Inclement Weather and Utilities Disruptions
1. Purpose
The purpose of this policy is to provide guidance for Brigham Young University–Hawaii (“BYU–Hawaii” or “university”) in managing disruptions to work and class environments due to inclement weather, utility outages, and other disruptions. This policy ensures the safety of employees and students while maintaining operational continuity.
2. Policy
Brigham Young University–Hawaii is a residential campus in a rural community often impacted by weather and utility disruptions. The safest place for students in a storm is usually on-campus. For these reasons campus rarely closes all operations. The President’s Council holds the right to close campus, and it is handled on a case-by-case basis.
3. Implementation
3.1 Classes
Classrooms and modes of instruction are unique to each class. In the event of disruption to the classroom environment, each faculty member, in consultation with their dean, determine whether to continue or cancel class. Faculty should communicate to their class about the cancellation as soon as possible.
3.2 Employment Considerations
3.2.1 Work Continuity During Disruptions
If a utility disruption extends beyond 2 hours, managers are responsible for determining which employees can continue working and which may need to be dismissed.
Each department, in conjunction with its vice president, should establish continuity plans to manage disruptions effectively.
3.2.2 Staff Dismissal and Office Closures
Hourly employees should clock out if possible. Employees unable to work due to office closures or extended utility disruptions may:
- Use available leave balances (e.g., vacation leave).
- Make alternative work arrangements as approved by their supervisor.
- If remote work is feasible, employees should continue working under their supervisor’s direction.
4. Related Policies and Procedures
Disclaimer
The policies on this website (including any university procedures, processes, benefits, courses of conduct, or oral or written statements arising from or related to these policies) do not constitute any legally enforceable contract, obligation, or liability on the part of the university, except to the extent that they are incorporated by reference into a written agreement signed by an authorized university official. These policies do not alter the “at-will” employment status of any university employee hired on an “at-will” basis. The university reserves the right to interpret, revise, or withdraw these policies at any time and at its sole discretion.