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Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Nonexempt employees are normally not required to be paid for time not worked. However, some states have call-in/reporting pay laws which require employers to pay nonexempt employees a minimum number of hours when they are called in and/or report to work and work less than their scheduled shift. When implementing such a policy, employers should review and ensure compliance with these laws. Exempt employees must be paid their full salary when the business closes or opens late due to inclement weather. See a)
General Rule here. Nonexempt and exempt employees may be required or allowed to use paid leave during business closings however employers should review state PTO/vacation laws to determine if any conditions apply such as advance notice on required leave.
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