Inclement weather can have a serious impact on our lives and on our work. It can cause disruptions to our daily schedules and can cause safety concerns if not handled properly. It is essential that businesses have a plan in place for dealing with inclement weather. This plan should be communicated to all employees in the form of an inclement weather policy. Such a policy will ensure that everyone is aware of the expectations in the event of inclement weather, and that the safety of all employees and customers is maintained. This blog post will discuss the importance of having an inclement weather policy and the key components to consider when creating one. Having a well-defined plan of action in place will ensure that everyone is on the same page when inclement weather hits and that operations can continue as smoothly as possible.
Inclement Weather Policy
How do inclement weather policies work?
The business designates what types of bad weather would have an impact on operations and employee safety when reporting to work based on location. The policy specifies a course of action when circumstances may make standard operations unsafe. Inclement weather policies also lay out what to do when only some employees can get to work because of bad weather. For instance, if a business has numerous employees who commute over a large area, certain weather events may only have an impact on some of the employees. In some areas of a large storm, power outages or impassable roads may occur.
When faced with dangerous or unfavorable conditions, the inclement weather policy specifies what both the employer and the employee should do so that the business can resume operations as efficiently as possible.
What is an inclement weather policy?
A document that outlines the company norm for weather emergencies is known as an inclement weather policy. These guidelines are set by businesses to protect employees while upholding their moral standards. Extreme weather, power outages, and declared states of emergency are a few of these. Other conditions include:
These kinds of weather conditions can make it difficult for employees to work effectively or arrive at work safely, so HR departments typically include them in policies. When deciding whether to report to work, employees should always consider their safety and notify a supervisor of their decision. In order for staff to know how to contact the appropriate parties in inclement weather, the communication policy should be made clear.
What is included in an inclement weather policy?
An inclement weather policy outlines the parties’ mutual expectations for things like contact, payment, benefits, and remote work. The following are some elements that many inclement weather policies have in common:
Business closure
The business may decide not to open for the day or to close for only a portion of it, depending on the circumstances. Employees can be informed by phone or email if the business decides not to open at all, and vendors and clients can be informed via social media announcements. If the business only closes for a portion of the day, it might ask staff to leave as soon as possible to ensure their safety on the way home.
Notice to employees
Prior to any of these potentially disruptive or hazardous times, it is crucial that the business and its employees establish open lines of communication. This supports all future work and enables the company to quickly resume operations as usual.
Employees can be informed of full-day business closures by phone or email from the company. In the event that some employees are unable to use one form of communication, it might be beneficial for businesses to call and email all employees. When deciding whether to report to work, employees should use their best judgment regarding the weather and err on the side of safety. To determine the best course of action, employees should speak with their supervisor.
Critical vs. non-critical roles
In case of emergencies, the company should determine which roles are crucial and which are not. Critical staff members can anticipate working from home to maintain the operation of the company. This includes roles like managing payroll, communications infrastructure and executives. Employees in non-critical positions or those unable to work remotely frequently receive time off during full closures with no further expectation of work.
Employee pay
Most of the time, businesses compensate full-time workers for standard working hours for up to one week. While it is closed, a company can still pay hourly staff and interns for scheduled work hours. Usually, businesses dont pay overtime during emergency closures. If an employee had PTO scheduled during the closure period, they would use it as originally intended.
Partial closure and employee pay
Employees who are unable to report to work due to inclement weather that does not require a complete company closure should speak with their supervisor before the scheduled reporting time. The employee can take an unpaid day or use PTO in that situation. Exempt employees may attempt to set up remote work or modified tasks.
Employee benefits
During closure, the business should continue to provide coverage to employees for up to 30 days, including any health insurance provided under the standard plan. Make sure you are aware of the deadlines because the precise number of days may vary from state to state and insurer to insurer. However, perks like complimentary lunches or beverages that a business would typically offer in person won’t be available.
Extended leave
Sometimes after the company reopens, an employee may require additional time due to ongoing circumstances, such as making repairs to their home or vehicle. On a case-by-case basis, the business should assess the circumstances and the employees’ job requirements to decide what’s best.
The company’s bereavement leave policy may cover the employee’s absence if the employee experiences a death in the family as a result of weather-related emergencies. The employee should consult their supervisor about the necessary arrangements.
Employee cannot get to work
The supervisor can choose the best arrangements to make if the business reopens following a closure and an employee is unable to get to work. Regardless of the situation, the leave, pay, and attendance policies should be in effect here. It’s crucial for the employee and the supervisor to ascertain how long the employee anticipates being unable to arrive at work.
FAQ
What is an example of inclement weather?
Hurricanes, floods, blizzards, heavy snowfall, ice storms, and extreme heat are a few examples of bad weather.
How do you deal with inclement weather?
- GET IN – If you are outside, get inside. If you’re already inside, move as close to the center of the structure as you can.
- GET DOWN – Get underground if possible. …
- COVER UP – The primary cause of death during a storm is flying and falling debris.
What is considered adverse weather?
Any weather condition that raises your risk of being in a traffic accident is referred to as “adverse conditions.” Driving is more hazardous in certain weather conditions, such as rain, snow, fog, and ice.
Can you collect unemployment due to weather in Texas?
The short answer is, yes, unemployment benefits are available. That sounds simple enough, but it’s not. In response to my written inquiries, Lisa Givens, director of communications for the Texas Workforce Commission, wrote, “If the weather kept the person off work long enough, he/she could receive benefits.”
