How to handle post-Sandy payroll, leave and work continuation

{{eval var=$ImageLine assign="Image1"}}{{$Image1|replace:'#Name#':"sandy1.com"|replace:'#Width#':"460px"|replace:'#Height#':"300px"|replace:'#Orientation#':"left"|regex_replace:'/#CaptionLine#(.*)#\/CaptionLine#/':""|replace:'#CaptionWidth#':""|replace:'#CaptionHeight#':""|replace:'#CaptionOrientation#':""|replace:'#ImageCredit#':"Bloomberg"|replace:'#AltText#':""}}  As several states and scores of employers begin the difficult task of rebuilding and/or restoring life and business after Hurricane/Superstorm Sandy’s devastating effects, it seems trivial to ask questions about things like employee classification and FLSA rules. However, correctly handling such issues is key to making sure employers get back up and running as quickly as possible, and can ease employees’ minds as well. After all, if you have to rebuild your home, the last thing you want to worry about is getting your paycheck on time. 

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