[Adopted 3-25-2009 by Ord. No. 2009-7]
The purpose of this policy is to set forth the guidelines to
be followed in the event that snow, other weather-related events,
or emergency situations cause the closing or limited staffing of Town
of Georgetown departments.
This policy applies to management, administrative, professional
and support personnel, regardless of work location. It does not apply
to essential personnel, which includes police officers and public
works personnel.
It is the policy of the Town of Georgetown to compensate employees
who cannot report for work when the municipal building they work in
is closed due to snow or other weather-related events. The Town will
compensate non-exempt employees at the rate of time and one-half their
regular rate of pay, if required to remain at work or report to work
after the municipal building in which they work has been closed, regardless
of the number of hours worked that week.
A.
Snow, other weather-related event, or emergency which begins before
working hours.
(1)
If a snow or other weather-related event occurs before or during
morning commute hours employees should take a reasonable amount of
time necessary to arrive at work safely. Employees who prefer to use
accumulated leave time in lieu of reporting to work should be allowed
to do so. In general, if local schools are closed or delayed as a
result of the weather, employees may use up to one extra hour in the
morning beyond their normal start time to ensure a safe arrival at
work, without loss of pay.
(2)
Unless the municipal building is closed by the Town Manager,
employees who do not report to work at all must use their own accumulated
leave for the day.
(3)
In the event that a decision is made by the Town Manager not
to open the building, or to schedule a late opening, employees will
be notified by their supervisor as soon as possible prior to the start
of their work day. Appropriate notification may also be made on local
television stations (WBOC and WDMT). Employees will be compensated
for the period that the municipal building in which they work is closed,
unless they were previously scheduled to be on vacation, sick or other
leave for that period.
(4)
Factors to be considered in determining whether to close shall
include, but not be limited to:
B.
Snow, other weather-related event, or emergency which begins during
working hours limited work force.
(1)
When an event begins during the day and is forecast to impact
driving conditions, or otherwise impact operation of the facility,
the Town Manager may call for a limited work force. This shall mean
that at least one employee in each department should remain in the
office until the close of business, or until the building is closed
by the Town Manager.
(2)
As a practical matter, employees who live the farthest driving
distance away, who are most at risk of injury during a snow or other
weather-related event, or who must arrive somewhere at a specified
time, such as to a child-care facility, or who are otherwise concerned
about driving, should be the first employees to be released. Employees
so released will be paid for the remainder of their regular work day.
To the extent possible, the limited work force should rotate.
(3)
When a limited work force is designated by the Town Manager,
nonexempt employees who are required to work when other employees
are released will be entitled to receive banked compensatory time
at the rate of time and one-half for all hours worked after the designation,
in addition to their regular pay for that day. The Town Manager at
his or her discretion may close certain offices during a limited work
force situation. If the office is closed at the discretion of the
Town Manager no employees need remain during the limited work force.
The Town Manager may make reasonable changes in this policy
based on weather and/or emergency conditions or the needs of the Town.
