1. There is a prediction for a huge storm.- not many snow storms here, February 2021 was one, I live 5 miles from the office, I made it, 2 out of 4 employees made it (they live close by), partner lived 30 miles away she did not make it and the other 2 employees that did not make it didn't due to kids not being in school. We paid the 2 that made it and not the 2 that didn't. We are more prone to Hurricanes! I have in the past paid when it was declared unsafe for people to not come in like with Harvey. I feel it depends on the current situation. I don't want to punish those that live further out or have younger children but that is their life choices.

2. Never did a half pay like you discuss but like the idea. Again, I think it is up to the scenario, is it unsafe, has the local GOV/Transportation Dept declared it unsafe? In 2/2021 TxDot said the roads were unsafe stay home, I think this opens up your own liability if you incentivize them to try and come in. I told my stay to come in if they wanted, we canceled all patients. I went in to try and get caught up some. The 2 employees that came in did the same thing and they are very loyal to the

3. They make it into work -- work until 2 pm- I wouldn't normally pay in this situation but if we were all going home then I would.

4. I have never made someone leave because we are slow. I hated that when I was a nurse at the hospital. I will ask if they want to go home and then if they do will deduct from their PTO.

Good Answers from Marc@AC, agree with serene

Wendell365 for COVID I did the PPP loan and had this loan forgiven, I really didn't need the money at the time because we had not slowed down. I kept this money separate from the company income. I have it broken down by employee, based on their hourly rate. I got it in case myself or others were out with COVID. As it happens, a long time employee got COVID and her husband died from it in 2/2021. With the PPP funds I was able to keep her paycheck the same for the whole time she was out without need to take from her vacation or personal sick time. One of her children later got it in August and I was able to help her again because she had not used her full portion of the PPP funds. I had 2 more employees go out with COVID and they got theirs as well.

I have an employee who's daughter has been diagnosed with osteosarcoma. We kept her on the payroll while she was getting things arranged and finding financial help with this diagnosis. She could not work at first with this diagnosis and COVID raging at the time. She could not risk the exposure. I used funds from her PPP share and what others donated to her to help her get through this time. She came to me the other day and resigned because she can no longer work and take care of her child at home. I was glad to be able to pay her even when she could not be there. The other members of the staff agreed to this as well. We are more of a work family unit and feel they would try and do the same for me.

I think all of these answers may be subject to the labor laws federal and state and hope none of us are doing anything that could get us in trouble!