{"id":239,"date":"2016-01-05T16:38:47","date_gmt":"2016-01-05T21:38:47","guid":{"rendered":"http:\/\/employerdefensereport.com\/?p=239"},"modified":"2026-03-20T11:41:24","modified_gmt":"2026-03-20T15:41:24","slug":"managing-employee-wages-as-inclement-weather-approaches","status":"publish","type":"post","link":"https:\/\/www.connmaciel.com\/employer-defense-report\/managing-employee-wages-as-inclement-weather-approaches\/","title":{"rendered":"Managing Employee Wages as Inclement Weather Approaches"},"content":{"rendered":"

Happy New Year! \u00a0As we get deeper and deeper into the winter season, it is inevitable that the government, schools, and businesses will be closed due to inclement weather at some point.\u00a0 \"shutterstock_163100954\"When that happens, many employers have questions about how to pay their employees properly\u00a0under the Fair Labor Standards Act (\u201cFLSA\u201d).\u00a0 Weather-related office closures and reduction in work hours can create confusion for employers because employees may be paid differently depending on whether they are classified as an exempt or non-exempt employee.\u00a0 This article details the possible wage and hour rules that may apply in such situations.
\n<\/p>\n

    \n
  1. Fair Labor Standards Act Rules and Regulations <\/strong><\/li>\n<\/ol>\n

    The FLSA provides a complete minimum wage and overtime pay exemption for any employee employed in a bona fide executive, administrative, or professional capacity.\u00a0 29 U.S.C. \u00a7 213(a)(1)<\/a>.\u00a0 An employee may qualify as \u201cexempt\u201d from the FLSA overtime and\/or minimum wage standards if all of the pertinent tests relating to primary duty, salary level and salary basis, as discussed in the applicable regulation, are satisfied.\u00a0 These employees are typically considered exempt employees.<\/p>\n

    An exempt employee is paid on a salary basis within the meaning of the regulations if, under the employee\u2019s employment agreement, the employee \u201cregularly receives each pay period on a weekly, or less frequent basis, a predetermined amount constituting all or part of his compensation, which amount is not subject to reduction because of variations in the quality or quantity of the work performed.\u201d\u00a0 29 C.F.R. \u00a7 541.602(a)<\/a>.\u00a0 Subject to some exceptions, an exempt employee must receive the full salary for any week in which the employee performs any work without regard to the number of days or hours worked.<\/p>\n

    \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/strong>In contrast, non-exempt employees are employees who, because of the type of duties performed, the usual level of decision making authority, and the method of compensation, are subject to all FLSA provisions including the payment of overtime.\u00a0 Unlike exempt employees, non-exempt employees are typically required to account for hours and fractional hours worked because they are not paid a salary.\u00a0 Rather, they are paid a certain rate per hour, and the amount they receive in a given week is based on the total number of hours worked.<\/p>\n

      \n
    1. Exempt Employees<\/strong><\/li>\n<\/ol>\n

      Generally, an employer may not make deductions from an exempt employee\u2019s salary for absences caused by the employer or by the operating requirements of the business.\u00a0 If an exempt employee is ready, willing, and able to work, deductions from the employee\u2019s salary cannot be made when no work is available.\u00a0 However, an employer does not have to pay an exempt employee for any workweek in which he or she performs no work during inclement weather closures.\u00a0 Thus, if a business is closed for only two days out of the week due to inclement weather, an exempt employee must receive his or her full salary for that week.\u00a0 Employers are not permitted to make salary deductions from the predetermined salary for the two days that the office was closed even if the exempt employee did not perform any work on those days.\u00a0 However, if the workplace is closed the entire week and the employee did not perform any <\/em>work, the employer technically does not have to pay that employee for that week.<\/p>\n

      Employers may also have wage and hour issues in scenarios where the office is open but an exempt employee cannot make it to work because he or she lives in a remote area away from the workplace that was struck with inclement weather, or they must stay home because their child\u2019s school is closed for the day.\u00a0 In those scenarios, employers may lawfully make deductions from exempt employees\u2019 salary for full-day absences as long as it is due to personal reasons rather than disability or sickness.\u00a0 With that being said, employers will often allow an exempt employee to use paid time off or the employee may be able to work remotely from home.<\/p>\n

