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Compensating Employees for Time Off Due to California Fires



by Marie Burke Kenny
Procopio, Cory, Hargreaves & Savitch LLP - San Diego Office

May 21, 2014

Previously published on May 19, 2014

Southern Californians are struggling to cope with the significant losses and other challenges caused by the recent fires. Many employees were forced to miss work due to mandatory evacuations or due to school closures. Employers in several areas were asked by civil authorities to shut down operations or to allow employees to stay at home. In some areas, utility interruptions or failures have disrupted business. A number of employers have elected to compensate their employees as if there has been no interruption in operations, while others have yet to decide the best course for their businesses. Regardless, employers are advised to be aware of the rules governing the compensation of employees in these circumstances. The rules for the payment of exempt and non-exempt employees differ significantly. The rules also vary depending on the circumstances surrounding the employee's absence. The following is a brief overview of the general rules.


 

The views expressed in this document are solely the views of the author and not Martindale-Hubbell. This document is intended for informational purposes only and is not legal advice or a substitute for consultation with a licensed legal professional in a particular case or circumstance.
 

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Procopio, Cory, Hargreaves & Savitch LLP
 
San Diego Office
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Labor & Employment
 
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