Parents, workers explore legal options as extreme heat approaches

Why it matters locally: Maine's Occupational Safety and Health Administration (Maine OSHA) would be the primary agency for workers to file complaints regarding unsafe heat conditions, while local school districts across the state will have discretion over heat-related school attendance policies.

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As temperatures are expected to climb significantly over the coming days, parents and workers are asking whether they can legally keep children home from school or skip work during dangerous heat conditions. The answer depends on several factors, including state law, local school district policies, employment type, and the specific circumstances surrounding the heat event. ## School Attendance Parents considering keeping children home during extreme heat face varying rules across school districts. Some districts have specific heat-related policies that excuse absences when temperatures reach certain thresholds. Other districts treat heat-related absences under existing sick leave or emergency absence provisions. A parent holding a child out of school should contact their local district directly to determine whether the absence will be excused or marked against attendance records. School officials retain discretion over attendance decisions. Districts may close buildings entirely if conditions pose health risks, removing the question of individual absences. Parents who withdraw children without authorization may face truancy consequences depending on state and local law. ## Employment Protections Workers in most states have limited legal grounds to refuse work during heat events, though some protections exist. Federal Occupational Safety and Health Administration regulations require employers to maintain safe working conditions but do not set a specific temperature threshold triggering mandatory workplace closure. OSHA enforcement depends on workers filing complaints and investigators determining conditions created hazard. Certain states have implemented stronger protections. California employers must provide access to shade and water during outdoor work and have established emergency standards during extreme heat events. Some municipalities have enacted local ordinances requiring employers to modify work schedules or provide additional breaks during dangerous temperatures. Salaried employees generally have fewer options than hourly workers. An employee with flexibility to adjust hours or work remotely might negotiate temporary changes with supervisors. Union members should review contract language, which may include heat-related provisions. Nonunion hourly workers in states without specific heat protections face greater risk of consequences for refusing work. ## Paid Leave Options Employees concerned about heat exposure should check whether they can use existing paid leave time. Employees with sick leave, personal days, or flexible time off may apply those benefits without triggering disciplinary action. Some employers offer unpaid leave options, though using unpaid time carries financial consequences. Employees denied leave or facing discipline for heat-related absences can file complaints with state labor departments or OSHA. Documentation of the heat conditions and employer response strengthens complaints. ## Health Considerations Extreme heat poses documented health risks, particularly for children, outdoor workers, and individuals with certain medical conditions. Medical professionals recommend limiting outdoor exposure during peak heat hours and monitoring vulnerable populations for heat exhaustion symptoms.