3130 - Disruptions of University Operations

Last updated: July 1, 2025

A. Purpose. The purpose of this policy is to address impacts to employee work in the event of a disruption to University operations.

B. Scope. This policy applies to all University employees.

C. Definition of Disruption. For the purpose of this policy, a disruption is an unusual event that interrupts or interferes with the normal execution of any University operations at any of its locations and that is of sufficient duration or severity as to materially impact employee work.

C-1. Large-scale disruptions. Large-scale disruptions are significant enough to impact the work of all or most employees (e.g., natural disasters or public health emergencies) are addressed in Section E.

C-2. Limited-scale disruptions. Limited-scale disruptions are events that affect a small number of employees (e.g., fires, floods, or other disasters that may damage or destroy a building or a laboratory) and are addressed in Section F.

D. Policy. This policy applies only to employees experiencing impacts to their work because of disruptions as defined herein. Employees whose work is impacted by personal circumstances should contact their supervisor for guidance. See FSH 3710. If Emergency Actions are taken in accordance with the provisions of FSH 6990 Contagious or Infectious Disease Emergency Response, the provisions of this policy shall also apply.

E. Large-Scale Disruption Procedure

E-1. Determination of disruption. Whether an event meets the section C definition of a “large-scale disruption” shall be determined in the sole discretion of the president. The determination may be initiated by the president or by an employee.

  1. Initiated by president. The president may determine whether an event rises to the level of a large-scale disruption and which employees are affected. The president shall communicate the decision and rationale to the affected employees and their supervisors.
  2. Initiated by employee. Employees may request a declaration of large-scale disruption using the following procedure:
    1. The request should address:
      1. A description of the disruption and how it affects normal execution of University operations;
      2. Employees potentially impacted, if known to the initiator;
      3. Expected material impact to the work of employees; and
      4. Expected duration of the disruption, if known.
    2. The request must be submitted to the employee’s direct supervisor and shall be routed through the employee’s supervisory chain. The administrator at each level may add additional information, insight, and context to aid the president in analyzing the request.
    3. The president shall render a decision as soon as reasonably practicable as to whether the event rises to the level of a large-scale disruption and which employees are affected and shall communicate the decision and rationale to the requesting employee(s) and their supervisors.
  3. Appeal. The president’s decision shall be considered an administrative decision within the meaning of FSH 3840, for faculty. Classified employees may appeal under FSH 3860 C Due Process Procedure.

F. Limited-Scale Disruption Procedure

F-1. Determination of disruption. Affected employees may request a determination of limited-scale disruption using the below procedure; however, in the interest of efficiency, a supervisor may make a request for a determination of disruption for a group of employees, as appropriate, rather than processing multiple individual requests.

  1. The request should address:
    1. A description of the disruption and how it affects normal execution of University operations;
    2. Employees potentially impacted, if known to the initiator;
    3. Expected material impact to the work of employees; and
    4. Expected duration of the disruption, if known.
  2. The request must be submitted to the employee’s direct supervisor and shall be routed through the employee’s supervisory chain. The determination shall be made by the dean or designee (for faculty) or the employee’s second-level manager (for staff).
  3. Appeal. The dean's or second-level manager’s decision shall be considered an administrative decision which can be appealed under FSH 3840, for faculty. Classified employees may appeal under FSH 3860 C Due Process Procedure.

G. Temporary Adjustments to Employee Responsibilities

G-1. In general. Following administrative determination of a disruption under either Section E or Section F above, the following procedure shall be used in determining temporary adjustments to employee responsibilities. In the interest of efficiency, a supervisor may make adjustments to the responsibilities of a group of employees, as appropriate.

  1. Staff. An affected staff member may make recommendations to their direct supervisor regarding their responsibilities during the disruption, such as changes in location, schedule, or mode of delivery, to maximize safety and best preserve the effectiveness of the employee’s work. If a mutually agreeable arrangement cannot be found, the employee’s second-level manager shall make the final decision.
  2. Faculty
    1. Teaching
      An affected faculty member may make recommendations to their direct supervisor regarding their responsibilities during the disruption, such as changes in mode of delivery, method, location, class size, course load, or schedule, so as to maximize safety and best preserve teaching effectiveness. If a mutually agreeable arrangement cannot be found, the dean or designee shall make the final decision.
    2. Scholarship and Creative Activity
      An affected faculty member may make recommendations to their direct supervisor regarding their responsibilities during the disruption. It is recognized that a disruption can have long-term impact on a faculty’s productivity. Faculty should work with their supervisor to develop a recovery plan to be incorporated into the articulation of goals in their annual evaluation. If a mutually agreeable arrangement cannot be found, the dean or designee shall make the final decision.
    3. Outreach and Extension
      An affected faculty member may make recommendations to their direct supervisor regarding their responsibilities during the disruption, such as changes in mode of delivery, method, location, or schedule, to maximize safety and best preserve the effectiveness of the extension/outreach program. If a mutually agreeable arrangement cannot be found, the dean or designee shall make the final decision.
    4. Service and Leadership
      An affected faculty member may make recommendations to their direct supervisor regarding their responsibilities during the disruption so as to maximize safety and best preserve effectiveness of service and leadership. If a mutually agreeable arrangement cannot be found, the dean or designee shall make the final decision.

H. Evaluation of Employee Performance

H-1. Disruption impact statement in evaluation of faculty performance. Following administrative determination of a disruption under either Section E or Section F above, faculty shall have the option of providing a disruption impact statement. The statement will constitute a part of any current or future performance evaluations, including annual performance evaluation, third-year review, tenure, and promotion, as applicable. The statement may describe how the disruption has affected the exercise of their official duties. Once submitted, the statement cannot be withdrawn. The Office of the Provost and Executive Vice President shall notify employees that they have the option of providing the statement and provide guidance regarding the statement. In the case of tenure and promotion, the statement addressed in this section is additional to the Candidate Statement described in FSH 3500 D-1.b.

H-2. Disruption impact statement in evaluation of staff performance. Following administrative determination of a disruption under either Section E or Section F above, staff employees shall have the option of providing a disruption impact statement. The statement will constitute a part of any current or future performance evaluations, including annual performance evaluation as applicable. The statement may describe how the disruption has affected the exercise of their official duties. Once submitted, the statement cannot be withdrawn. Human Resources shall notify employees that they have the option of providing the statement and provide guidance regarding the statement.

I. Termination. The president may terminate determinations of large-scale disruptions, and the deciding dean or second-level manager may terminate determinations of limited-scale disruptions, if deemed no longer necessary. Temporary adjustments to employee responsibilities enacted under section G of this policy will remain in effect only for so long as the determination of disruption remains in effect, or for 180 days, whichever is longer.

Version History

Adopted July 2025.