Brian Campbell, an employee with Salisbury University, and serves as an HVAC Mechanic. He was asked by his supervisor if he would volunteer to work a snow detail. His supervisor informed Mr. Campbell that the University was closed. Mr. Campbell happily agreed and worked 6 hours and then was told to go home. Since his regular workday is a scheduled 8-hour shift, he had to use 2 hours of leave to make up his time for the full workday. Having believed that he was improperly compensated so he sought advice from his union. MCEA filed a grievance and argued that, in accordance with the Memorandum of Understanding between MCEA and Salisbury University, Mr. Campbell was entitled to elect to receive Administrative Leave to be used at a later date or be paid the cash equivalent of the regular work hours for the closure, in addition to receiving pay for his regular hours of work. Mr. Campbell’s supervisor admitted that he told Mr. Campbell that the university was closed. Strangely, the University argued that the university was in fact not closed on the day that Mr. Campbell worked, and therefore not eligible for the essential pay. The grievance was forwarded to the Office of Administrative Hearings for a hearing on the merits. Seeing the writing on the wall, the University agreed to grant Mr. Campbell his remedy and compensated him in accordance with the MOU before the hearing took place.
Brian Campbell