Declared Emergency Compensation FAQs

Refer to Personnel Rule 3. Compensation, Section D.6.

See the Exempt Employee Emergency and Disaster Pay Policy.

Our citizens depend on employees to serve them during emergencies. All County employees will have a role in addressing the situation before, during and after an emergency. In other words, responding to emergency situations is part of our job as public servants of Pinellas County.

However, not everyone is needed during the preparation or early phase of an emergency. For the people whose roles are not essential during that early phase, it is safest for them to be away from work and preparing themselves and their families for the impending emergency. Because those individuals are directed not to report during their regularly scheduled work time, they are granted leave with pay.

Those who are needed early on are expected to report to work and will be compensated for doing so.

Pinellas County has 24/7 operations that remain open at all times. Even some County offices that are not generally considered 24/7 operations may remain open when non-essential County operations are closed. If the Board of County Commissioners declares a state of emergency or if the Appointing Authorities close County operations due to an emergency or disaster situation, then the County is considered closed, and the provisions of Rule 3 pertaining to those conditions apply.

Classified employees who are directed to work when operations are closed due to a declared emergency receive emergency premium pay as shown:

• In-person: Emergency premium pay of 2 hours (double time) for each hour worked onsite such as the Emergency Operations Center, Citizen Information Center, and citizen shelters
• Remote: Emergency premium pay of 1.5 hours for each hour worked remotely

The rate is effective during the time the County’s non-essential operations are officially closed. For example, if the County closed for a full day, Wednesday, hours worked between midnight Wednesday morning to midnight Wednesday evening would be paid at the emergency premium rate.

Yes. They receive leave with pay (LWP) for the number of hours they were normally scheduled to work that day. So an 8-hour-per-day employee would receive 8 hours LWP, while a 10-hour-per-day employee would receive 10 hours LWP. The County is trying to keep these employees out of harm’s way and out of the way of emergency operations until they are needed.

The County would pay the emergency premium rate for employee’s hours worked and leave with pay for the remainder of hours in the employee’s normal tour of duty. For example, an 8-hour-per-day employee working 3 hours on a day when non-essential operations are closed would receive 3 hours emergency premium pay and 5 hours leave with pay (LWP).

No. You will be credited with leave with pay for your normally scheduled hours for that day.

No. Leave with pay is only granted to employees scheduled to work for that day who have been instructed not to report. If you were not scheduled to work, that day will be reflected as it normally is—a non-work day.

Employees working under these circumstances are paid at their regular rates for hours worked up to and including 40. All time worked beyond the 40-hour workweek (or 80 hours for classified/ excluded employees) will be compensated at the emergency premium rates of pay either in cash or compensatory time at the discretion of the Appointing Authority or designee.

Yes. We have learned from trial and error and spent time looking at other organizations as models. We have refined our procedures to address as many situations and variables as possible. Even when these variables conflict, we strive to achieve the best balance for everyone involved.

If you are directed to leave work for that purpose, you must immediately return to work once you have completed your preparations. In this case, you will receive administrative leave with pay for your time away. However, if you were allowed to go home in order to rest for an upcoming adjusted tour of duty, then you will not be compensated for that time. For example, if you were asked to report to work from 2-11 p.m. on a day when you might normally work 8 a.m. to 5 p.m., then you would get paid for working 8 hours (at premium pay if applicable for the emergency), but you would not receive leave with pay for the time you were not at work.

Not necessarily. If it meets the emergency criteria (the Board of County Commissioners declares a state of emergency or an Appointing Authority closes County operations due to an emergency or disaster situation), then you will be paid at the emergency premium rate. However, if the County was open or partially open, then you would not be eligible for emergency premium until your hours worked for the week exceeded 40. This is considered part of your regular duties. In this situation, management has the right to direct you to adjust your work schedule for the remainder of the week so that you do not exceed 40 hours or to reduce your number of emergency premium hours.

If you are unable to contact your supervisor or director, call Human Resources at (727) 464-3367 for updated information. Do not call the County Information Center to find out about your work status. These lines need to remain open to address citizens’ concerns.