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Staff Handbook - Severe Weather and Disruption to Public Transport Policy

Updated: Jun 29


This Severe Weather and Disruption to Public Transport Policy is intended to cover the scenario in which employees have difficulty commuting to work as a result of severe weather or disruptions to public transportation.


Suppose an employee does not show up for work or arrives late because of inclement weather or disruptions to public transportation.

In that case, the employer has the right to treat the absence as an unauthorised absence, which means that the employee does not have the right to be paid for the time missed from work. This applies even if the employee has a valid excuse for not reporting to work.


However, both severe weather and disruption to public transport are situations which are out of the employee’s control. Therefore, the employer ought to proceed with the utmost caution; before withholding the employee's pay, an investigation should be conducted into the reasons for the employee's lack of attendance.


When a Severe Weather and Disruption to Public Transport Policy is in place, it not only provides employees with a clear expectation of what is expected of them but also helps lessen the likelihood of confusion and potential conflicts.

本《恶劣天气和公共交通中断政策》旨在涵盖雇员因恶劣天气或公共交通中断而导致上下班困难的情况。


假设由于恶劣天气或公共交通中断,雇员没有来上班或迟到。

在这种情况下,雇主有权将该缺勤视为未经授权的缺勤,这意味着该雇员无权获得缺勤时间的报酬。即使雇员有正当理由不上班,这也适用。


然而,恶劣的天气和公共交通的中断都是雇员无法控制的情况。因此,雇主应该极其谨慎地行事;在扣留雇员的工资之前,应该对雇员不出勤的原因进行调查。


当恶劣天气和公共交通中断政策到位时,它不仅为员工提供了一个明确的期望,而且还有助于减少混乱和潜在冲突的可能性。






Disclaimer

The following templates are offered solely for educational and informational reasons:


✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.


✅ Before disseminating the policy to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the template itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).


✅ You must maintain open lines of communication with your legal counsel to obtain the attorney's assistance in analyzing the terms of the policy in light of any potential legal ramifications.


免责声明

以下模板仅出于教育和提供信息的目的而提供: ✅ 请注意,即使这些材料是有帮助的,也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站,而每个企业都是独一无二的。因此,也建议你向你的律师或人力资源顾问查询,以确保你的法律解释和决定适合你目前的情况。

✅ 在向员工传播政策之前,强烈建议雇主事先让律师进行审查,尤其是如果该模板本身具有诉讼性质,有潜在的法律影响,并且对员工有个人影响(例如,安全程序)。 ✅ 你必须与你的法律顾问保持开放的沟通渠道,以获得律师的协助,根据任何潜在的法律影响来分析政策的条款。


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