Bruce’s Summary: As HR professionals, we are quite often the expected resource for addressing and handling issues that arise unexpectedly. Natural disasters whether forest fires, tornados, hurricanes or earth quakes, depending on our geographical local. would come to mind. Being prepared is always the solution, but being prepared is a novel quest when you’re understaffed and low on budget. There are ways around large cost items.
For those of us on the west coast being prepared for an earthquake (now for up to 72 hours on our own) or forest fires, could be a main focus. I can still remember the quake on October 17th in 1989. The author presents a good overview as a first step in reviewing policies and procedures and dusting off evacuation plans. Conducting a mock/simulated disaster exercise jointly with local emergency agencies may not be that expensive but would pay off dividends later. The author covers some of the commonly asked questions about telecommuting, exempt and non-exempt pay requirements, working from remote locations, shut-down issues, types of time off and employee assistance plans, etc. Good things to think about and shore up before an actual need arises. “None of the information contained herein should be construed as legal advice, nor are Calvin Associates consultants engaged to offer legal advice. If there is a need for legal advice, please contact and seek the advice of independent legal counsel.” www.calvin-associates.com