What's far and just?

This is an interesting discussion.  I'm a manager and while we are all salaried employees, our group operates as "direct charge" meaning I need to have a billing code/customer for each hour of work we perform.  On the most basic level: If no work is performed, nothing gets billed, the group does not receive funds, paychecks cant be sent.

That said, as a manager my approach would be to have a discussion with the employee and see how we can navigate the above issue together - whether that be "shuffling" hours (if they typically work >40 hours, that would easy), makeup hours, unpaid, PTO, etc.  I absolutely wouldn't just put it down as PTO (and actually we don't have the authority to do that anyway).

In reply to SV reX :

I'm trying to get a good answer, but we are exempt from a lot of regulations that the rest of the country has to follow, and none of the unions has stopped this from going on and they're generally good at this sort of thing. 

In reply to Wally (Forum Supporter) :

Don't you work for the Port Authority of NY/ NJ?

The Port Authority has been the flash point of struggle for power and control since 1921, including some unsavory people. It's no shock to me that they may color outside the lines regarding employment laws.

Interesting discussion that I have not read much in great detail but are there any concessions of the area being declared as in a state of emergency? I don't know how FL works but hear there could be ways to get some tax relief or something, not full pay, if the state declared that the area is compromised. 

In reply to SV reX :

I'm with the MTA, very similar but with lawyers instead of the mob so their questionable actions can be  written into legislation. 

In reply to Wally (Forum Supporter) :

Haha!

Thats awesome

Put the cash away, and take unpaid days later.

I'd have probably paid regular wages, unless I was really struggling with cash flow.  I'd also expect a moment or two of extra effort in return.  I scratch your back, you scratch mine...

Makes me happy for where I work. We had an ice storm last February, no power or internet for two days. 

Even though I'm hourly, never even a mention of taking PTO or not getting paid for it. Just pretended like I was there and knew that I'd make up the lost time. 

That is not to say that anyone else here wouldn't also make up the lost time, I'm just glad our manager gives us a more leeway. Didn't force me to use PTO or lose pay for that Mon/Tues, I just worked over the following weekend to make it up.