Tag Archives: policies

Inclement Weather Policy: Know Before You Hire!

Employers: Corporations, Not-for-Profit Organizations, Entrepreneurs, Small Business Owners…..

If you are in the business of providing a service or a product (that should be everyone, and your business is of an essential operation then why are you not prepared for inclement weather? As I continuously watched the local news (Hampton Roads, Virginia), I was amazed to see so many people stranded or involved in accidents while trying to get to work to provide that service or product to the company’s clients. With today’s technology, why aren’t there provisions and procedures set in place for mandatory or essential personnel to keep the employees off the highway in dire conditions such as this snowstorm, i.e. blizzard? Yes, I understand the operation must continue. No work, no money concept has always been a high level threat, but not when it comes to the safety of one’s life, i.e., your most valuable asset – employee.

There are pre-planned processes that should be in place to prevent such a fiasco of a life loss, car accident, etc. Most employees are living paycheck to paycheck. So can you imagine what a totaled car with liability insurance would do to a family? Employees being physically injured and cannot work for a period of time would be devastating to that family. So, why are employees sacrificed to keep an operation afloat? That answer varies, but I can imagine not one answer will outweigh the loss of a personal vehicle, physical injuries, and loss of life or income! Employers, we MUST and can do better.

It is time to review the one paragraph or sentence you have stated under the “inclement weather policy.” Your company handbook, policies and procedures manual should be reviewed annually.

Some things to consider upon conducting this thorough review:

  1. Does the business have to be physically open during inclement weather?
  2. Can the job be efficiently done at the home of the employee?
  3. How much revenue would your company lose if it is completely shut down for a day or even a few days?
  4. What is your attendance make-up policy?
  5. If your area is known for at least one snowstorm and/or hurricane annually, do you have hazardous weather “pay” built into your compensation plan?

As a small business or any business size, you may think your company cannot afford to build hazardous weather pay into the total compensation plan; however, you cannot afford not to have such a plan. Not only does this keep the employee safe and satisfied; it may increase or keep productivity steady, boost your integrity personally and as a business owner. It may possibly elevate the company profile. It does not cost much add hazardous weather pay into your company’s compensation plan and it is absolutely worth it!

Therefore, employers before you hire, please take the time to thoroughly review your inclement weather policy and total compensation plan. Contact Abundant Professional Services for your human resources consulting needs. We stand ready to assist you and your company. Contact us today, get-trained(at)abundantpdtraining.com.


Ramona Taylor, CEO
Abundant Professional Services
– A Human Resource Consulting and Training Firm


Operating A Dysfunctional Human Resources Department

What happens when your Human Resources department is dysfunctional?  What are the repercussions?  Often times a human resources department get comfortable working the daily operations and become idle towards providing updated training to the front line/brains of the corporation.  In adequate training can lead to business failure quickly.  Additionally, with many new small and medium businesses; human resources departments are omitted or improperly staffed.

Your human resources department is designed to keep the company’s best interest at heart.  They are the most valuable asset to the company due to their knowledge of employment laws and procedures. However, if you as the company owner are not training your staff, you are limiting your company’s ability to grow financially and obtain quality employees.

Hiring unqualified human resources employees is a sure way to welcome legal action, expensive employee revolving doors, and improperly trained employees, among a host of other concerns.  The facet of human resources within any company is very complex.  Therefore, untrained and unskilled employees working inside a human resources department is not acceptable.  The standards implemented in your human resources department set the bar for every department and its workers.  Working in a human resources office can be stressful and toxic without proper guidance.  When conflict arises between your human resources staff, it then becomes the job of the director of human resources, owner, or a qualified outsourced agent to resolve any problems.  Leaving any small concerns unscathed will cause a large catastrophe.  

A Dysfunctional Human Resources Department Is A Disservice To Your Company

There is no need to have a dysfunctional human resources department, let’s talk about your company’s training needs. 

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