Predictive Scheduling & Fair Workweek: Is Your Business Compliant?

Revel Blog | Revel | June 5, 2019 |

Industry Insights and Trends

The third installment in a three-part scheduling series, this article was guest-authored by Deputy, a Revel workforce management integration partner. The article explores predictive scheduling & fair workweek legislations designed to ensure employers conduct fair scheduling practices for their employees.

Prioritizing Compliant Scheduling

Running a business comes with a number of challenges, from ensuring a healthy profit margin to promoting a healthy work environment. Another critical area for business owners—especially those within the United States—includes the use of efficient scheduling practices.

Recently scheduling has taken on legal prominence in the U.S., with predictive scheduling and fair workweek legislation sweeping the country. Predictive scheduling laws require employers to give advance notice when posting a schedule. Fair workweek laws promote workplace flexibility and protect against unfair scheduling practices. It’s important for business owners to prioritize and comply with local scheduling laws, not just to avoid legal implications, but also to foster a better work environment for employees.

Staying Compliant

New York, Oregon, San Francisco, and Chicago are just a few states in which business owners are expected to follow new rules in regards to their scheduling practices.

Predictive scheduling legislation varies geographically, but there are a number of commonalities in the requirements found across all states:

  • Employees must be given at least two weeks advance notice of their work schedules.
  • Employees have the right to a specific number of hours to rest between shifts for shifts spanning more than two days. Employers must also pay a higher rate to employees who opt to work within their rightful rest period.
  • Suitable current employees must be offered the option to work additional hours before an employer can hire new employees to work those hours.
  • When an employee makes themselves available for work for shifts unconfirmed by an employer, the employer must pay the employee for the hours the employee prepared to work, even if the shift is cut from the schedule.

There’s good news: workforce management solutions, like Deputy, are built from the ground up specifically to keep your business in compliance with scheduling legislation.

Features That Will Keep You Compliant

Deputy can keep your business compliant with it’s auto-scheduling feature, which does the following:

  • Offers one-click scheduling, enabling you to let employees know of shifts weeks in advance.
  • Lets you set up customized scheduling rules to meet business and compliance requirements. Once rules are set up, auto-scheduling will create optimized schedules every time.
  • Removes the guesswork from how many employees you’ll need for shifts. The software studies past demand signals—like sales, foot traffic, and bookings—and shows you exactly how many people you need to have on hand.

Deputy’s on-site time clock makes it easier than ever for employees to clock in and out, and helps you manage employee breaks. The time clock offers you full transparency with when (and where) arrive and depart, as well as when (and if) proper breaks are taken.

Save Time With Efficient Scheduling Practices

Inefficient scheduling practices not only waste valuable time, they also leave your business vulnerable to scheduling legislation infractions. That’s why implementing a workforce management software solution, like Deputy, is so useful for businesses. It saves you time while keeping you protected.