re: should a job give you back the days you missed due to the flooding?

No

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Me wonders what kind of small business owner has the time to troll other equally as stupid posters on TD during work hours.

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I've never claimed to be a small business owner. So. There tat.

It would happen in a highly advanced society but it's not feasible to mandate it in our almost free-market society.

One way to do it would be to mandate or set aside insurance money to pay companies for missed work during major disaster so they can continue to pay their employees.

Not many business owners here. Just a bunch of people that prob do the bare minimum at work.

So why should a company, most likely dealing with their own losses, bend over for employees? And sometimes already do it any way when there isnt a huge community disaster.

In case people already didn't know this, some businesses were fully operational in parts that didn't flood, and still had to close. Majority of the employees were dealing with losses and were not forced to come to work, but because of not having enough people the business didn't open and in turn is taking a loss.

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There is business interruption insurance, but I don't know if it covers employees needing to be out as a result of a catastrophe.

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Which is part of the business owners policy, which does not cover flood losses, so no not in this case would be paid. Flood insurance only pays loss of structure and contents if you had both covered, then at only cash value and not replacement value


Think about that for awhile and let it soak in.

What about the workers that showed up for work?

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really don't understand how a business is run and how payrolls work.

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Oh for fricks sake, the entire premise of this thread is should companies require you to use PTO in an emergency. The bleeding hearts here say that some companies operate on such razor thin margins that they can't afford to give employees additional PTO.

I'm well aware of how PTO works, it's included in your labor burden calculations which also include insurance, workers comp, and all the other fringe benefits. Typically the rate is between 35-53% of hourly charges.

But my entire argument is if you are operating on such razor thin margins that you must get paid weekly on invoices and cannot go three days without billable activities to collect revenue on to afford to give employees time off, then you probably don't have the cash in the bank to pay those employees PTO either.

For most companies I've worked for, PTO is accrued per pay period. You earn X hours per week. Basically this is the billable rate your employer is recouping the PTO time from revenue. Most companies I've worked for also let you take that time on day one of the year. You get two weeks, you can take two weeks on Jan 1. So the company spends the rest of the year recouping that money it's invested in you.

So once again, of a company operates on margins so thin that it literally cannot pay people for a few days during an emergency, knowing that most businesses are going to see a huge uptick in business over the following couple of weeks, then you probably need to start looking for another job.

And once again, I'm salaried. I have yet to work for a company when I'm there til 7pm or working all weekend come to me and say "Prez, you've done enough and please go home. " So those a free hours Im giving my employer. The first time I'm asked to take PTO for a natural disaster, I'm probably looking for a new job. My most important asset is my people. I know most of them, myself included, are going to be working long hours to not only deal with the delays of this past week but also the additional work we're going to pickup. I'll be damned if I start nickle and diming them now.

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On this subject, the gulf between my knowledge on the subject and yours is enormous.

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Is that why all you do is try to insult me instead of giving an explanation for why what is asked you is wrong? I'm guessing you don't have an actual answer so you just hide behind the insults.

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I'm well aware of how PTO works, it's included in your labor burden calculations which also include insurance, workers comp, and all the other fringe benefits. Typically the rate is between 35-53% of hourly charges.

But my entire argument is if you are operating on such razor thin margins that you must get paid weekly on invoices and cannot go three days without billable activities to collect revenue on to afford to give employees time off, then you probably don't have the cash in the bank to pay those employees PTO either.

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All of that.