Adverse Weather

• SHRA – an employee subject to the state’s human resource act
• EPS – an employee exempt from the state’s human resource act
• Exempt – an employee who is not eligible to earn overtime and does not have to clock in/out for work hours
• Non-Exempt – an employee who is eligible to earn overtime and must clock in/out during work hours
• Mandatory – Adverse Weather – An employee’s physical presence at the workplace or ability to work remotely is mandatory and required for the operation of the institution and the employee is required to report to (or remain at) work for all adverse weather events, unless directed otherwise by their supervisor for conditions 1, 2 or 3. Note: Remote work is permissible depending upon the nature of the employee’s job and with prior supervisor approval.
• Non-Mandatory – Adverse Weather – An employee with no mandatory designation for adverse weather.

To view your Mandatory Designation status, please log into Employee Self Service, click on the Personal Details Tile, then select the ‘Mandatory Designation’ item.

Condition 1 – Reduced Operations

Classes are generally in session and the University is open but some operations may be reduced. During adverse weather and other emergency event conditions, employees should take reasonable precautions for their personal safety. Mandatory employees must report to or remain at at work. Remote work is permissible, depending upon the nature of the employee’s job and with prior supervisor approval. Non-mandatory employees have the option to work, report late, leave early or not work at all. However, the employee is responsible for informing his/her supervisory chain in a timely manner of all such decisions and may be required to make up work hours in certain conditions. Non-mandatory employees may also arrange for alternative work locations with prior supervisor/manager approval. Remote work is permissible, depending upon the nature of the employee’s job and with prior supervisor approval.

Condition 2 – Suspended Operations

Classes are canceled and the University is open on a very limited basis with only mandatory operations functioning. Mandatory employees or those temporarily assigned as mandatory must remain at or report to work. Remote work is permissible, depending upon the nature of the employee’s job and with prior supervisor approval.
Non-mandatory employees must leave or not report to work. Non-mandatory employees may also arrange for alternative work locations with prior supervisor/manager approval.

Condition 3 – Closure

Classes are canceled and the University is closed. This can apply to the entirety of the university or one or more specific buildings based on the type of incident involved. All or only a limited number of mandatory employees must remain at or report to work, as directed by their manager and/or supervisor. Note: Employees designated as mandatory but who are not needed for a particular adverse weather or other emergency event, (as approved by their supervisor) are not permitted to report to or remain at work. Non-mandatory employees do not report to work and are not required to makeup time to cover the adverse weather absence.

• Directors of other units located outside Wake County, such as 4-H camps, research stations and laboratories, and other outlying facilities should consult with the Dean or Vice Chancellor of the college or administrative division under which the unit falls to determine their operational status during adverse weather or other emergency condition. The unit director should also notify local news media as appropriate to communicate the operational status of the unit to its employees and the public. Each Dean and Vice Chancellor is responsible to maintain an up-to-date list of all outlying units with current contact information, and to share a copy of that list with the Office of the VC Finance and Administration.
• Employees who work in alternate locations not affected by the adverse weather or unusual conditions are expected to work their normal schedule.

Public announcements about closings or late openings applicable to other State agencies, or to other State employees, may not apply to NC State University or its employees. County based Cooperative Extension employees should follow the closings and adverse weather rules for their county. For more information please contact the Extension Personnel Office.

Condition 1 and Condition 2

When a non-mandatory employee misses work time during Condition 1 (Reduced Operations) or Condition 2 (Suspended Operations), the time shall be accounted for as follows:

• The employee can use compensatory time (SHRA non-exempt employees only), personal (EPS and SAAO employees only) and/or bonus/special bonus leave, if available. Note: Compensatory time, if available, must be used first.
• If the employee does not have or does not elect to use personal and/or bonus/special bonus leave, the employee may take leave without pay (LWOP).
• Alternatively, employees may be permitted to make-up the absence within 90 days at a time mutually agreeable to their supervisor based on departmental need. Time not made up within the 90-day period will be charged against personal and/or bonus/special bonus leave if available, or adjusted from pay. Make-up time shall not be subject to any premium pay, with the exception of FLSA-mandated overtime, when applicable.
• Employees who are on approved leave during an adverse weather or emergency event condition will still charge the approved sick, personal, bonus/special bonus, or compensatory leave with no provision for LWOP or make-up time.

Condition 3

Non-mandatory employees will not be docked pay for regularly scheduled work hours missed when the University is on a Condition 3 status. In addition, non-mandatory employees are not required to use compensatory time (SHRA non-exempt employees only), personal leave (EPS and SAAO employees only), bonus/special bonus leave, LWOP or make-up time to cover the adverse weather or emergency event condition absence, unless the duration of the event necessitates a differing decision by direction of the UNC System President.

Condition 1, 2 and 3

Mandatory employees must report to and remain at work, as directed by their manager and/or supervisor. Remote work is permissible, depending upon the nature of the employee’s job and prior supervisor approval. Mandatory employees who are on approved leave during an adverse weather or emergency event condition will still charge the approved sick, personal, bonus/special bonus, or compensatory leave with no provision for LWOP or make-up time. Holiday pay guidelines run concurrently with this adverse weather policy.

Condition 2 and 3 (Non-Exempt mandatory employees)

Additional Equivalent Time Off (ETO)

Non-exempt (subject to the Fair Labor Standards Act (FLSA)) mandatory employees who are required to report or remain at work (or work remotely subject to prior supervisor approval) during a Condition 2 or Condition 3 adverse weather and/or emergency event condition, shall receive ETO that is awarded on an equivalent hour-for-hour-basis for future use as outlined below:

• ETO is in addition to and does not replace any required FLSA overtime or compensatory time for time worked.
• This time should be utilized before using other accrued paid time off (such as annual or bonus leave) as it cannot be paid out and must be used within twelve (12) months or forfeited. The scheduling of the ETO shall be subject to management approval, but every reasonable effort shall be made to permit the employee to use the ETO prior to its expiration.
• FLSA non-exempt mandatory employees will receive overtime compensation (at time-and-a half), in either comp time or pay, for all hours worked over forty-(40) in the affected workweek.
• FLSA exempt employees are not eligible to receive ETO.