Curtailment 2018

September 18, 2018
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Dear Colleagues,

We’ve started planning for our annual energy conserving event around the end of year holidays and wanted to share some information with you for planning purposes. The annual closure of the campus will occur this year between Monday, December 24, 2018 and Tuesday, January 1, 2019.

The holiday and campus closure days are:

  • Monday, December 24, 2018: Administrative & Academic Holiday

  • Tuesday, December 25, 2018: Administrative & Academic Holiday

  • Wednesday, December 26, 2018: Closure day

  • Thursday, December 27, 2018: Closure day

  • Friday, December 28, 2018: Closure day

  • Monday, December 31, 2018: Administrative & Academic Holiday

  • Tuesday, January 1, 2019: Administrative & Academic Holiday

Option for managers - reduced coverage days
In addition, managers and supervisors are encouraged to approve employee requests to voluntarily take additional leave time Monday through Friday, December 24-28, or Monday December 31 through Friday, January 4 so that staff can plan for an extended break from campus job responsibilities. Reducing coverage when possible allows staff to take advantage of the winter break to rest and recharge while most of the students and faculty are away!

Important: If departments choose to close to the public during the periods of December 24-28 or December 31- January 4, arrangements should be made to allow employees who want to work on those days to do so.

Options for staff on the 3 closure daysDuring the 3 closure days, staff may:

  • Use vacation leave accruals. Any employee who earns vacation leave, but does not have sufficient accrued vacation leave to cover the three-day closure period, may use up to three days of vacation leave in advance of accrual to cover the closure days.

  • Use Accrued Compensatory Time Off (CTO). Eligible non-exempt employees who have accrued CTO leave by working overtime may use such time. Information about CTO agreements for employees covered by labor agreements can be found at the HR website under the section for the relevant collective bargaining agreement. Information about CTO for non-exempt employees in positions covered by the Personnel Policies for Staff Members (PPSM) program can be found at the UCOP website

  • Take Leave Without Pay (LWOP). Managers will want to consider the impact of LWOP, particularly for part-time employees. For example, an employee in a half-time appointment who takes a LWOP may lose eligibility for certain benefits and/or holiday pay.

  • Use other leaves if applicable. In most situations, Sick and Administrative Leave provisions are not intended for this purpose and should not be used to cover the closure period. An exception should be made for the employee who has been approved for extended sick leave due to serious illness or injury when the approved leave includes the closure period.

  • Voluntarily adjust their work schedule. Departments may offer to adjust a work schedule for a part-time, non-exempt employee so that the employee satisfies the working hours appropriate to the appointment level, prior to the closure period. For example, an employee with a half-time appointment who works four hours a day could work one eight-hour day earlier in December. Please have employees confirm in writing that any such changes in schedule are voluntary.

What should managers and supervisors do?

  • Check maximum vacation accrual leave balances to ensure that employees avoid reaching the allowable maximum. The holiday closure period is a convenient time for staff to use these hours.

  • Decide what coverage your unit needs on reduced staffing days. Help employees plan ahead for reduced staffing days by determining who wants to continue working on those days and making alternate work arrangements if needed.

  • If departments require staff employees to work on any of the closure days (December 26-28, 2018), the time should be counted as regular hours of work for that day.

Questions?Managers with questions about the suitability of the alternatives above for staff, or how to proceed with these options, are encouraged to contact their HR Partner. Staff with questions about adjusting their work schedule in advance or about how to plan for working through reduced staffing days should talk with their manager.

More details about energy curtailment from Facilities Services will be forthcoming as we get closer to curtailment.



Jo Mackness, Interim AVC-HR

If you are a manager who supervises UC Berkeley employees without email access, please circulate this information to all.

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