With on-call scheduling being challenged, predictive scheduling laws are gaining momentum in the retail, hospitality, and food service industries.
San Francisco was the first municipality to enact predictive scheduling or fair scheduling rules requiring retail employers to give employees their schedules two weeks in advance and provide predictable hours and on-call pay. Seattle, New York City, and Oregon have since enacted similar legislation and other legislative bodies nationwide are considering predictive scheduling laws for retail, hospitality, and food service companies.
From advance notice, predictable pay, and on-call pay practices to reporting-time pay, split-shift pay, right to rest, and other legal provisions, learn the particulars of current and proposed fair scheduling laws across the country and how they will impact employers in these industries.
Also discover how workforce management technology can help employers in the retail, hospitality, and food service industries satisfy predictive scheduling legislative requirements and improve workforce management:
- Managers can use an automated forecasting and scheduling solution to project sales and labor needs in 15-minute increments to align staffing to demand
- Insight into scheduling needs weeks in advance enables employers to meet advance notice scheduling requirements
- Mobile functionality lets employees see their schedules weeks in advance on mobile devices
- Attestation tools support predictive scheduling compliance
- Analytics tools use daily traffic information to help managers schedule employees to demand and provide better control of overtime, absence, and labor costs
Download this informative piece to learn more about these and other benefits of utilizing an automated workforce management solution to meet predictive scheduling regulations. Preparing now for potential predictive scheduling legislation is a prudent course to take to avoid possible compliance issues later.