We think you have liked this presentation. If you wish to download it, please recommend it to your friends in any social system. Share buttons are a little bit lower. Thank you!
Presentation is loading. Please wait.
Published byRene Crew
Modified over 2 years ago
© 2005 SHRM SHRM Weekly Online Survey: February 8, 2005 Inclement Weather Policies Sample comprised of 319 randomly selected HR professionals. Analyzing 319 response of 2,011 s sent, 1,913 received (response rate = 17%) Survey fielded February 8 – 14, 2005; presentation generated on February 16, Margin of error is +/- 6%.
© 2005 SHRM SHRM Weekly Online Survey: February 8, 2005 Which of the following occurs when your organization closes or delays opening its offices due to inclement weather? (Check all that apply.)
© 2005 SHRM SHRM Weekly Online Survey: February 8, 2005 Which of the following occurs when your organization closes or delays opening its offices due to inclement weather? (Check all that apply.) Number of Respondents Exempt Employees Nonexempt Employees Employees are paid and are not required to use their own leave time if the organization decides to close its offices (even if either local, state or Federal government(s) is not closed) Employees are required to use their own leave time/liberal leave (holiday, personal day, etc.) 3651 Employees are paid and are not required to use their own leave time if either the local, state or Federal government(s) is closed 3126 Employees are paid, but are required to make up time off 2410 Employees are not paid, but they are allowed to take the time off without using their own leave time 1764
© 2005 SHRM SHRM Weekly Online Survey: February 8, 2005 Other (please specify): We have never closed or delayed opening due to inclement weather. If an employee cannot make it to work due to weather they are required to use their leave time (personal or vacation). EXEMPT - TELECOMMUTE IF AVAILABLE - NO NEED TO MAKE UP TIME IT IS IN THEIR OBJECTIVES NON EXEMPT - PAID AND NOT REQUIRED TO MAKE UP TIME Nonexempt employees may choose to use accrued vacation or holiday time. Hourly employees are treated the same as exempt and non-exempt employees. Nonexempt employees receive a minimum 4 hours pay if we shut down due to weather. They can be paid the balance from their unused vacation. Employees are allowed to use emergency vacation - they are allowed 3 emergency vacation call-ins a year. If they have already used these days, they receive an occurrence for not coming to work. Non-Exempt -- have choice of unpaid time off or use of their vacation time The above applies to nonexempt fulltime associates only, and only for the first day of closure. Subsequent days are not paid, unless the associate chooses to use paid time off. Part-time associates are not paid for facility closures unless they are already in the facility at the time of closure - in which case they are paid for a full shift regardless of hours worked. Part-time associates are allowed to use any accrued paid time off, or to make up time in the same week for facility closures or delays. Exempt associates are paid for all time the facility may be closed due to weather.
© 2005 SHRM SHRM Weekly Online Survey: February 8, 2005 Other (please specify): (Continued) We never close. Employees are informed if possible they are to report to work. If they feel they can not safety travel they are allowed to take vacation leave. If the employee does not have paid leave on the books they will be on unpaid leave. If the weather turn bad in the afternoon for example after lunch we let employees (all) out early and they are paid. If it an all day thing then they must take vacation or they can choose unpaid. We are in an agricultural business that NEVER closes. We have to get feed to livestock so a portion of our work force has to work. Those exempt employees who do not make it to work for the entire day must use leave time. If they work a portion of the day, they are paid without using leave. As a unionized manufacturing operation, we do not close due to inclement weather. In the event of a severe storm, we tell people they can leave if they wish but union employees are not paid. Some union employees may call in before their shift and request a vacation day in order to be paid for the time, however, they are not allowed personal paid leave. Hourly employees are not paid but are not required to use their own leave time. Exempt employees may be paid if they work at any point during the day (even from home, etc.) All of this is not really applicable - we are a local government entity. We don't close our offices - employees are allowed to leave (or not come in) if they feel it would not be safe, but, no matter how severe the weather, most employees are here. If the police officers, fire fighters and snow crews can make it in, so can most everyone else.
© 2005 SHRM SHRM Weekly Online Survey: February 8, 2005 Other (please specify): (Continued) I don't think we've ever "closed our offices" for inclement weather. We are located in Oklahoma. Sometimes folks leave a little early or come in a little late, and they use their own leave. The employee may use either accrued vacation, the floating holiday, take time off without pay, or make up the time with prior supervisor approval for the time absent from regular scheduled work hours. My organization is a federal govt entity - Management employees are paid. We don't "close" as a rule. We are a construction company and the owners are always "in." Our job sites occasionally shut down due to weather, but not often. Guys sent home because of lack of work due to weather are not paid, but they don't have to take paid leave to cover the time. IF our actual office ever closed, the exempt employees would be paid as usual. We would not require them to take vacation time. We don't have any type of sick leave. I hope this helps to clarify my choices above. If schools are closed, we are usually closed. If the associate was scheduled for time off on the day of the closing/delay, the associate must still take that day off from their own leave time.
