Predictive Scheduling & Fair Workweek: Is Your Business Compliant?

Jennifer Shambroom

Jennifer Shambroom

June 07, 2019

Predictive Scheduling & Fair Workweek: Is Your Business Compliant?

Jennifer Shambroom,
June 07, 2019


This blog was made in partnership with Revel as the third installment in their three-part scheduling series. The article explores predictive scheduling & fair workweek legislation. 

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 United States, 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 across states, but there are some commonalities:

  • 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 help your business comply with scheduling legislation.


Features that Help with Compliance

Deputy can help with compliance with our auto-scheduling feature that:

  • 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 essential for businesses.

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Important Notice
The information contained in this article is general in nature and you should consider whether the information is appropriate to your needs. Legal and other matters referred to in this article are of a general nature only and are based on Deputy's interpretation of laws existing at the time and should not be relied on in place of professional advice. Deputy is not responsible for the content of any site owned by a third party that may be linked to this article and no warranty is made by us concerning the suitability, accuracy or timeliness of the content of any site that may be linked to this article. Deputy disclaims all liability (except for any liability which by law cannot be excluded) for any error, inaccuracy, or omission from the information contained in this article and any loss or damage suffered by any person directly or indirectly through relying on this information.


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ABOUT THE AUTHOR
Jennifer Shambroom
Marketing executive with an 18-year track record of achieving growth objectives within start-up, turnaround, and rapid growth environments. Named Executive of the Year, Marketing Executive of the Year, Shortlist for Most Innovative Woman in Marketing, Advertising and Public Relations, 50 Women to Know in Martech and Mobile Women to Watch.
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