TSS - Emergency Closings

Emergency Closings

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First Published  :Wed Nov 26 21:49:11 GMT 2014
Last Modified  :Fri Nov 15 20:08:07 GMT 2019
Last Published  :Fri Nov 15 20:08:07 GMT 2019
Summary :  Reference for all current employees and faculty that have inquiries about emergency closings or early release at the University. Audience: Employees, Faculty, Staff


Primary Information

    Infrequently, the University may suspend operations for reasons such as national, state, or city emergencies; floods; fire; power failure; hazardous weather conditions; or severe transportation difficulties. Emergency closings are implemented on a campus-by-campus basis. Operations will serve as the central source of direction for emergency control activities and communications during a period of emergency. 

    The nature of the university's activities and the complexity of operations require that certain services be provided at all times.  Essential services include (not exhaustive): animal farms and hospitals, patient care areas, areas conducting critical research, Facility Services, Tufts Technology Services, Tufts Support Services, Dining Services and Public Safety.  Employees performing essential services are excused from work only with the specific authorization of their supervisors, regardless of other announcements.  Supervisors shall inform employees:

         1.  if they are in an essential service position; and
         2.  if the employee will need to: 
              a. physically report to campus; or
              b. work remotely if there is a closure.

    Supervisors should instruct essential employees beforehand regarding their obligations during emergencies and establish procedures to inform them if they will be needed to work.  Employees in essential service area who do not report to work during emergencies may be subject to disciplinary action.

    Essential service personnel should coordinate with their supervisor to determine if they should physically report to their assigned campus for work, or if they should plan to work remotely.  Non-essential employees with exempt status are encouraged to work remotely in order to maintain unit productivity or to prepare for reopening.  Non-exempt personnel may work remotely only with prior supervisor approval.  Please visit http://hr.tufts.edu/wp-content/uploads/Emp_EmployeeHandbook.pdf for additional details about university closure and remote work policies.

    Employees in essential service areas who do not report to work during emergencies may be subject to disciplinary action.

    If you have reason to believe that an emergency situation may exist on campus, contact your supervisor immediately for further information or instructions.  Information concerning an  emergency at Tufts will be broadcast over local television and radio stations.  Information is updated as early as 6am.  The Tufts Information Line is 617.627.INFO (4636) for Medford and  Boston or 508.839.6124 for the Grafton campus.  In  addition, campus closing information is available on the  Tufts webpage "Inside Tufts" where closings are listed.

    Please refer to the policy "Emergency Closings" and "Essential Personnel" sections of the Employee Handbook for more general information regarding Tufts' policies on emergency closings.  Employees working under collective bargaining agreements should refer to those guidelines.

    The earnings code for "Paid Snow Closure" is 010 for employees who do NOT work during the snow closure.  This does not apply to students or temps.

    If you call in sick or take a vacation/personal day on a day that the university is later closed, your sick/vacation/personal time is still charged for that day. 

    For essential personnel: non-exempt employees who are instructed by their supervisor and are required to work on a day when the university is closed will be compensated at time and one-half for hours worked on that day.  In addition, such employees will receive either another day off in the same workweek OR a day's pay at the normal rate.  So, in essence, it is 2.5 times pay for the hours worked if no other day off during the same workweek is allowedOtherwise, it is 1.5 times pay for the hours worked and time off in the same workweek, equal to the number of hours worked.

    Example: An essential person is required to work 4 hours during a weather closure. They will Either a) get paid 10 hours (time and a half for 4 hours=6 hours plus an additional 4 hours at full pay=10 hours/2.5 times pay) OR  b) get paid for 6 hours (4 hours at time and a half) AND get 4 hours off on another day that week

    Departments who require employees to work can use the below Earnings Codes:
    104 - Weather Closure that pays 1.5
    105 - Weather Closure that pays 2.0 (this pays double time)

Related Information


    Link to Employee Handbook






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