Office of Continuity Verification

Workplace Procedures During a Prior-Event Service Interruption

PA-2026-005 PUBLIC COMPLIANCE ADVISORY CAP Rev. 12.4

Applies to

Employers, employees, contractors, scheduling managers, payroll administrators, union representatives, and personnel whose start date falls inside the affected period

Issued by

Office of Continuity Verification

Effective

For the duration of the published condition

Reporting window

Within 5 business days of resolution. Days occurring during the interruption are not business days and are not counted, including the days on which the report is due

Public impact

Level 4, Civic

Published

August 11, 2026

Summary

Completed events remain complete during a service interruption. Their availability may vary.

A prior-event service interruption is a condition of the Official Record and not of the workplace. An employer remains subject to every obligation held before the interruption began, including obligations arising from work performed during a period the Bureau is not presently able to confirm.

Service conditions

The Bureau publishes one of the following conditions. Each carries its own workplace guidance.

1. OPERATIONAL, The past remains available. No workplace action is required.
2. DEGRADED, Selected childhoods may load slowly. Personnel records that draw on early biography may return late. Do not treat a delay as a discrepancy, and do not delay an offer of employment for it.
3. MAINTENANCE, 1893 is temporarily read-only. Records dated inside a read-only period may be viewed and not amended. Corrections submitted during the window are accepted and held.
4. PARTIAL OUTAGE, Causes are available; some effects are delayed. Work may be assigned. Results may arrive out of order. A supervisor should not discipline an employee for an outcome that has not yet been delivered.

Signs of a service interruption in the workplace

One or more of the following may require review:

1. A recurring report generates for a period the system describes as pending.
2. An employee’s length of service decreases between payroll runs.
3. A contract’s effective date moves without an amendment.
4. A completed training record shows the course as scheduled.
5. An invoice is paid before it is issued and remains outstanding.
6. A retirement is processed for an employee who has not been hired.
7. The Bureau’s status page describes the condition as resolved and the resolution as pending.

The following do not establish a service interruption:

1. A slow quarter.
2. A hiring freeze.
3. A payroll error.
4. An unreliable clock in the break room.
5. A meeting invitation that arrives in the wrong hour after a change to daylight saving.
6. A reorganization.
7. A system migration.
8. Fatigue.

Immediate actions

1. Continue operations

Continue scheduled work. An interruption in the availability of prior events does not authorize closure and is not a basis for sending personnel home.

2. Record work as performed

Record hours, output, and deliveries in the ordinary manner. Do not annotate a record with the interruption. An annotated record becomes a record of the interruption, which the Bureau maintains separately and does not share.

3. Pay for the affected period

Employees must be paid for work performed during the interruption, whether or not the Bureau is presently able to confirm that the period occurred. Wages are not contingent on certification.

Do not reference the Bureau, the interruption, or the Official Record on any pay statement. A pay statement that cites a Bureau condition is a Bureau record, and the Bureau will take custody of the payroll file rather than answer the employer’s question.

4. Do not reconstruct the affected period

Do not ask employees to recall the sequence of the affected days. Do not circulate a draft chronology for confirmation. A workplace that agrees on a sequence has published one.

5. Designate one point of contact

Designate one person to correspond with the Bureau. Rotate the designation only at the Bureau’s request, which will not arrive.

Actions not to take

An employer should not:

1. Close for the duration.
2. Reduce hours pending certification.
3. Withhold a scheduled increase until the period is confirmed.
4. Post a Bureau status condition on customer facing signage.
5. Advance a deadline into a period that is available.
6. Terminate an employee for a result that has not been delivered.
7. Ask an employee whether the employee is the same employee.
8. Treat an employee’s uncertainty about the affected days as a performance matter.

An employee should not:

1. Certify a completed event on the employer’s behalf.
2. Submit a personal record to correct a Bureau record.
3. Discuss the condition with a customer.
4. Rely on a benefit statement issued during the interruption.
5. Resign in order to establish a date.

Reporting

Submit HAEB Form 1-A, Initial Event Certification, if the employer requires confirmation that the affected days occurred. Intake and classification are governed by Directive 1.2.

An employee whose recollection of the affected days differs from the employer’s records should submit HAEB Form 22-R, Public Recollection Variance Report, individually and not as a group.

The filing deadline is 5 business days after resolution. Days occurring during the interruption are not business days and are not counted, including the days on which the report is due.

What happens after filing

HAEB may:

1. Certify the affected days.
2. Certify the affected days as one day.
3. Reclassify the matter as a review, which is not an incident.
4. Hold the certification until the period is required for another purpose.
5. Advise that the interruption was scheduled and published.
6. Close the matter under Directive 14.6, corrective actions with no historical effect.

Open incidents remain 0. A service interruption is carried under matters under review but not open, of which there are 318.

When normal activity may resume

Normal activity may resume when:

1. The Bureau publishes OPERATIONAL.
2. Payroll reconciles.
3. The affected days appear in the Official Record in an order.
4. The next scheduled interruption begins, which supersedes this one.

Final notice

An employer remains responsible for the workday. The Bureau remains responsible for whether it happened.

This advisory creates no entitlement, no holiday, and no defense.