Bringing the human back to Human Resources.

Why having an Inclement Weather Plan and Policy can keep you from being blown away by bad business practices.

By Sonya Atkins-Goodman, Founder

When bad weather disrupts business operations, it can be difficult to figure out how to respond in a timely manner. Having an inclement disaster plan and policy in place can help employers and employees stay ahead of the curve when bad weather disrupts business operations. It also creates a mutual understanding of how disasters or inclement weather can impact pay and attendance.

Creating a disaster plan can be a daunting task, but it is essential for business operations and employee services support.  This means you have outlined the rules, expectations, and operating procedures when disaster strikes. It is especially important because inclement weather can make it hard to predict when it will happen or how long it will last.

In the event of inclement weather, employers must be prepared to provide a safe working environment for employees. Employers should have a plan in place that outlines what kind of safety measures should be taken, such as providing emergency preparedness training or having an emergency response team in place.

Additionally, having a plan in place helps employers to be more supportive of their employees during times of disaster or inclement weather. If a natural disaster strikes, employers should provide employees with a list of resources and contacts that they can use to get information and support. Additionally, employers should have a plan in place to assist employees in their recovery efforts. This could include providing financial or emotional support, or simply offering a listening ear.  Having a plan in place that is well-communicated and well-executed can have a significant impact on the employee’s experience as they may already be facing the stressors of recovery efforts.

When developing these plans and policies, there are several issues from a business operations standpoint that should be considered.  For example, determining how employee or client data will be protected and stored or any compliance requirements that may be applicable.

If you are unsure where to start in developing a plan and policies of this nature, start with your Human Resources or Risk Management Department.  If you do not have these departments within your organization, hiring a consultant to help provide guidance for developing a plan and policies may be worth the peace of mind.  After all, failure to prepare is preparing to fail. There are also public resources through FEMA,, and the National Weather Service to name a few.

Disaster does not wait for you to plan.  By taking the time to develop an inclement disaster plan and policy, employers can be prepared for whatever Mother Nature may throw at them.