Well, it’s that time of year again when HR departments around the country begin to sharpen their pencils and/or dust off their inclement weather policies and practices.
What did we do last year? Do we really need one? Why?
There are a lot of variables to take into account when considering to implement or revise an inclement weather policy.
- Depending on our industry, can the work be done from home?
- What would happen if people didn’t come into work?
- Should we follow someone else’s lead?
- What worked last year?
- What didn’t work under similar circumstances?
At a minimum, it’s a recommended Human Resources best practice to include at least a brief policy, emphasizing that ultimately an employee must use their judgment relative to their own safety.
A sample inclement weather policy might include the following:
“In the event of inclement weather, we encourage employees to always use their best judgment with regards to their safety and their travel to work. If you are unable to come to work in such weather conditions and the office is closed, you will not need to utilize PTO (Paid Time Off). If, however, the office is open and you are unable to drive to work, then the employee will use PTO and must notify their supervisor immediately. As a general rule, if the local city/county government offices are closed, XYZ Company will also be closed (except for critical/emergency personnel).”
If your business is NOT in the healthcare/medical industry, do you think your organization really needs an inclement weather policy?
-Julie, julie@titanhr.com
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