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Policy Bulletin

On-call and Essential Personnel

To: All UW Staff
From: Staff Senate Leave Time Taskforce
Date:  August 14, 2015

Last October, Staff Senate conducted a survey on comp time (compensatory time) and vacation leave. We have convened a taskforce to work with HR to address the issues from that survey. The results of the survey can be viewed here:  

Based on our recent discussions, the Leave Time Taskforce would like to share the following items.

  1. According to the Employee Handbook, some UW employees are designated as “essential employees” for the purposes of Winter Closure and emergency closures and events (see pp 23-24). 

  2. The designation of “essential employee” is distinct from the designation of “on-call employee.” Employees are designated as “on-call” for specific periods of time (such as a weekend), but the designation of “essential employee” is an on-going status.   The chart below highlights some of the important differences.

     

    Essential Employee

    On-Call Employee

    Required to stay at work during a campus closure if they provide a service that is deemed essential if requested by supervisor

    Yes

    No

    Required to respond to phone calls and report to work if requested outside of designated work schedule or during campus closures

    No*

    Yes

    Non-exempt staff paid for on-call availability outside of designated work schedule whether they are called in or not

    No

    Yes

    Required to be available to respond within 30 minutes outside of designated work schedule 

    No

    Yes

    Subject to disciplinary action if they do not report to work when called in outside of designated work schedule

    No

    Yes

    Non-exempt staff earn compensatory time or overtime pay for hours worked during a closure or outside of designated work schedule

    Yes

    Yes

    * Can be asked to report to work outside of their designated work schedule, but are not required to do so. For more information see:  http://www.dol.gov/whd/regs/compliance/WH1312.pdf

  3. Current employees who are designated as essential employees will receive written notification of this status from their appointing authority by Oct 1st. Moving forward, new employees will be notified of essential employee status in the job announcement, during their interview, and in their appointment letter.

  4. Each department will provide a list of their essential employees to HR. Employees with questions about their status as essential employees can contact their departments.

If you have any questions about the essential employee designation, please contact HR at 766-2438.  If you would like to speak with a Staff Senate representative, please let us know.

Other Policy Bulletins:

Comp Time   

Time Reporting  

  

Additional Resources:

Hours Worked

Wyoming Workforce Services

Does FLSA apply to UW?

   FLSA Fact Sheet Wyoming Workforce Services      FLSA Fact Sheet   

Fact Sheet #22

    

 Labor Standards Information  

    

Fact Sheet #7  

  


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