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Unsafe Work or Travel Conditions

In the event that Texas A&M University is authorized to work remotely due to inclement weather (classes may be cancelled and employees are authorized to work remotely), watch for updates on the Campus Emergency site, alerts from Code Maroon, or on the Texas A&M homepage. You may also want to review the Campus Safety and Emergency Procedures. 

Essential Personnel

Some employees, because of the nature of their work, will be required to report to work while the University is working remotely. In general, an "essential" employee during an emergency closing is defined as an employee whose job duties affect the security, safety, or physical operation of the University (including providing services to students). Department heads are familiar with the requirements of their areas of responsibility within the University and are uniquely positioned to make the decision as to who needs to work as an essential employee during an authorized remote work day. Employees should speak to their respective Managers to determine whether or not they will be required to work when the University has authorized a remote work day.  

Work Performed by Essential Personnel while the University is Authorized to Work Remotely

  • Hourly Employees  - Non-exempt (hourly) employees who are required to report to their work location while the University has authorized a remote work day will receive State compensatory time off in accordance with System Regulation 31.01.09: Overtime. State comp time will be awarded to essential personnel on an hour-to-hour basis based on the number of hours worked up to the maximum of 8 hours per day. Managers may use their discretion in revising schedules for those employees who must report to work while the University is authorized to work remotely. An employee who is able to work remotely will not receive compensatory time while working from home.  
    • Managers will need to send a list of essential employees that reported to worked to the HR Professional. The list should include the number of hours each employee worked. 
    • The HR Professional will make the manual adjustment in Workday to award straight time. Example: if the employee works 5 hours they will be awarded 5 hours of State Compensatory time including comments why the comp time was awarded. 
    • The HR Professional should send an email to the employee and copy the Manager that the hours have been awarded with a reminder that state comp time must be used within 12 months and it can not be transferred to another department or another state agency. 
  • Monthly Employees - Exempt (monthly) employees who are required to work while the University is closed will not receive compensatory time off for the time worked.  

Leave Provisions During a University Remote Work Day

  • If an employee is authorized to work remotely during inclement weather but is unable to perform their job due to no electricity or no laptop, will enter Inclement weather leave with comments to include the reason they couldn’t work remotely.  
  • Not all employees have a job that can be performed remotely. Those employees that can’t perform their job remotely will need to reach out to their Manager to find out if there is an alternate work assignment such as training. 
  • An employee that does not have daycare or is unable to work remotely due to their children’s school being closed will need to use vacation leave.  
  • An employee who is scheduled to be away from work on approved leave during the University closure will not have his/her leave changed; essentially, the employee was not required to report to work and therefore was not impacted by the adverse weather conditions. 

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