Snow Days

[Guest mfurnstahl]

I work at an organization that is a merged outpatient clinic and hospital. The clinic is able to close for severe weather and of course the hospital is not. I am interested in learning how other organizations handle severe weather days when employees are unable to report to work. Do you require the employee to use vacation or PTO? Do you pay the employee for time missed if your facility closes? etc. Any information that can be provided is greatly appreciated. Thank you in advance.

[Guest jreddi]

Working in DC, we followed the lead of the FedGovt. However, during the blizzard of 96, the Fed closed for almost an entire week. So did we, much to the irritation of our Office Administrative Partner. The policy was changed shortly after so that the OAP in concert with HR and Admin will make the decision on a flake-by-flake basis (sorry, couldn't resist!). A general phone message will be left on each person's vmail.

We do not charge a person's vacation leave. It remains administrative leave and the employees are paid for the entire day.

[Guest Nancy Hill]

I work in a unionized mfg. plant so circumstances may be viewed differently, but here's how we handle--In any severe weather situation rain or snow - we generally do not close.Anyone who can get to work is encouraged to do so even if late. Late arrivals are not charged against attendance records. Depending on how severe the situation, we wont charge absence to those who dont make it. We will however reward those who do make it with something such as pizza lunch on Co.; movie tickets; baseball tickets, etc.-- relatively low cost things. In last 14 yrs, we have not closed completely due to severe weather.Hope this helps.

[Guest HR]

Originally posted by jreddi

Working in DC, we followed the lead of the FedGovt.  However, during the blizzard of 96, the Fed closed for almost an entire week.  So did we, much to the irritation of our Office Administrative Partner.  The policy was changed shortly after so that the OAP in concert with HR and Admin will make the decision on a flake-by-flake basis (sorry, couldn't resist!).  A general phone message will be left on each person's vmail.

We do not charge a person's vacation leave.  It remains administrative leave and the employees are paid for the entire day.

Question: I know this has been posted a while ago, however, please tell me ... what do you do in the case of questionable weather? When some employees are able to make it to work while others can not (50/50)? Do you in fact force someone to use a vacation day? Please respond.

Donna - doppelt@astrom.com

[Joe Priselac]

I work in Buffalo, New York the alleged capital of questionable weather. Our policy is that if the office is closed because of a travel ban then we don't dock employees. If the office, which is located in downtown Buffalo, is open for business and the employee doesn't come to work, we give the employee several options. Western New York often gets hit with narrow bands of lake effect snow showers. Downtown Buffalo could be basking in sunshine with no snow while 10 miles south in the suburbs they could be experiencing blizzard conditions. Those employees affected can make up the lost time, use up a vacation day, use up a personal day or have their pay docked for the day. Being from Buffalo I don't comprehend rain as reason not to go to work.

[RCK]

I'm from Minneapolis, and our policy is the same as Joe's--if the office is closed it's essentially an extra holiday. If the office is not closed, then it is vacation/lost pay/personal day.

We aren't in Buffalo's class for snow, but we do have some cold on occasion. We have a car starting service for people who get here, but can't get their car started to get home.