down operations for part of the week due to inclement weather or other emergency. There are limited exceptions to this general rule.  For example, if an employee has accrued vacation or paid time off, the employer may reduce the amount of paid time off available to the employee, provided the employee receives payment equal to his or her regular salary.  If an employee has exhausted his or her allotment of vacation or PTO, however, and the employer shuts down operations for less than a week, the employee's full salary for that week still must be paid.  If the employer remains open for business but the employee is unable to make it to work because of inclement weather or any other personal reason (other than sickness or accident), an employer may lawfully deduct a full-day's pay from that employee's salary as long as the employee does no work from home.    Employers need not pay exempt workers for full weeks in which no work is performed, whether due to an emergency, a shutdown, or for any other reason. Aside from the FLSA, there are state law nuances at play.  For example, both New York and New Jersey have "reporting time" or "call-in" pay laws requiring employers to pay certain amounts to non-exempt employees who show up for work and the employer has no work to be performed -- even if the employee reports to work five minutes after the workplace closes.  In New York, an employer must pay the lesser of four