© 2005 SHRM SHRM Weekly Online Survey: February 8, 2005 Other (please specify): (Continued) Unless prohibited by applicable law We very rarely close, leaving it to the judgment of the employee. If they decide to stay home when the offices are closed, they are using their own leave time. We do not close our facilities. Employees are expected to use their best judgment regarding safe travel and their specific situation. They must contact their supervisor if they will be late or if they are not reporting to work at all. When practical, our company will make an effort to reschedule lost time due to bad weather. Employees may use accrued leave for absence do to bad weather. Where a state of emergency is declared by authorized city county or federal officials, at management discretion, we may pay employees for normally scheduled work time. Note that if the employees arrive and work, and then are sent home they get paid with no use of their own leave. Nonexempt Part Time - Employees are not paid. We are located in Phoenix, Arizona. Inclement weather does not occur here. Full-time employees are paid for scheduled hours for the first day; part-time employees who show up for work are paid three hours. A change in operation hours after the first day means that employees are only paid for hours worked. The employee can choose to take paid time off and is not required to make up the time off.
© 2005 SHRM SHRM Weekly Online Survey: February 8, 2005 Other (please specify): (Continued) I work for a small consulting firm and we are all virtual so these questions do not apply to my organization. We work all the time!! One of our divisions is a care center and staffing must be 24/7 so consequently it never closes and weather is very bad we pay overtime for coming in. Staff who are scheduled and do not come must your personal time if they have it. Otherwise it is considered an unexcused absence If your office or facility can't be opened due to a threat, act of nature, or another uncontrollable event, you'll be paid at the discretion of senior management. In all situations where an office or facility is forced to close during business hours or is reopened for business after an emergency closing, nonexempt employees who reported to work are paid for whichever of these is greater: All hours worked, including shift differentials and applicable premiums A minimum of 4 hours, including shift differentials and applicable premiums The 4-hour minimum is considered as hours worked for the purpose of calculating overtime. You can choose to use vacation, floating holiday, paid time off, or excused unpaid time off to cover the rest of your scheduled shift. This time won't be counted toward absenteeism and won't affect nonexempt perfect attendance. Non exempt employees have the choice of not being paid for the time, or charging the time to a time leave bank. On rare occasions, the company will pay missed time and does NOT require time to be made up.
© 2005 SHRM SHRM Weekly Online Survey: February 8, 2005 Other (please specify): (Continued) For nonexempt employees: employees are not paid unless they elect to use their own leave time (they are not required to use their leave time - it is an option). The above only applies to benefits-eligible employees (full-time and part-time). Casual, per diem, employees do not get paid. If they've already scheduled vacation or personal leave/time off, it's still used. after the office reopens and an employee still can not return to work immediately they are required to use leave time and the company encourages the employees to take the additional time if they feel it is in the best interest of their family and property. If non-exempt employees report to work and we close we pay a minimum of 3 hours or all hours worked. If we delay opening non-exempts can make up the time during the pay period, take the time as unpaid, or use their accrued leave time to receive total pay for the period. If we close, non-exempts can take the day as unpaid or use their accrued time to receive pay for the day. Non-exempt staff have the choice to use personal leave or to be "called off" (productive time, not paid). "Called off" time is used in a benefits eligibility calculation based on productive time. If unpaid, they may have benefits eligibility issues. We also have an emergency phone number. If the office and management decide to close the office for the day (and this was not pre-planned), then we may request employees to work another day. However, I don't recall that this has ever occurred. Also, we may decide to open the office for significant projects so that only a handful of employees would be working. The non-exempt employees working that project would receive 1.5 times their hourly rate for each hour worked, and the rest of the office would be paid for the day.
