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EMPLOYER remains open in all but the most extreme circumstances. Unless EMPLOYER announces an emergency closing, EMPLOYER expects all employees to report to work on time.
During an emergency closing, employees who are deemed essential personnel must make every practicable effort to come to work. If, however, conditions are such that a safe commute isn't possible, essential workers must contact a supervisor-in-charge immediately to obtain instructions about how to proceed.
Employees who are deemed nonessential can take annual leave, personal leave, or if nonexempt, leave without pay. Nonetheless, they still must telephone EMPLOYER, via EMPLOYER's secure emergency hotline and follow the instructions in the recorded message for emergency closings.
DESIGNATION OF EMERGENCY CLOSING
EMPLOYER closes because of emergency circumstances only on authorization of EMPLOYER's President or Executive Vice President for Administration or these individuals' designated representatives [or insert other titles]. If EMPLOYER must order an emergency evacuation, all employees should calmly and quickly follow EMPLOYER's established evacuation procedures and routes.
EMERGENCY OPERATIONS TEAM
EMPLOYER's Emergency Operations Team (EOT), consisting of the Chief Operating Officer, Executive Vice President for Administration, General Counsel, Human Resources Director, Plant and Facilities Manager, Director of Risk Management, and designated representatives of each division of the company [or insert other titles], is responsible for monitoring emergency conditions and communicating and implementing EMPLOYER's emergency-response plan and procedures. In consultation with the EOT, the Plant and Facilities Manager [or insert other titles] is responsible for coordinating all efforts necessary to ensure employees' safety and well-being and secure and safeguard EMPLOYER's premises in an emergency.
As the liaison between EMPLOYER and outside authorities, the Emergency Operations Team consults and communicates with all local, state, or federal officials who might have authority over private businesses during emergencies of any kind, including terrorist attacks.
REPORTING-IN PROCEDURES DURING EMERGENCY CLOSING
Essential personnel who can't report to their worksite as required must contact the designated supervisor-in-charge as soon as possible, but if feasible, within the first two hours of what would be a normal workday. Essential personnel should use the secure telephone hotline that EMPLOYER has established for use during emergency operations. Staff who are unable to talk directly with a supervisor-in-charge should leave a detailed voice mail message and a number where they can be reached and given instructions. Alternatively, employees should send an email to the address listed on the emergency-personnel roster that is included in employees' emergency-closing information packet.
EXPECTATION OF ESSENTIAL PERSONNEL
Even if EMPLOYER officially closes, EMPLOYER must maintain certain essential functions with the help of employees whose job functions have been designated as “essential.” EMPLOYER expects all identified essential personnel to report to a designated worksite unless a supervisor-in-charge instructs otherwise via EMPLOYER's secure telephone hotline.
EMPLOYER provides every department manager a regularly updated roster of essential personnel, a copy of which also is kept on file in the Human Resources Department. In addition, EMPLOYER distributes by regular mail and email a complete list of the names and contact numbers of all essential personnel, including supervisors-in-charge.
EMPLOYEE LEAVE AND PAY
When EMPLOYER authorizes a partial, full-day, or week-long closing, EMPLOYER applies the following leave and pay practices:
• Nonexempt and exempt employees who have nonessential job duties and are granted administrative leave for the entire emergency closing receive their regular rate of pay for the hours they employees would have worked but for the emergency closing.
• Nonexempt employees who are designated as essential personnel receive one-and-one-half times their regular pay rate for the entire emergency-closing period.
• Exempt and nonexempt employees on sick leave when a partial-day closing occurs are charged sick leave for the entire day. Workers whose illness lasts longer than the emergency-closing period are charged sick leave for the duration of their illness. Should an emergency closing occur on the day that employees normally would return to work after illness, the employees are granted administrative leave for that day and thereafter for the duration of the emergency closing, provided that they make a reasonable effort to contact their immediate supervisor or HR via EMPLOYER's secure telephone hotline or secure website.
• Exempt and nonexempt employees on personal leave or annual leave at the time of an emergency closing are charged whichever type of leave was scheduled. Thereafter, if the emergency closing lasts longer than the period of scheduled personal or annual leave, the employees are granted administrative leave.
• Exempt essential employees can be granted compensatory time off for hours worked during the emergency-closing period.
COMMUNICATIONS DURING EMERGENCY CLOSING PERIOD
EMPLOYER communicates announcements about emergency closings and re-openings as early as possible through the local radio and television stations, EMPLOYER's external website, and EMPLOYER's secure emergency telephone hotline.
A list of radio and television stations EMPLOYER uses to communicate emergency information is included in employees' emergency information packet and periodically re-distributed to employees via email and regular mail.