EveryBusiness HR Essentials, a wholly-owned female minority-owned business, strongly supports racial equality and peaceful protest.

This month State and City Government officials set a number of early closures interrupting the operations and hours of many businesses. What is the impact of early closures on hourly employees and what must employers know?

What is a “Curfew” and what should businesses do? A curfew is an executive order, which prohibits any individual from physically being in public places or areas during and between set times with exception of peace officers, firefighters, the National Guard or other military personnel, individuals traveling to and from work, individuals experiencing homelessness, and individuals seeking medical services.

Suggested Tips:

  1. Communicate to employees you intend to comply with curfew order and outline guidelines for early closing of business.
  2. Release employees 1-2 hours prior to established curfew to allow employees sufficient time to get home or safe place by set curfew time.
  3. Non-exempt (hourly) employees should be paid for time worked during the shortened workday.

Some companies choose (not mandatory) to pay 8 hours of work if an employee usually works full-time hours, despite the employee not working the entire workday during such a circumstance.


How do Businesses effectuate positive change and support employees during a crisis?

In the midst of a global pandemic and national and local civil unrest, many employees look to their employers for support and guidance. How can employers be socially responsible in providing proper support and resources to their employees while contributing to inclusion and diversity both inside and outside the workplace?

  1. Transparent communication with diversity and inclusion as a focus

While protests against racism and discrimination continue, employees will naturally not only have strong opinions of their own but also want to know where the company that employs them stands.

  • This is an opportunity for employers to show empathy in their communication and remind employees that discrimination is unlawful.
  • EEO and Anti-Discrimination Policies: Employers should have well written Equal Employment Opportunity (EEO) and Anti-Discrimination policies that comply with guidelines set by the U.S. Equal Employment Opportunity Commission (EEOC) and state agencies of where company conducts business.
  1. Diverse Leadership Team: Companies that implement strong EEO and Anti-Discrimination policies and “walk their talk” also employ a diversified team of executive leaders to promote and enforce inclusion and diversity throughout.
  2. Inclusion and Diversity Training: The EEOC recommends that employees at all levels within the company be trained on inclusion and diversity, the company’s EEO and Anti-Discrimination policies, and be held accountable for behavior that violates these policies.
  1. Employee Assistance Program (EAP): Some employees may naturally become distressed and overwhelmed with emotions in coping with acts of discrimination, whether directed at them or not. Employers should widely disseminate the company’s EAP information so employees may have the proper outlet. Providing avenues for professional intervention to employees is also a way to manage performance.

Please contact EBHR if you have questions or concerns related to this topic at [email protected]