{"id":7293,"date":"2014-02-19T11:26:39","date_gmt":"2014-02-19T11:26:39","guid":{"rendered":"https:\/\/affinityhrgroup.com\/2019\/05\/inclement-weather-policies\/"},"modified":"2014-02-19T11:26:39","modified_gmt":"2014-02-19T11:26:39","slug":"inclement-weather-policies","status":"publish","type":"post","link":"https:\/\/theworkplaceadvisors.com\/inclement-weather-policies\/","title":{"rendered":"Inclement Weather Policies"},"content":{"rendered":"
Now that we are in the full grip of winter and its associated weather challenges in much of the country, we thought we would dedicate this week\u2019s HR Minute to issues surrounding inclement weather policies.<\/div>\n
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First, let\u2019s cover your obligations to employees in cases where the office is closed due to bad weather, or where the office is open but the employee is tardy or unable to make it to work. Do you pay them for a snow day? Or no?<\/div>\n
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In both instances, the short answer is that non-exempt, hourly employees do not have to be paid (but they certainly can be if it is your policy to do so). However, your salaried, exempt employees must be paid their usual salary checks – they cannot be docked any pay under these circumstances. However, you can require that they use vacation or paid-time-off if they have any available. Read more about this<\/a>.<\/div>\n
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For an overview on inclement weather pay issues, click here<\/a>.\u00a0For a more general article on the issue of docking pay, click here<\/a>.
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Beyond the pay issue, you should have a clear policy on weather closures and communicate it to your employees. This inclement weather policy should\u2026<\/span><\/div>\n
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