FLSA outlines a few factors in determining how much an employee needs to be paid for a partial day's work when, as in the case of a power outage for example, their inability to work is not due to their personal need for time off.

Exempt employees need to be paid for the full day if they work any part of it. Non-exempt employees need to be paid for all compensable time, as defined by the FLSA. Some states also have reporting pay or predictive scheduling laws.

The safest course of action is to pay all employees for the full day if they intended to work but could not due to circumstances beyond their control.

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