© 2005 SHRM SHRM Weekly Online Survey: February 8, 2005 Other (please specify): (Continued) Very rarely in Northern California do our offices close because of inclement weather unless it's a flood condition that closes highways etc. or causes employees to remain at home to take care of family and/or homes. WE are a healthcare organization, operating 24/7. The facility does not close. If a person cannot get into work due to inclement weather in order to get paid they must use their PTO time. This applies to either exempt or non-exempt staff. not applicable Exempt employees are allowed to work at home during inclement weather. In San Diego we closed the office due to the wild fires and the poor air conditions. We also closed the office during the 911 crises because we are in the financial industry, reside in a highly visible building, and many of our employees knew people who worked at the World Trade Center. Our rule is that we never close since we are a public entity. If a non-exempt employee is at work when the closing takes place, they are paid for the remainder of their shift. If the closing is before their reporting time, they have a choice of taking their own leave or leave- without pay. In some cases they can make up the time.
© 2005 SHRM SHRM Weekly Online Survey: February 8, 2005 Other (please specify): (Continued) We would RARELY find this applies to us. Perhaps if there is an earthquake, but policies are in place to reflect exempt are paid, non-exempt use leave time to make up any time missed. My company is in Arizona. We don't have issues with inclement weather interfering with employee attendance. Employees are encouraged to plan ahead and make arrangements to take work home and/or work from home via telephone and computer connections. We do not delay opening or closing the offices. We are a manufacturing operation that operates 24/5. In the 17 years of existence we have never closed due to inclement weather. inclement weather does not effect our work. Healthcare; we NEVER close. facilities or public safety officers are required to report to work or remain at work. to be paid for closed building day. there are provisions on pay for other employees depending on whether a majority of employees could/have report to work and that affects whether a personal/vacation day is charged or not Employees have the choice, above. Non-Exempt Employees Generally, for site closings up to a maximum of 2 occurrences per site per calendar year, non-exempt employees will be paid for their regularly scheduled hours provided, however, that the Company will only pay employees for regularly scheduled hours missed due to a delayed opening if the employee reports to work at the time of the site opening. Any employee already scheduled for PTO during a site closing will be required to take that PTO. If a site closure is in excess of 2 occurrences per site per calendar year, management in its sole discretion, will evaluate each closure on a case by case basis and determine what compensation approaches may be available for time away from work and options may include the use of PTO, other available leave banks (if applicable), and time off without pay. Overtime Hours paid as the result of an emergency site closing, early closing, or delayed opening do not count towards overtime hours unless you have been identified as essential personnel and actually come in and work during the emergency site closing. Exempt Employees In the event of an emergency site closure, exempt employees will be paid for their standard work week. Employees who are already scheduled for PTO will be required to take that PTO.
© 2005 SHRM SHRM Weekly Online Survey: February 8, 2005 Other (please specify): (Continued) This practice only applies to our offices as asked in the question; our stores have a different practice Employees who are considered "essential" (Public Safety, Grounds, Maintenance, Dining Services) to the service of the student pop ululation are required to report even if the school is closed. Premium pay is provided for those employees, as well as for exempt employees who are required to stay, with approval of supervisor. We are a hospital, open 24/7. We do not close early or open late due to weather. I cannot remember a time when the weather in the San Francisco Bay Area caused delays or closures as described above (& I've lived here all my life!). We have provisions for DISASTERS that state that we expect employees to show up at the nearest operational facility to be deployed (we are the water company), and will pay people for up to five days if they cannot show up or if there is no work for them to do. After that, they would be required to use personal time (paid first, then unpaid) should the situation persist. If the company closes we pay the employees. If the company stays open we invoke liberal leave. We once decided to close for the entire day and did pay everyone as a "snow day" equivalent to the amount of hours in their regular work day.
© 2005 SHRM SHRM Weekly Online Survey: February 8, 2005 Other (please specify): (Continued) We are a hospital, so our doors are never closed! Given our organization (hospital), we never close or delay! For non-exempt employees: The company makes a decision after assessing the severity of the inclement weather to determine whether to pay the employee or not pay the employees and allow the employees to use their own leave time. Inclement Weather Policy is: In inclement weather situations, the Foundation will most likely be open. All associates are expected to be attentive to forecasted severe weather and make their best effort to arrive at work as scheduled. An associate who thinks he/she may arrive late to work or not at all should notify his/her supervisor. Alternative working arrangements may be required under certain circumstances. At times, Senior Leadership may determine that weather conditions warrant allowing associates to leave the Foundation prior to the end of the normal workday. Should that occur, associates would be paid for a full day. Non-exempt salaried only; hourly who are not paid and not allowed to use leave or vacation. We have never closed our office due to inclement weather. If an exempt or a nonexempt employee makes an attempt to get to work in inclement weather, they are paid and do not have to use their own leave
© 2005 SHRM SHRM Weekly Online Survey: February 8, 2005 Other (please specify): (Continued) we have never closed due to the business that we are in we close only 2 days a year Easter and Christmas The above applies to exempt and non-exempt SALARIED employees; hourly employees are not paid (if advised of closure in advance) or are guaranteed two hour show-up time if not notified of closure in advance per union agreements. Employees (hourly) who are working or scheduled to work are paid for their shift. But if closing goes beyond current shift's) they must use paid time off. Exempt employee are required to use accrued PTO (Paid Time Off) for this type of absence. However, if an exempt employee does not have any accrued PTO, we will pay the exempt employee at his/her regular pay rate for that day. We are a local government. Nonexempts are allowed to choose between making up the time, taking vacation time or taking it unpaid. As a hospital, we do not close. Those employees unable to make it to work must you personal time off for the time they are unable to be at work.
