Smart Benefits: 4 Things to Know About Inclement Weather & Closing Policies
Monday, September 17, 2018
- Have a Policy: Make sure your employee handbook contains an inclement weather policy that outlines issues like how you’ll make closure determinations, announce closings to all employees, and handle pay.
- Spell Out Employees’ Rights: Hourly and salaried employees are treated differently when it comes to work hours. Nonexempt employees, under the FLSA, are only required to be paid for the hours they work so if the business is closed for the entire day, they’re not entitled to any payment. Salaried, or exempt, employees on the other hand must be paid if the office is closed as long as they are available to work and worked any portion of the payroll week. (That means a business doesn’t have to pay exempt employees if weather focuses a closure for a full workweek since no work was performed.)
- Consider Your Vacation Policies: Depending on an employer’s policies, employees can be allowed, or required, to use vacation or paid time off for business closures because of inclement weather.
- Beware Those Who Report to Work: In Rhode Island, and certain other states, nonexempt employees who show up as scheduled to a closed workplace must be paid for a certain set minimum amount of time. Even if they don’t perform any work, the state requires they be paid for at least three hours at their regular rate.
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