Timeclock- re: Hurricane Charley

On Friday, August 13, because of the projected path of Hurricane Charley, we closed our offices at 11:00 a.m. The question being asked is, do we adjust our non-exempt employees time to reflect hours scheduled and pay straight time only or pay 8 hours like we do for sick/vacation/holiday time? For an employee that was on vacation last week, do we leave that day as 8 hours and give her another day off like we do if a holiday falls during the vacation week? These are unchartered waters and I need expert input.

Comments

  • 5 Comments sorted by Votes Date Added
  • Our practice has been that anyone who showed up for work (non-exempt of course)is paid as if they had worked their full scheduled time. No other adjustments are made (meaning the person who was on vacation does not get an additional day off).
  • JOSIEB: Pay every one who came into the plant the loss hours due to natural causes. If someone is one vacation we would equal the scales and not count the 4 hours as vacation pay or sick pay. The time spent on cleaning up the neighbor hood including individual homes and community could be commited by the company as paid time in support of the community and would I believe be a charity write off for the business. Regardless, it is good business to provide support to those employees of the company that are suffering.

    The above is what we would and have done when we had a tornado tear up the community and our employee homes. We collected money and the company bought food stocks and gave 12 large hogs to a local "cooking Team" and they cook the meat and feed everyone working to clear the debre!

    PORK
  • It really depends on the extent of the disaster. When we had Hurricane Hugo in 1989, the bank I worked for gave everyone a few days (with pay) to get their personal affairs in order. Some employees were without electricity for several weeks and some could not even get out of their driveways for days after the hurricane.

    I would say, given the magnitude of Hurricane Charley, I'd apply the same logic and pay employees for the day at the very least. If there were special circumstances, you might want to consider doing more.

    If you have ever lived through a devastation like this, you know the aftermath of dealing with all the mess left behind is more stressful than the event itself!

    Good luck to you!
  • Josie, we closed at 2:30. We are paying the balance of the shift. (Administrative leave with pay) One Dept. elected to close at noon, but the City had not officially close so those ee have to use vacation for 2 1/2 hours. If you are off on paid leave for the whole day, ie vacation, that will stand.


  • Josie, We closed our company on friday for Hurricane Charley-EE's were advised they would be paid for the day, straight 8 hours. On Monday, while most of our centers had electricity again, we stayed closed- Many ee's had no electricity, no child care, the roads were dangerous to be on as so many lights were damaged. Again, our ee's will be paid for the day. The general concensus among management was that it was unusual circumstances and our employee's should not be penalized for a situation out of their control-
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