Feature Brief: Fair Work Week Functionality
Advanced scheduling features key to compliance
Local and state governments across the country are considering legislation and
regulation on employee scheduling. A handful of cities and one state have already
put rules in place and others are expected to do so in the near future.
While the details differ between jurisdictions and industries, the intent is consistent—
provide hourly workers with more predictable and fair schedules. New rules require
schedule posting as much as two weeks in advance, and records on demand going back
three years or more. Employers must pay premiums for schedule changes and cannot
require attendance with short notice. Employers may also have to provide a scheduling
estimate to new hires and offer new shifts to current employees before hiring.
SwipeClock provides key functionality needed for compliance with new scheduling rules.
Employers can create better schedules that accurately reflect the workforce needed
during each shift, limiting last minute additions or reductions. Employees can request
time off, trade shifts, and sign up for open shifts. In addition to these proactive features,
SwipeClock flags potential violations, enabling schedulers to adjust schedules or payroll as
needed.
SwipeClock Fair Work Week Related Features
Recordkeeping — SwipeClock keeps re-
cords of all schedules, schedule changes
and communications between employer
and employee. These records are avail-
able on demand.
Notifications — employees receive
scheduling notifications via text and
email along with a record.
Scheduling Templates — SwipeClock
supports templates to make scheduling
more predictive. Templates define the
number of employees needed by position
for a particular shift. For example, a
restaurant may have four templates for
the evening shift—weekdays, weekends,
holidays and special events. Templates are
applied when building schedules. Shifts can
then be auto-filled with eligible, available
employees.
Employee Preferences — employees are
more likely to attend a shift if it match-
es their preferences. SwipeClock uses
employee profiles and preferences such as
certifications, locations, qualified positions,
and available hours to drive availability for
shift assignment.
Continued...
Feature Brief: Fair Work Week Functionality
Warnings/Enforcement — SwipeClock can warn when a schedule change may incur a fair
work week violation or when a shift is too soon for ‘clopening’ rules governing time between
closing and opening shifts. Other warnings indicate when employees have expired certifi-
cations, are on time off, or are going to incur overtime. SwipeClock can also automatically
enforce the rules. Employees not covered by the new laws and regulations (e.g., salaried
employees) can be excluded from warnings/enforcement.
Shift Trading — under the new rules employees are free to change their schedules by trading
shifts with other qualified employees. SwipeClock provides this capability through the em-
ployee self-service portal. Trades are automatically restricted to those employees matching
the shift criteria, including overtime restrictions.
Time Off Requests — schedules must account for vacation and sick leave. SwipeClock pro-
vides an easy way to request and approve time off, enabling earlier notification and incorpo-
ration into the schedule.
Reports — scheduling changes initiated by the employer may require premium pay during
the current payroll period. SwipeClock provides a standard report that identifies all potential
violations for review, adjustment or notification to payroll.
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