Hurricane Sandy is a looming emergency for much of the East Coast, causing the closure of many private and government offices and crippling transportation. 

It may be impossible to ever be completely prepared for catastrophic emergencies. But employers can take proactive measures and should also be mindful of employment law obligations.

• Plan in advance for how you will handle office closings – including who the final decision maker will be and how you will communicate the closing. Decide if there are alternative workplaces available or if employees can work from home.
• California employers must have an Emergency Action Plan in place.
• Emergency rescue personnel may be eligible for time off under California law 
• Consider pay issues for exempt and nonexempt employees related to office closures.
• Employees may be entitled to time off to deal with any serious health conditions that occurred as a result of the disaster. They may be eligible for time off for themselves or to care for family members under the Family Medical Leave Act or California Family Rights Act. Also, depending on the nature of any injury to an employee, employers may potentially need to reasonably accommodate the employee under the Americans with Disabilities Act and state Fair Employment and Housing Act.