HR Forum: Inclement Weather May 4, University continues certain operations during periods of inclement weather due to the needs of students, the.
HOW TO HANDLE UNEMPLOYMENT CLAIMS PRESENTED BY ALICE A. BARTLETT Labor & Industrial Relations Commissioner Employer Representative Department of Labor.
Welcome! Trinity University Physical Plant Last Updated 5-3/2005.
SEARCH ORIENTATION. The Recruitment Handbook Orientation to the Search Process For a printer friendly version of The Recruitment Handbook, click here.
Slide 1 FastFacts Feature Presentation May 10, 2012 To dial in, use this phone number and participant code… Phone number: Participant code:
GALVESTON HOUSING AUTHORITY PUBLIC HOUSING DWELLING LEASE.
Unit 2: Managing a business People in business Improving organisational structures Chapter 19.
WORKDAY TRAINING QUESTIONS AND ANSWERS. Position Management.
Ethics for Alaskas Executive Branch A Self-Guided Training Tool.
Trieschmann, Hoyt & Sommer Employee Benefits: Life and Health Benefits Chapter 19 ©2005, Thomson/South-Western.
Risk Management Initiative: Wage and Hour Issues for Employees and Supervisors Module Office of the Vice President for Ethics and Compliance Office of.
Slide 1 FastFacts Feature Presentation March 28, 2012 To dial in, use this phone number and participant code… Phone number: Participant code:
The Fair Labor Standards Act: Executive, Administrative and Professional Exemptions Wage and Hour Division Employment Standards Administration U.S. Department.
Maine State Government New Employee Orientation Click to Begin DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES Bureau of Human Resources.
A Publication of Bridgemark Solutions Six Keys to Generating More Sales Leads AND WINNING MORE MARKET RESEARCH PROJECTS.
The Fair Labor Standards Act at the University of Michigan May 2010.
RAM MORTGAGE PRESENTS SAVING YOUR HOME FROM FORECLOSURE HIRE A PROFESSIONAL TO ARRANGE A SHORT SALE SELL YOUR HOUSE YOURSELF REFINANCE BANKRUPTCY.
Notes to Reviewers: Some individual slides in this storyboard represent one page that will be developed in the e-learning. There are also multiple slide.
Home Introduction Purpose of this Tutorial Guide for Managers Appendices Role of HR Units Performance Review Meeting Performance Improvement Action Plan.
Postsecondary Child Care Grant Training Presented by Brenda Larter Minnesota Office of Higher Education June 14, 2013.
IHCDA CDBG Compliance Training. IHCDA Compliance and Asset Management Staff.
TCAP. State of Tennessee Test Security Law Tennessee Code Annotated (T.C.A.) states: Any person found to have not followed security guidelines.
Follow-Up to the FAFSA MASFAA Conference Samoset Resort October 18, 2010.
Pages 1-6, LA Department For your own copy, please go to: 2014%20Code%20of%20Conduct% pdf.
ETHICS FOR PROPERTY MANAGERS Ethics Law and Programs Division Office of the Assistant General Counsel for Administration
The CGA Program: Time to Succeed Exit Course Changes Resources Transfer Credit Courses Website Degree Requirement Financial Assistance Exams Online Learning.
RECIPE FOR SUCCESS MARCH 20, 2012 Nuts and Bolts of being a College Student.
503426© 2009 Murphy, Hesse, Toomey & Lehane LLP. All Rights Reserved.1 1 Cape Cod Human Resources Association Legal Update Employment Strategies in a Recessionary.
HEADQUARTERS HOURS OF DUTY/WORK SCHEDULES Supervisor Presentation November
Randy Wardlow Employee & Labor Relations Ext
© 2016 SlidePlayer.com Inc. All rights reserved.