There are several College administrative buildings or portions of buildings on campus that are not air-conditioned. During the summer months, there are occasions when the temperature in these buildings rises to a point where employees find it difficult to work effectively.
State PolicyUnder state policy, employee absences resulting from severe weather conditions, including "directed absences," must be charged to personal, overtime, holiday or vacation accruals, even under circumstances requiring the cancellation of classes or the closing of the College. (See Human Resources website, Extraordinary Weather Conditions)
|Category Name:||Human Resources|
|Responsible Unit:||Office of Human Resources|
|Responsible Exec:||VP for Administration and Finance|
|Last Revision Date:|
|Last Review Date:|
There are no definitions for this policy at this time.
Options available to employees
Comfort levels related to the temperature in an office setting are often times a very subjective thing. Several options are available to employees and their supervisors who make the determination that occupying an office in excessive heat is detrimental to an employee's health or is just not conducive to effectively performing administrative tasks.
All of the options below require written supervisory approval:
1. Use of sick leave – In such cases where the employee believes that excessive heat is exacerbating a medical condition, that employee may use accrued sick leave to cover their absence. Medical documentation may be required per the union contract.
2. Use of other accrued leave – In cases where employees find the level of heat in offices to be beyond an acceptable level of comfort, the employee may use vacation or other accrued leave, except for sick leave, to cover their absences.
3. Request an alternative worksite - Employees may contact the Office of Human Resources. HR will work with the employee and supervisor to attempt to find a temporary worksite on campus that will accommodate the employee's needs.
4. Offsite worksite – An offsite worksite may be established in the case where the employee may effectively work at that site, i.e., has access to appropriate computer and other files and is not responsible for direct customer service.
5. Adjusted work schedules. Employees may start earlier in the day and leave earlier in the day if responsibilities can be met and office service levels are maintained.
Links to Related Procedures and Information
There are no links for this policy at this time.
There is no contact information for this policy at this time.
History (in descending order)
|Next Review Date||December 1, 2017||Three year review|
|Adoption Date||Unavailable||Policy Adopted|
This policy is approved by: