1. Meet with your HR provider and review a plan of action in the event of a storm.
2. Set-up (or test) your emergency information line (a/k/a severe weather line) is working and that all HR staff know how to use it. Ensure that an employee is assigned to update it frequently in the event of inclement weather conditions.
3. Ensure your employee facing web site is working and that all staff know how to access it. An IT employee should be assigned to update the site frequently before, during and after a storm as a means of communicating with all employees.
4. Meet with you HR provider to review plans for payroll/ cash distributions following a storm event; benefits-related issues (i.e. health care provider plan for prescription drugs and waiving copay, 401(k) hardship/storm-related withdrawals, out-of-area medical networks availability and waiving of co-pays, etc.).
5. Update all employee addresses, phone and emergency contact lists and distribute a copy to all members of your HR team.
You may have noticed a common theme from our recommendations, the key to maintaining your business during and after a hurricane is communication- and lots of it. With your HR leaders, with your Sr. Leadership team, and most of all with your employees and customers. Have a plan for what to do in the eventuality of a storm, rehearse it, and if the time comes- execute it.