Shortened Workday or Emergency Closings
There are times when a workday may be shortened or cancelled by the School for either planned or unplanned circumstances. Examples of such include emergencies (such as inclement weather, fire or power failure, or facilities or equipment issues) or a late start or early release by School administration. On such days, all regular full-time and part-time employees will be paid for the regular shift they would have worked otherwise during that time in accordance with this policy; supplemental employees are only paid for time worked. This policy applies to closures of three (3) workdays or less; compensation during longer closures is at the discretion of the Head of School.
The amount of release time credited to each employee will vary based on the employee’s regular work schedule. On a shortened workday, you are expected to be at work during the hours the School is open unless your regular work schedule has you coming in later or leaving earlier. For non-exempt employees, the paid release time will not count as time worked for the purpose of calculating overtime.
Under this policy, an employee must be at work on the day of the release to be paid. If you are not at work that day for other reasons (e.g., vacation, sick leave, jury duty, bereavement, etc.), you would still need to take the full leave related to the reason for your absence rather than reducing the leave for the release time.
During unplanned closures, employees are expected to remain available and may need to complete work or participate in meetings or other work-related activities remotely based on operational needs. An employee may also need to report to work on campus. In these instances, he/she will be paid for either time worked or time excused, but not both. Employees who do not report to work when Cary Academy is open for business will not be paid for the day unless they are able to use a personal or vacation day. In some instances, employees may be granted a paid shortened workday or paid emergency closing but asked to work at another time or work remotely to meet the academic needs of our students and/or the school’s operational needs. In these instances, employees will not be paid for additional time worked if this is making up for previous time paid but not worked.