      Modern technology has significantly changed the way in which work is performed.\u00a0 Today, many employees are capable of working remotely from the comfort of their home, a coffee shop, or even their car regardless of whether the office is closed.\u00a0 Employers should be mindful that when exempt employees work from home, as permitted by the employer, salary deductions cannot be made for any absences from the office.<\/p>\n

      Employers may make deductions from an exempt employee\u2019s paid time off account for absences occasioned by weather-related business closures if an employee does not perform any work at all that day or only works part of the day.\u00a0 If the employee does not have any paid time off accrued, no deductions can be made from their salary at all as long as the exempt employee performed some<\/em> work during the week.\u00a0 While working remotely is often considered a blessing and useful tool for businesses, it is increasingly difficult to track employee productivity.\u00a0 Therefore, employers should be cautious when considering whether to deduct paid time off from an employee\u2019s leave bank unless it is very clear that the employee did not work at all on the day or days when the office was closed.<\/p>\n

        \n
      1. Non-Exempt Employees<\/strong><\/li>\n<\/ol>\n

        Non-exempt employees are compensated quite differently and, as such, the wage and hour rules for inclement weather situations are different as well.\u00a0 From an employer policy perspective, the rules for non-exempt employees related to inclement weather are easier to manage than the rules for exempt employees.\u00a0 Employers are not required to pay a non-exempt employee wages for any day that the non-exempt employee does not work.\u00a0 Therefore, if the office is closed due to inclement weather and the non-exempt employee does not perform any work during the closure, the employer has no obligation to pay its non-exempt employee for time not worked. \u00a0However, as with an exempt employee, a non-exempt employee who is able to work from home must be compensated for any time worked.\u00a0 The monitoring problems discussed above are even more of a concern for non-exempt employees.\u00a0 \u00a0Whereas an exempt employee is paid his or her weekly salary even if the employee only worked a couple of hours during an entire week, a non-exempt employee is only paid for the total number of hours he or she worked during the week.\u00a0 Meticulous tracking of non-exempt employee hours when the business is closed could be tedious and more of a burden for employers.<\/p>\n

        Therefore, many employers only permit exempt employees to work from home and it is more or less expected.\u00a0 Non-exempt employees are often strictly prohibited from working outside of the office if the business is closed due to inclement weather.\u00a0 Many employers provide a specific operations policy in their employee handbooks that explains work expectations when the office is closed for any reason.\u00a0 An inclement weather policy detailing office closure procedures and work expectations will help employers in the long run because it maintains some consistency in managing work output, and it limits confusion when making payroll decisions.<\/p>\n","protected":false},"excerpt":{"rendered":"

        Happy New Year! \u00a0As we get deeper and deeper into the winter season, it is inevitable that the government, schools, and businesses will be closed due to inclement weather at some point.\u00a0 When that happens, many employers…<\/p>\n","protected":false},"author":7,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[813],"tags":[825,849,908,826,848],"class_list":["post-239","post","type-post","status-publish","format-standard","hentry","category-wage-hour-compliance","tag-employee-classification-exempt-vs-non-exempt","tag-leaves-of-absence","tag-pay-practices","tag-policy-handbooks","tag-remote-multi-state-workforce"],"acf":[],"yoast_head":"\nManaging Employee Wages as Inclement Weather Approaches - Employer Defense Report<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.connmaciel.com\/employer-defense-report\/managing-employee-wages-as-inclement-weather-approaches\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Managing Employee Wages as Inclement Weather Approaches - Employer Defense Report\" \/>\n<meta property=\"og:description\" content=\"Happy New Year! \u00a0As we get deeper and deeper into the winter season, it is inevitable that the government, schools, and businesses will be closed due to inclement weather at some point.\u00a0 When that happens, many employers…\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.connmaciel.com\/employer-defense-report\/managing-employee-wages-as-inclement-weather-approaches\/\" \/>\n<meta property=\"og:site_name\" content=\"Employer Defense Report\" \/>\n<meta property=\"article:published_time\" content=\"2016-01-05T21:38:47+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-03-20T15:41:24+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2015\/12\/shutterstock_163100954-scaled.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2560\" \/>\n\t<meta property=\"og:image:height\" content=\"1707\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Daniel C. 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