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Hurricane Preparedness for Businesses
"This hurricane season promises to be more active than average." We heard it again this year, just like in 2007 and 2006, which followed in the wake of the history making 2005 season that actually reached into January of 2006. The difference, however, is that while '06 and '07 proved to be unusually quiet, '08 is living up to its' predicted active season status. So, this is not the first time we have kept a weather eye on the horizon this summer as the Atlantic threatens to deliver an ominous blow to any number of various locations in the form of "Ike". We watch, we anticipate, we make our preparations at home, we plan and we wait. What we don't get, much of the time, is specific guidance from our employers as to what decisions to make as the arrival of the storm in our location seems more imminent. Some employers have a certain level of hurricane planning in place that involves how to secure the work place, but the planning stops there in too many cases. Countless times, we watch the skies from our desks as weather conditions worsen, wanting only to be able to be home already. Or, we wake in the morning to our news stations broadcasting appeals from local authorities to please stay off the roads if we can, then are left with trying to make the decision if we are expected at work or not. We fret as we wonder if we will be held in contempt by our fellow workers, or our department managers, if we make the decision it is time to stay secure in our homes, even if conditions do not mandate that decision at that moment. It is incumbent upon all employers to have specifics outlined in the case of a possible threat from a hurricane. Too often, employees are urged to decide for themselves what they are comfortable with in an effort by the employers to show flexibility. What they do not realize is that sets up an environment of office politics that is measured solely by the decision of the one employee who is most willing to try to win favor with the boss by showing their fierce dedication to the job at the potential risk of their own safety, and certainly the safety of others. If there is one person that is willing to ignore the pleas of officials asking us to stay home, then the expectation is naturally set upon all employees to make the same decision. Employers need to firmly define and stand by that definition of conditions that will cause any employee to determine they should either stay home or go home. Perhaps it could be in the form of a wind speed maximum that people should be driving in, or a warning level that is issued for their area. No person should have to feel that their co-workers, or even management, will frown upon the decision to be home. By clearly defining the extremity of conditions that allow any person to make the decision to be home, this removes the probability that tensions will be created in the workplace. Every person is different in their opinions of what is risky behavior, every person is different in what their personal needs may be in the event of damages or discomforts a bad storm may bring, every person is different in the amount of preparedness they need to take ahead of the storm. Only a specific outline of acceptable limitations can avoid one person judging the decision of another. Equally important is the employers need to clearly define their own policy regarding the economics of shortened business hours. Be sure to take the small, extra steps to show your employees that they can trust you are concerned for their welfare. Avoid uneccessary, additional stress in your business's work environment. |
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PLEASE VISIT THE CONTRIBUTOR'S WEBSITE
Perry Photo
Stock and equestrian photography
www.perryphotopics.com
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