Inclement weather can wreak havoc on regular work schedules. Some employees may find it's difficult to commute to work, power can go down and sales may be slow because customers are staying home. Businesses can make the most of workdays and employee attendance by upholding the Fair Labor Standards Act (FLSA) and Family Medical and Leave Act (FMLA) without compensating workers for time they weren't on the clock, according to Business and Legal Resources.

For instance, employers do not need to compensate nonexempt employees for time they are not on the job, the source adds. Therefore, hourly workers are not entitled to wages for scheduled shifts if the business was forced to close or operate on shortened hours. However, exempt employees must still receive their normal salaries if they performed any tasks on those days.

However, supervisors must be prudent with their scheduling decisions because hourly workers are entitled to compensation and overtime wages for any time they spend under their employers' control. So workers that make it in are still guaranteed pay even if owners aren't sure the store will open, or if there is nothing to do. As such, Business Management Daily suggests that employers make a decision about whether or not to close and stick with it, rather than waiting to decide and racking up payroll costs. 

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