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Prepare Your
Workforce Now For
the Next Weather
Emergency
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Chances are, if your company must shut down due to weather conditions,
you'll still have to maintain at least a skeleton crew for vital operations.
Therefore, establishing separate weather policies for essential and
nonessential personnel will spare you from having to make those decisions on
the fly.
Also, you'll need a plan for notifying employees when the decision is made to
keep the doors closed. Systems include website postings, social media, phone
trees and recorded messages. In addition, you should have a procedure in
place for employees to let you know when they can't make it in even when
you have decided to keep your doors open.
Having multiple communication systems can help in cases where the power is
out and, for example, Internet access is not possible.
Finally, depending on the nature of their jobs, many employees may be able to
work from home if they can't make it out. Determine in advance who those
employees are and how they should carry out their responsibilities.
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Also, during a weather-related shutdown, you can count the time exempt
employees are unable to work against accrued paid leave they may have
coming to them (according to Department of Labor Opinion Letter FLSA200541). If they don't have sufficient accrued leave to cover the time, you may
need to advance them the leave against time they will accrue in the future.
Why should you do this? If you dock an exempt employee's pay for any
reason, that could undermine his or her exempt status, presumably an
outcome you want to avoid.
In a weather emergency or natural disaster situation, the last thing you want
to worry about is the nuances of federal or local wage regulations. Consult a
qualified expert and incorporate the appropriate rules into your emergency
plan. With any luck, you'll never have to put it in place.
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