When disaster strikes, smart employers have contingency plans in place to keep the business running. Such plans need to account for the kind of emergency facing the organization—and how it will handle the needs of disabled employees during and after the disaster.
THE LAW: Several federal laws may affect how available all staff remain during and after natural disaster emergencies. Therequires employers to provide unpaid leave to eligible employees for clearly delineated reasons that may come into play when disaster strikes.
Major disasters may require National Guard or military reserve deployment, forcing employers to cover for highly trained personnel. Many states require employers to grant time off for volunteer first responders to help when disaster strikes.
WHAT’S NEW: A string of natural disasters have plagued the United States last year, ranging from floods and wildfires in Colorado to major tornado outbreaks a...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- No joint employer liability under ERISA
- Are we required to grant a former employee access to his personnel records?
- FMLA: When You Can Refuse to Reinstate a Worker
- No unemployment benefits if employee quit before you had a chance to fix problems