Date Issued: 29/12/2004
To provide management with a framework for managing employee attendance during periods of extreme weather including the use of leave for early departure / late arrival and/or absence of employees.
Extreme weather includes exceptional conditions such as blizzards, tornadoes, and floods as identified by Environment Canada. This could include conditions leading to road and highway closures.
Provided places of work remain open during periods of extreme weather, employees should make every effort to report to work. It is recognized that some employees may find it difficult to report to work during periods of extreme weather due to family responsibilities (e.g. school closures and the need to pick up child), transportation problems or road conditions. Managers are encouraged to make every effort to accommodate employees' requests for leave, subject to the operational requirements of the workplace.
Each Permanent Head or his/her designate should use his/her discretion concerning the ability of personnel to leave early or report late to work based on operational requirements and severity of weather conditions in the affected locations. When making these decisions, permanent heads or designates should be guided in their decision to close offices on information from Environment Canada regarding extreme weather conditions and/or local road and highway closures.
Once a Permanent Head has decided to close the office due to extreme weather, employees are to be notified that they have the choice to leave the workplace. At no point should employees be directed to leave the office; it is the employee's decision to make.
If the Deputy Minister has provided the choice for employees to leave early and/or delay reporting for work due to extreme weather, the time away from work will not be charged against any leave credits.
If employees make the decision not to report for work or to leave early / arrive late due to weather conditions without the Permanent Head's direction, the employee is required to make up the time or use their vacation leave, SDOs, accumulated time-in-lieu, banked EDOs, or through pressing necessity as determined in accordance with the Pressing Necessity Policy. If an employee chooses not to use entitlements, then the time must be accounted for as Leave Without Pay.