While inclement weather can present operational challenges, employers must understand their obligations to mitigate risk and safeguard both the organization and its workforce. From late-season snowstorms that disrupt travel to severe weather that causes power outages, these challenges affect all employers, including those with remote workforces.

To help navigate these situations, SHRM outlines several key takeaways for employers:

Follow FLSA Regulations to Ensure Accurate Pay

• Exempt Employees: These individuals must be paid their full salary for any workweek in which they perform work.
• Non-exempt Employees: Generally, these employees are compensated only for actual hours worked, unless the employer elects to provide paid time off or state law dictates otherwise.

Review Applicable State Law Requirements

• Some states have reporting time pay obligations or have specific state requirements related to inclement weather and workplace closures.

Account for Remote Work Considerations

• Employers should evaluate whether remote work can be offered as a temporary alternative during inclement weather. Understand how this affects overtime for non-exempt employees.
• Employers should also consider how severe weather may impact existing remote workers, such as through power outages or internet connectivity issues.

It is important for employers to have a comprehensive inclement weather policy that clearly outlines expectations regarding attendance, pay, and remote work. A well-defined policy helps eliminate confusion, promotes consistency, and supports compliance with federal and state laws.

The Employer Group offers a wide range of HR services, including the creation and refinement of employee handbooks. We help organizations maintain clear, compliant policies while reducing the administrative burden.

If your organization needs assistance drafting or updating an inclement weather policy, reach out to The Employer Group for expert support.

 

 

This information does not constitute legal advice.