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Time Reporting and Pay Practices

Inclement Weather Pay

For non-essential personnel – the amount, equivalent to an employee’s regular pay rate, that will be paid instead of regular pay in the event of a delayed opening, closing or cancellation.

For essential personnel required to work – the amount, equivalent to an employee’s regular pay rate, that will be paid in addition to regular pay in the event of a delayed opening, closing or cancellation. 

Essential Personnel

If the University has a delayed opening, an essential employee whose normal workday starts before the delayed opening will be paid regular pay and inclement weather pay for each hour worked during the delay.

If the University has an early closing, an essential employee required to work during the closing, will receive regular pay and inclement weather pay for each hour worked while University activities are cancelled.

Essential personnel who work four hours or more will receive regular and inclement weather pay equivalent to their normal shift hours or to hours actually worked, whichever is greater.

Essential personnel who work less than four hours will receive regular and inclement weather pay equivalent to the number of hours actually worked.

The time and attendance reports for essential hourly paid employees who work during a closing,  cancellation or delayed opening should reflect both the hours actually worked (regular pay) and inclement weather pay.

If there are unforeseen circumstances and essential personnel are not able to report when there is a closing, cancellation or delayed opening, he or she must call in prior to the start of their shift (based on departmental guidelines for providing advance notice). If approved, pay for this time taken will be as inclement weather pay. If there is no advance notice, then normal departmental pay procedures will apply.

Non-Essential Personnel

Employees who are not designated as essential personnel are not expected to report to work during a closing, cancellation or delayed opening. Non-essential personnel who chose to report to work prior to the time of delayed opening or when the University is closed are not entitled to inclement weather pay.

Time off due to the announced closing, cancellation or delayed opening will be reported as paid inclement weather pay and shall not be considered as time worked for overtime compensation purposes. Employees on previously approved leave will be allowed to change the previously approved leave to inclement weather time.

When an employee is unable to report to work at the expected time, the employee must notify his or her supervisor, explain the reason for the absence, and provide an estimated time of arrival at work. When an employee misses additional work time beyond the time announced for the closing, cancellation or delayed opening, or concludes that he or she must leave work early even when no cancellation has been announced, the employee shall:

  • make up the time missed in the same work week with supervisory approval;
  • take leave for the missed time;
  • take leave without pay for the missed time if other leave time is not available; or
  • telecommute (work from home) if authorized by the appropriate supervisor.