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rules, or garnishment and levy compliance—we handle it all for you!
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Eliminate manual HR processes with EPAY’s human resource management
solution. Focus on what’s strategically important to your business—your
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* Performance Management System
* Benefits Administration
EMPLOYEE BENEFITS ADMINISTRATION SOLUTIONS
Save time managing benefit plans for your employees while minimizing
compliance risks with the help of our online benefits administration
software. With EPAY’s benefits administration solutions, you can offer
your employees top-notch benefit programs without adding more work to your
plate.
* COBRA
* ACA
* HR Administrative Services
PROFESSIONAL SERVICES
Beyond free premium technical support, we offer a menu of professional
services to help you with your workforce management processes and keep
your business running smoothly. With professional workforce management
services behind your company, you can better monitor the efficiency and
effectiveness of your workforce overall.
* Employment Verification
* On the Cloud
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Even when you’re miles away from workforce activity, EPAY's time and
attendance system gives you complete visibility into your labor data to
help you make proactive and informed workforce management decisions.
* Explore Reporting and Labor Analytics
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PREDICTIVE SCHEDULING COMPLIANCE IN 2022
July 19, 2022 - 10 minute read
How far in advance do you give your employees their work schedules? If it’s less
than 14 days, you could be in violation of predictive scheduling laws depending
on if you operate in certain jurisdictions or industries.
These laws, also known as “fair workweek laws,” are becoming more widespread.
Although each predictive scheduling law is unique, they all share a common
objective: to provide low-wage hourly workers with advance notice of their
schedules. They are designed to give workers more stability and control over
other aspects of their lives, like arranging child care and working at a second
job.
As the name implies, predictive scheduling laws require that employers give
workers their upcoming hours a certain number of days in advance—ranging from
seven to 14—and compensate them for last-minute schedule changes. Predictive
scheduling laws benefit employees with fluctuating schedules, part-time
employees and just about anyone who works for an hourly wage.
While this offers clear benefits to workers, it presents challenges to employers
in fast-moving environments. And even if fair workweek legislation doesn’t
impact you today, it could down the road.
THE RUNDOWN: PREDICTIVE SCHEDULING LAWS 2022
Predictive scheduling laws started surfacing several years ago. Currently,
Oregon is the only state with a law in place, and it applies to employers in the
retail, hospitality and fast-food industries. Since it went into effect in July
2018, many more cities and states throughout the United States have considered
regulations and legislation regarding predictive scheduling policies, and some
cities already have laws on the books.
The following cities have predictive scheduling laws. All are targeted at the
retail and food-service/fast-food industries:
* Chicago
* Emeryville, California
* New York
* Philadelphia
* San Francisco
* Seattle
Furthermore, we’ll likely be seeing more of these laws soon. Connecticut,
Illinois, Maine, Michigan, Minnesota, New Jersey, North Carolina and Rhode
Island have previously or are currently considering legislation.
On the other hand, four states—Arkansas, Georgia, Iowa and Tennessee—have passed
legislation prohibiting their cities from passing predictive scheduling
legislation. Either way, there’s plenty to monitor.
THE BUSINESS CASE FOR PREDICTIVE SCHEDULING
Moving to predictive scheduling can be arduous for employers, particularly if
their managers and/or scheduling software isn’t immediately up to the task. For
example, if your current software doesn’t integrate well with other
applications, it can be difficult for employees to manage everything in one
place. But there is an upside to offering predictive scheduling far beyond labor
compliance.
For one thing, workers like it—and in an age of labor shortages and record-high
turnover, keeping employees happy is the key to keeping one’s workforce
well-staffed.
Furthermore, based on a 2021 fair workweek study done in Seattle, this sort of
increased stability resulted in positive developments in employees’ well-being,
sleep quality and economic stability.
Once two weeks’ notice was required when assembling work schedules, researchers
tracked the impact of this law on local employees compared to employees in other
cities and states that do not have these laws and regulations. Seattle employees
reported a whopping 10 percentage point decrease in reports of material
hardships on the job. In other words, less stress. For employers that operate on
thin margins, predictive scheduling has the potential to be an effective
workforce management tool, not just another way to comply with the law.
HOW TO MOVE TOWARD PREDICTIVE SCHEDULING
There are several steps you can take to move toward predictive scheduling,
including:
* Analyze Your Current Scheduling Practices: If your managers are creating
schedules on short notice and/or changing them daily, find out what’s driving
those changes. For example, if chronic tardiness and absenteeism are the
cause, addressing the root problem will automatically lead to smoother
scheduling.
* Work With Managers to Change Your Procedures: Predictive scheduling may be a
tough adjustment for managers who fly by the seat of their pants. Give them
plenty of lead time, as well as training, to adapt to the new routine.
* Ensure Your Scheduling Software Is Up to the Challenge: Your scheduling
software must be able to apply predictive scheduling laws correctly by
jurisdiction and make it easy for managers to share schedules with staff. It
should generate detailed documentation that allows you to periodically audit
your performance and demonstrate compliance if necessary.
NOT UP TO SPEED ON SCHEDULING SOFTWARE?
Surprisingly, less than half of employers are currently using scheduling
software. Strong scheduling software will:
* Make it easy for managers to create and edit schedules while giving workers
24/7 online access to schedules.
* Allow managers to calculate actual labor costs for each proposed schedule
thanks to a built-in budget calculator.
* Allow workers to bid on open shifts and swap schedules—a proven employee
pleaser.
* Generate reports and—working in conjunction with workforce management
software—provide insightful analytics that help managers improve their
scheduling practices.
EPAY scheduling software was designed for the hourly workforce that is hard to
track and manage. To learn how it works, start here.
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