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.
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." N.J. Stat. Ann. §
40A:14-214 (link to reproduction below).
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.
Volunteer Responder Statute.pdf (17.01 kb)
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