Below are a number of frequently asked questions for OKDHS employees about the hazardous weather policy. View a list of the current status for OKDHS offices.
- Question: How will I know if the OKDHS office where I work is closed due to weather conditions?
OKDHS staff should telephone their supervisor. They may also check the OKDHS Web site at www.okdhs.org.
- Question: If the OKDHS office where I work is closed for everyone except essential staff, how will I know whether I am considered essential or not?
All essential staff are notified by their supervisor of their status prior to the closing of an OKDHS office.
- Question: What if the office where I work is open but I can’t get to work because of road conditions where I live?
The normal leave request process applies. Staff may use workweek adjustment, comp-time, and annual leave. Enforced leave does not apply to hazardous weather conditions.
- Question: If the office where I work is closed and employees get administrative leave, does it come from my annual or sick leave?
If you have been designated as non-essential and the office has been closed or is under reduced services, administrative leave rules apply and does not impact an employee’s sick or annual leave balances.
- Question: If the office is open and I can’t get to work, what if I don’t have any annual leave to take?
Regular leave rules apply; employees may use workweek adjustment, comp-time or leave without pay.
- Question: Who do I call or where do I call to know if the office has reopened?
Staff should telephone their supervisor.
- Question: I work at one of the 24 hour OKDHS institutions, am I considered essential or not?
All employees at OKDHS Institutions are considered essential.
- Question: What is my leave status if I am non-essential during an office closure or reduced services due to weather conditions?
Employees are place on administrative leave.
- Question: If I am designated essential and I come to work during a reduced services or office closures do I accumulate administrative leave?
Yes. You may accumulate up to 8 hours of administrative leave.
- Question: If I am designated as non-essential and the office is closed or services are reduced due to weather, am I expected to come to the office?
No, only essential staff are expected to come to the office.
- Question: If the office is open during inclement weather and I come in late or have to leave early, what leave do I take?
Employees will use the agency’s usual policies and procedures regarding leave.
- Question: If the office where I work is open and I can’t get to work, can I work at home for that day?
Essential employees who are approved to work at home on occasions and can perform the essential functions of the position from their home location may be considered on duty during reduced services with the approval of their Division.
- Question: If an essential employee works overtime on a reduced services day, is that employee entitled to administrative leave in addition to comp-time or cash overtime pay?
No. Accrual of administrative leave by employees required to perform basic minimum services shall be limited to the hours of their regularly scheduled work periods, up to a maximum of 8 hours per day. Employees do not accrue administrative leave for work performed during overtime hours or on a holiday.
- Question: An employee who works at a location that is not closed or under reduced services due to weather, but lives in a county where offices are closed or under reduced services due to weather? If the employee reports to work and is considered essential, does the employee accrue administrative leave?
No. That decision is based on where the employee works, not where the employee lives.
- Question: If a non-essential employee comes to work at an office that is closed or under reduced services due to weather, is the employee entitled to additional compensation or additional leave?
Non-essential staff are not entitled to additional leave or additional compensation when an office is under reduced services due to weather.