Human Resources

Even when classes and activities are canceled, some campuses cannot close completely because of the services needed to maintain residence halls, medical facilities, research labs, and other critical functions.

This signals that the campus has moved to remote operations. Essential employees are still required to report to campus for work. Non-essential employees who have work that can be completed remotely, and have the technology to do so, are expected to work, even if you do not have a remote work arrangement. Talk with your supervisor to know if you will be expected to work remotely in the event of adverse weather.

Not necessarily. Classes may be cancelled but the campus may remain open. Visit the university’s Emergency Management and Continuity website for campus-specific information. You can also sign up to receive alerts via IU-Notify.

The campus chancellor or provost will declare that the campus has moved to limited operations. They make that decision in consultation with the university President, Vice President of Human Resources, Vice President for Capital Planning and Facilities, Associate Vice President for Public Safety, and Institutional Assurance, and the Superintendent for Public Safety.

In university locations where there is not a chancellor or provost, such as at IU Ft. Wayne, IUPUC, and the regional medical school campuses, the determination to declare a state of limited operations is made by the leader at that location with input from their associated Vice President and the relevant offices noted above.

If the weather forecast looks bad, follow local news sources, or visit the university’s Emergency Management and Continuity website for campus-specific information. You can also sign up to receive alerts via IU-Notify.

If the campus moves to limited operations affecting a partial day (i.e. an early departure or late arrival), employees are expected to work remotely during their normal work hours for times the campus is in limited operations. Time spent commuting during the workday, so long as the employee goes directly from the office to home OR home to the office and resumes working, is considered regular work time. However, it is understood that, during these times, you may have certain personal matters to attend to (e.g. childcare pickup, snow removal, etc.). For these instances, you are permitted to use the adverse weather code to fill in missed time.

Essential employees are individuals who are required to work on campus, even if the campus is in limited operations. Your supervisor will notify you in advance if you are designated as an essential employee. If you are unsure, please reach out to your supervisor.

Your supervisor will notify you in advance if you are designated as an essential employee. If you are unsure, please reach out to your supervisor.

Unit supervisors in consultation with leadership determine who is an essential employee during adverse weather.

Use your best judgment when weather may make travel hazardous. You should not ignore travel advisory notifications from local officials. If you cannot make it to campus, please notify your supervisor. Supervisors are encouraged to be flexible in these situations, and all advance notice requirements for time off will be waived.

Non-essential employees who have work that can be completed remotely, and have the technology to do so, are expected to work, even if you do not have a remote work arrangement. Talk with your supervisor to know if you will be expected to work remotely in the event of adverse weather.

Non-essential employees who do not have the ability or technology to work remotely, or whose jobs are not conducive to remote work, will receive adverse weather pay for the hours that the campus is in limited operations. Non-exempt employees may use adverse weather pay (WTH pay code) on an hour-by-hour basis and exempt employees may use it in full-day increments.

If the reason you are unable to complete your work tasks is out of your control, you will receive adverse weather pay for the time that you are unable to work while the campus is in limited operations. Non-exempt employees may use adverse weather pay (WTH pay code) on an hour-by-hour basis and exempt employees may use it in full-day increments.

Non-essential staff are encouraged not to come to campus, but those who do will be compensated at their regular pay rate. However, it is understood that, during these times, you may have certain personal matters to attend to (e.g. childcare pickup, snow removal, etc.). For these instances, you are permitted to use the adverse weather code to fill in missed time.