Work disruption planning
This page was updated July 1, 2022.
A variety of temporary operational disruptions can interfere with employees’ ability to get to and from work. Examples include construction that affects building access, special events, transit interruptions, etc. Usually there is sufficient advance notice for such interruptions so that units can work with employees to make temporary adjustments to minimize the impact of the disruption.
The purpose of this web page is to summarize the options for time off use and work schedule adjustments to help employees and units accommodate an anticipated short-term disruption. This page does not address emergent or unplanned events that could result in an institutional suspension of non-essential services or transportation problems related to inclement weather.
The following table displays options for addressing anticipated operational disruptions. For assistance in developing alternative work plans for your unit, contact your unit’s Human Resources Consultant. Requests below to notify UW Labor Relations or to discuss plans with them are to help ensure that your plans do not create unanticipated labor relations concerns.
Options for Addressing Operational Disruptions
|Employment Category||Notes||Telework||Alternative Work Schedule or Work Shift||Approved Time Off|
|Professional Staff – Overtime Exempt and Overtime Exempt Classified Non-Union Staff||Work adjustments and use of paid time off may be combined. Managers may not mandate use of paid or unpaid time off.||Telework is the preferred option, if operations will permit.||Overtime exempt professional staff may be allowed to adjust their work for the week as necessary so that work responsibilities are met.||Employees may request use of vacation time off, personal holiday, holiday credit, or discretionary time off, if available.|
|Professional Staff – Overtime Eligible||Overtime Eligible Professional Staff are required to account for all hours worked. Work schedule changes and use of paid and unpaid time off may be combined. Managers may not mandate use of paid or unpaid time off.||Telework is the preferred option, if operations will permit.||Employing official may assign or approve use of an alternative work schedule or work shift.||Employees may request use of vacation time off, personal holiday, holiday credit, compensatory time off, or discretionary time off, if available. If paid time off is not available, employees may request unpaid time off.|
|Contract Classified Staff (SEIU 925, WFSE bargaining units) and Overtime Eligible Classified Non-Union Staff||Managers are requested to notify UW Labor Relations of any planned work schedule changes for staff covered by a labor contract. Managers may not mandate use of paid or unpaid time off.||Telework is the preferred option, if operations will permit.||Managers may implement a temporary schedule change within the employee’s assigned work week. Managers must provide at least two (2) calendar days notice for temporary schedule changes. The day of notification constitutes the first day of notice.||Employees may request use of vacation time off, personal holiday, holiday credit, or compensatory time off, if available. If paid time off is not available, employees may request unpaid time off.|
|All employees covered by a labor contract not referenced above||Discuss any proposal to change normal work schedules in advance with UW Labor Relations.|
|Student Employees and Non-UW student employees||Paid for actual hours worked.||Most jobs do not lend themselves to telework, but may be allowed if consistent with operational requirements.||Managers may adjust work schedule during work week to avoid working on day(s) when disruptions are expected.||May not use sick time off|