By John E. Thompson
In thinking-through and implementing their recovery plans in the wake of Hurricane Sandy, employers will want to review our August post summarizing a number of federal Fair Labor Standards Act issues that typically arise following a natural disaster.
Readers will recall our typical reminder that the requirements and limitations of other laws must also be taken into account. This is especially important where Sandy’s impact is concerned, because the laws and regulations of some jurisdictions in the hardest-hit areas are often different and/or much tougher on employers than the FLSA is.
Be sure to consider all relevant directives
As just one example, New Jersey law provides, “No employer shall terminate, dismiss or suspend an employee who fails to report for work at his or her place of employment because he or she is serving as a volunteer emergency responder during a state of emergency declared by the President of the United States or the Governor of this state or is actively engaged in responding to an emergency alarm … ,” subject to certain notices and verifications.
This law does not require an employer to pay for the time missed (although treating some such time as unpaid might create problems under other requirements, such as the “salary basis” principles applying to certain exemptions under the FLSA), but it does say that “a volunteer emergency responder may charge his or her absence as a vacation day or a sick day, if the volunteer has such days available.” (New Jersey. Stat. Ann. § 40A:14-214)
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The important take-away is that employers should be sure to consider all of the relevant directives and prohibitions as they decide how to proceed. Haste and conventional wisdom could lead to trouble down the road.
This was originally published on Fisher & Phillips’ Wage and Hour Laws blog.