More Emergency Closing Challenges—and an HR and Comp Managers’ “Multi-Tool” to Get You Through

In an emergency closure, ordinary procedures are usually disrupted. Here are key processes you need to have in place to keep things going:

Notification

Notification is a problem because disasters disrupt routine means of communication. Have a written policy in place that instructs employees on how they will receive notice of a closing, for example, through a local radio station, a special telephone number, a telephone chain, or a notice on the company website.

Alternate Worksite

Have a plan to communicate where the alternate workplace is located and when employees should go there.

A Way to Pay

HR must get paychecks to employees, even when the business is closed. Employers may want to create a disaster info sheet that compensation staffers can keep at home that includes home and cell phone numbers for key HR managers, IT staff, payroll suppliers, and banks.

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Direct Deposit

Employers should contact their payroll vendors for guidance on providing direct deposit during emergencies.

Benefits

Check to see that your benefits vendors have disaster plans. Find out what they are, how they affect operations, and how employees interface with them during a disaster.

A Comp Manager’s ‘Multi-Tool’

Of course, disaster pay is just one aspect of a comp manager’s job. How does a manager handle that and all the rest?

How about a “multi-tool”— a compensation manager’s version of one of those knives with a blade for every purpose.

The multi-tool we have in mind deals with everything from disaster pay to regional pay rates to exec compensation and benefits. It’s the classic BLR program, Employee Compensation in [Your State], which thousands of HR and compensation pros have depended on for more than 20 years.

(The “[Your State]” refers to the fact that a separate edition is published for each of 43 U.S. states, plus the District of Columbia. So if you live in Illinois, Employee Compensation in Illinois is the reference you receive.)

Each edition of the Employee Compensation in [Your State] service contains these key elements:

Recommended Rate Ranges for Hundreds of Jobs, Localized for Your State and Region. Based on annual surveys and official data, the Employee Compensation program provides minimum, midpoint, and maximum rates for both exempt and nonexempt positions. These rates are local for your state, region, even city. You shouldn’t pay the same in Manhattan, Kansas, as you do in Manhattan, New York. This program makes sure you don’t.

A to Z State and Federal Law Comparisons. Comp and benefits are regulated by a tangle of laws. Employee Compensation offers an alphabetically arranged set of analyses on how these laws apply to common topics. Look up “ERISA” or “overtime pay” or “workers’ compensation” and you instantly have a plain-English explanation of how the controlling laws apply to you.

A Full Job Descriptions Program. Employee Compensation offers a complete tutorial for setting up a job descriptions program. Many ADA-compliant sample descriptions are provided, ready to copy and use.

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Don’t just look at national data for salary guidance on hundreds of jobs when you can have specific data for your state. It’s in BLR’s famed Employee Compensation in [Your State] program. Try it on us! Here’s how.

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Updating at No Extra Cost. The program price includes 6 updates a year (for which others charge extra), plus annual survey reports of exempt and nonexempt compensation and benefits, including detailed results of the pay budget survey. A monthly newsletter offers even more updating.

Click the links below and you can see samples of the program and newsletter, as well as a full table of contents of what’s included.

The program is priced affordably for small companies as well as large, at about $1.50 a working day—That’s coffee money for just about every form of information most managers need to run a competitive and efficient comp/benefits program.

You can check out the entire program in your own office for up to 30 days, with no need to buy. (We even pay return postage.) Just click here, and we’ll be happy to set things up.

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