Updated HR Guidance – Thomas Fire

Monday, December 11 2017

December 11, 2017

TO:   Campus Community
FR:   Cynthia Señeriz, Director, Human Resources

RE:   Monday update to HR Guidance – Thomas Fire

As explained in the Chancellor’s email dated December 10th, the campus remains open and leadership continues to evaluate operations on a daily basis.  As of today, the environmental conditions expected for Tuesday, December 12th remain relatively unchanged.  The HR guidance issued on December 10th remains in effect for Tuesday, December 12th, as provided below.
Human Resources is providing the following guidance for departments with staff impacted by the fire. With the potential impacts of intermittent power outages, air quality, and the early departure of many students, Human Resources is advising departments that are able to curtail operations during this period to request authorization from respective Vice Chancellors and Deans.  

For those departments requesting authorization to curtail operations, please formulate your plans and report them to your Dean or Vice Chancellor who will consider the potential impact, if any, to critical support services for campus.

In the event that a department curtails operations due to these circumstances, staff employees who request time off from work will have the choice of using one or more of the following options, in accordance with University personnel policies, existing collective bargaining agreements and subject to discussion and/or collective bargaining where applicable.

1. Vacation (employees may utilize vacation time in advance of their actual accrual as specified in University personnel policies and existing labor agreements; newly hired employees may utilize vacation accruals prior to six continuous months on pay status);

2. Compensatory time off; or

3. Leave without pay.

In addition, departments may coordinate requests for time off from staff employees who are unable to travel to the campus due to road closures, evacuations, or fire related emergencies.  Staff employees may consider using compensatory time off and vacation leave or request unpaid administrative leave due to natural or other emergencies. If applicable to their particular circumstance, policy-covered employees may utilize sick leave, family and medical leave, and unpaid personal leave consistent with PPSM 2-210 Absence from Work (http://policy.ucop.edu/doc/4010406/PPSM%202.210 ), Section III.F.1., and local procedures.  Please refer to the applicable collective bargaining agreement for represented employees.  When considering employee requests, we strongly encourage supervisors to make every effort possible to help their staff in identifying available options, consistent with policy and collective bargaining agreements.

Finally, we would like to remind you that the professionals in the Academic & Staff Assistance Program (ASAP) are available to assist all UCSB employees with the impact of these circumstances.  More information is available on their website at:  https://www.hr.ucsb.edu/asap

If you have any questions regarding departmental curtailments or employee requests for time off, please contact Cynthia Señeriz, Human Resources Director, at 893-8137, or Farfalla Borah, Employee & Labor Relations Manager, at 893-4482.