Snow: How to prepare for inclement weather

What is the best way to tackle poor or extreme weather conditions and inevitable snow day?

During extreme weather and generally untraversable conditions such as snow it is wise for organisations to have bad weather policies and procedures in place. 

For many workplaces, extreme weather also inevitably means that many employees aren't able to get to their usual place of work or office. For a country that usually enjoys clement weather conditions, HR managers may not have much experience in dealing with staff calling in for a ‘snow day’. But with the winters likely to worsen over the coming years, it would certainly be wise for businesses to have bad weather policies and procedures in place. 

What should be included in a bad weather policy?

Bad weather policies should include:

  • Guidance about what employees should do if they’re struggling to travel into work (be it on the roads or public transport) 
  • Details of who to contact and how (email, telephone call, text message etc.)
  • Whether working from home or flexibly would be an option
  • If they will be paid if they miss work and when employees might be subject to disciplinary action. 

These policies should be well-publicised ahead of any expected bad weather and easily available to read. 

Generally, when the bad weather hits, its advisable for employers and HR departments to use common sense and, thankfully, lots of businesses now have the technology infrastructure to allow people to work from home.

As with many situations, having a clear and concise plan in place before the first flakes of snow start falling is the best option. Plan for the worst – office closures and employees struggling to make it in for a couple of days – and any minor disruptions will be easy to cope with. 

To read the full article by Chris Cook originally published on People Management, click here. 

CONTACT CHRIS

If you would like more information or advice relating to this article or an Employment law matter, please do not hesitate to contact Chris Cook on 01727 798089.

Read SA Law's latest employment views & insights
Stained glass window Employment SA Law
Views & Insights
McDonald’s CEO leaves firm after workplace romance

Keely Rushmore comments on the climate around work romances and that employers must strike the right balance.

Read More
Stained glass window Employment SA Law
Views & Insights
Diversity & equal opportunities in the media: New disclosure proposals for broadcasters explained

Keely Rushmore writes for leading HR publication People Management about the implications of broadcast employers revealing figures on gay and transsexual…

Read More
Stained glass window Employment SA Law
Views & Insights
What does the law say about whistleblowing?

News that HS2 is considering taking legal action against workers for leaking confidential information throws the spotlight on legislation in this area,…

Read More
Stained glass window Employment SA Law
Views & Insights
A legal look ahead to 2020 policies

Following our recent HR Forum, our employment team look at the policies we expect to see in 2020.

Read More
SA Law View and Insights books
Views & Insights
Chambers & Partners adds to our good directory news for 2020

Glowing feedback from clients and peers across the board for SA Law's Family, Litigation, Real Estate & Employment teams in Chambers & Partners.

Read More
SA Law View and Insights books
Views & Insights
Success for SA Law in Legal 500 2020

We are delighted to share that we have held our position in all of our main practice areas in Legal 500.

Read More
Stained glass window Employment SA Law
Views & Insights
Are teen influencers being exploited?

Keely Rushmore comments on BBC News about teen influencer Danielle Cohn: What are the employment laws for children under 18?

Read More
Join our mailing list

Want our latest views & insight along with exclusive event invitations and much more sent directly to you?

Read More

© SA LAW 2019

Every care is taken in the preparation of our articles. However, no responsibility can be accepted to any person who acts on the basis of information contained in them alone. You are recommended to obtain specific advice in respect of individual cases.