Bypass navigation bar Search Home

Sign In

Inclement Weather/Other Circumstances

HROG Section:
Work/Life Benefits
Document Title:
Campus Closures due to Inclement Weather and Other Circumstances (i.e., power failures, etc.)
Initial Date Posted:
Spring 2000
Board Approval:
Applies To:
All DCCCD Employees
Source:
District Human Resources
Related TASB Policy:
CGC (regulations)
Last Date Revised:
​February 25, 2015

Purpose

The purpose of this HROG is to provide guidance if the Dallas County Community College District (DCCCD) has to close its Colleges and/or district offices or suspend student activities due to inclement weather or other circumstances, i.e., power failure, etc.  Closed means cessation of all work activities.  Suspension of student related activities means cessation of classes, registration, graduation or other similar activities.
 

Background

Definitions

Eligibility

When DCCCD is officially closed due to inclement weather/other circumstances a number of factors (determined by employment status, i.e., full-time or part-time) shall govern if the time off is with or without pay.  The factors are as follows:
 
Full-time employees
 
·        Approved inclement weather/other circumstances shall be deemed excused.  No leave time, of any type, shall be charged unless employee is currently on leave without pay. 

·        Appropriate adjustments will be made to leave accrual if employee is on approved vacation or sick leave and leave has been input.
 

     Part-time employees

  • Part-time employees, paid by timesheet, shall be excused without compensation.  However, the location President or designee may approve make-up hours for the employee, not to exceed 19.5 hours for the week.

  • Part-time employees (adjuncts, paid by contract) who are scheduled to teach, prior to campus closure or after campus is open, and are a no show will have their contract prorated if they (adjunct) do not secure a substitute.

Procedures

  • A full-time employee who is expected to report to work when the location is open and does not report is charged leave or leave without pay, if all leave is exhausted.

  • Vacation or sick leave cannot be used for absences due to excused inclement weather/other circumstances.  (Exception is the offset of disability benefits.)

  • Full-time employees will be paid regular compensation when the location is officially closed, no reporting of absence is required.

  • Part-time employees (adjuncts, paid by contract) who are scheduled to teach, prior to campus closure or after campus is open, and are a no show will have their contract prorated if they (adjunct) do not secure a substitute.

  • Part-time employees, paid by timesheet, must indicate the absence on their timesheet.

  • Employees must report to work when the locations officially re-opens during a normal work week.

  • Traveling during inclement weather to report to work is at the employee’s own risk. 
Examples:
 
Scenario A:  DCCCD closes at approximately 9:45 a.m. due to inclement weather.
 
·        Full-time administrators, faculty or professional support staff who reported to work shall be paid for the entire day due to inclement weather.

·        Full-time administrators or professional support staff, who did not report to work, may use vacation or extenuating up to 9:45 a.m., remainder of day will be paid due to inclement weather.

·        Faculty who had a class and did not report to work may use extenuating or leave without pay up to 9:45 a.m., remainder of day will be paid due inclement weather.

·        Full-time employee who calls in sick will be charged sick leave until 9:45 a.m., remainder of day will be paid due to inclement weather.

·        Part-time employees (adjuncts, paid by contract) who are scheduled to teach prior to campus closure and are a no show will have their contract prorated if they (adjunct) do not secure a substitute.

·        Part-time employees, paid by timesheet, do not get paid for hours not worked, therefore, they will only receive pay for the hours worked prior to the campus closing at 9:45 a.m.
 
Scenario B:  DCCCD location opens at approximately 10:00 a.m. due to a power outage.
 
·        Full-time administrators, faculty or professional support staff who report to work at 10:00 a.m. shall be paid for the entire day.  If employee did not report to work at 10:00 a.m., he/she will receive pay due to inclement weather/other circumstances up to 10:00 a.m., remainder of work day should be coded as vacation or extenuating.  If employee called in sick, he/she will receive pay due to inclement weather/other circumstances up to 10:00 a.m., remainder of work day will be need to be coded as sick leave.

·        Part-time employees (adjuncts, paid by contract) who are scheduled to teach after the campus is open and are a no show will have their contract prorated if they (adjunct) do not secure a substitute.

·        Part-time employees, paid by timesheet, do not get paid for hours not worked, therefore, they will only receive pay for the hours worked after the campus opens at 10:00 a.m.

 

 Notes:
 
  • In the event of closing or suspension of student-related activities, personnel required to report for work shall receive compensatory time at a later date, approved by such employees’ immediate supervisor.

  • Campus Safety/Security Officers whose regularly scheduled day off occurs during a closure due to inclement weather/other circumstances will not be afforded another day off due to the closure.

  • Employees, whether designated to report to work or not, are ultimately responsible for their own safety and have the duty to determine whether weather conditions will prevent them from being present at a campus or work location.  Such responsibility and duty is not assumed by the District, its officers or employees.
Approval:
The Chancellor or designee shall be the authority for closing of district offices due to inclement weather/other circumstances.  The College President shall have the authority to close college facilities under their supervision or to suspend student related activities.
 

Employee Responsibility

HR Responsibility

Exceptions To Policy

Other Notes

 
 
 

Related Links