2. Announcement
    1. All announcements will be released by the chancellor (president for the UM System) through established campus processes.
    2. UM System will follow MU’s closure, as appropriate, and announcements will be coordinated so only one announcement is made.
  3. 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.
  4. Employee Work Status
    1. Each campus and UM System is responsible for designating employees as critical to the operation of the University who may be required to work by their supervisor and/or administrative head.
    2. Employees who are required to work may differ, depending on the nature of the situation.
    3. Employees who are not required to work will be advised to leave campus, not report to work or report to work late so that emergency activities may be conducted more efficiently.
  5. Pay Procedures for Campus Closure
    1. The following pay procedures will be in effect for benefit-eligible administrative, service and support staff and benefit-eligible non-exempt academic employees:
      1. Employees who are not required to work during a closure will be granted administrative leave to continue their regular pay for up to 5 work days per closure. Pay is based on their normal work schedule and regular full-time equivalency (FTE).
      2. Employees who are required to work during closure will receive time and a half for all hours actually worked. Those hours actually worked will count toward the calculation of weekly overtime pay.
      3. If employees are required to work less than their regular schedule, they will receive administrative leave for those hours they are not required to work up to their regular FTE.
      4. 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.
      5. Employees who are on Standby, pursuant to HR-212 Call-in/Call-Back, Standby will receive both standby pay and administrative leave. Neither administrative leave nor standby pay counts toward the calculation of weekly overtime pay.
      6. Should a 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. Benefit-Eligible Exempt Employees
      1. Employees who are not required to work during a closure will be granted administrative leave to continue their regular pay for up to 5 work days per closure. Pay is based on their normal work schedule and regular FTE.
      2. Employees who are required to work 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.
      3. Should a closure extend beyond 5 days, employees may use available accrued vacation, personal days, sick leave (as appropriate) or take leave without pay.
    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.
  6. Pay Procedures for a Limited Closure
    The following pay procedures will be in effect for benefit eligible administrative, service and support staff and benefit eligible non-exempt academic employees:
    1. Exempt and Nonexempt employees
      1. Employees who are directed to leave the worksite and are unable to perform their duties at a different location will be granted administrative leave to continue their regular pay for up to 5 work days per closure. Pay is based on their normal work schedule and regular FTE.
      2. Employees who are required to work during a limited closure will receive their regular pay. Release of employees shall not create the right to premium pay for those able to continue to work. If they are required to work less than their regular schedule, employees will receive administrative leave for those hours they are not required to work up to their regular FTE.
      3. 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.

See also

CRR 20.075: Chancellor – Campus Emergency
CRR 340.080: Administrative Leave
HR-413 Administrative Leave


Date Created: 9/26/1997
Last Updated: 01/22/2008; 10/23/2009; 04/01/2011; 09/15/2013; 05/01/2019; 10/01/2019

Reviewed 2019-10-15