Compensation guidelines during periods of inclement weather follow collective bargaining agreements (CBAs) and UO policies. The following summary provides a high level overview and reflects general practice. In the case of inclement weather that disrupts UO operations, HR will also issue guidance specific to that situation as necessary.

Full closure: University closes campus due to inclement weather

• Employees use vacation accruals to be paid on the day of the closure.

Delayed opening: University opens late due to inclement weather

• Employees use vacation accruals to be paid from the time their shift was scheduled to begin until the time campus opened.

Early closure: University closes campus early due to inclement weather

• Employees who are at work at the time campus closes receive regular pay from the time of closure until the end of their scheduled shift. Use of paid leave is not required.
• Employees who are scheduled to work after the university closes receive regular pay for their scheduled shift. Use of paid leave is not required.

Important Notes:

• Employees already scheduled off on the day of an inclement weather closure are to use their accrued leave as originally planned for that day. If an employee does not normally work on the day of a inclement weather closure, the employee does not need to use accrued leave for that day and the employee will not receive pay for that day if the closure is declared to be paid. If an employee does not have enough vacation accruals to cover the closure or delayed opening, units are required to consult with HR prior to treating the absence as leave without pay.
• Employees whose work can be performed remotely, and who have supervisor approval to work remotely, should do so. 

Frequently Asked Questions 

What leave options do officers of administration have when there is a campus closure or delayed start due to inclement weather or hazardous conditions? 

OAs can use accrued vacation leave to cover full-day absences. For absences less than four hours, FLSA-exempt OAs who will make up the work can use a partial-day absence. OAs who are approved to work remotely can work remotely and not record and time off. OAs may not use sick leave or leave without pay unless their situation meets separate criteria for those leaves.

Can a 9-month faculty member use accrued sick leave or leave without pay to cover a full-day campus closure or delayed start? 

No, not unless their situation meets separate criteria for those leaves. 

If I approved an employee to work remotely on the closure and delayed start days, do they still need to use accrued leave? 

No; employees who were already approved to work remotely do not have to use accrued leave to cover absences due to delay or closure. They should work remotely as planned.

If my employee called in sick the day of the campus closure, will those hours still be deducted from their sick leave accrual? 

Yes; an OA who communicated they would be not be working due to illness on the closure day would have to use their sick leave for that day.

If an OA was not scheduled to work on the campus closure day, how should they record their time? 

If the OA does not normally work on the day campus was closed, they do not need to record their time differenly than usual. They do not need to take vacation for days they were not scheduled to work.