Depending on where you live, you may have spent the better part of this past week digging out from a huge snowstorm. Sure, it started out pretty, but by Day 4 or 5 everyone’s nerves started to wear a little thin.

And what about your business? If the roads are closed and the buses and trains aren’t running, it’s extremely difficult–if not impossible–for your employees to get to work. Add to that all the parents who need to stay home when school is called off.

Do you stay open? Do you allow people to work from home? Do you pay them for the days they are not there? Who decides whether or not employees come in?

All good questions–and when the bad weather hits, they’re usually the questions you wish you had answered ahead of time. That’s why it’s a good idea to have an inclement weather policy.

Some points to consider:

• Non-exempt employees (those covered by the provisions of the Fair Labor Standards Act and usually paid hourly) generally are not paid for days they do not work. Exempt employees (more often professional and managerial types) are paid.
• Make it clear that if you declare a “work from home due to bad weather” day, you expect people to work. Frequent phone calls and emails can help you gauge productivity. It’s not a vacation day in disguise.
• While we’re at it, let’s talk about who decides if it’s a “work from home due to bad weather” day.  Short answer: the person in charge.

Of course, flexibility and understanding are always important — but so are laying out a clear set of expectations when the unexpected happens.