In today’s business climate, franchisees are under increasing pressure to meet
While these laws are generally viewed as a win for workers rights, the complexity of putting these laws into practice for employers is often overlooked.
Implementing Fair Workweek legislation can prove to be difficult as it requires additional layers of administration and employer oversight. Now
in just a short period of time, employers in several parts of the country (New York City, San Francisco, Emeryville, Seattle, and Oregon state) must shoulder the burden of enacting all requirements of the legislation in order to be compliant with the laws.
Legal requirements include
While working through these regulations can prove challenging, one item of note is that employee-initiated shift swaps are not governed by this legislation. Shifts posted by employees who choose to request coverage on shifts they are unable to work are exempt from the two-week advance notice requirement. Apps such as Shyft facilitate this type of worker flexibility, allow for manager approval, and create the electronic records necessary for compliance. Shyft’s app is far more practical than other methods such as Facebook groups or text messages and has been proven to reduce callouts and no-shows.
The time savings
Additionally, compliance with these laws — though challenging — can, in turn, increase employee morale and improve recruitment and retention. This means reduced investments in staffing, hiring and training.
Franchise owners have a lot of obstacles in managing their business and relationships with their corporate partners. Staffing and scheduling is only one component of the demands they must overcome in order to run a sustainable business. Simply put, Shyft can alleviate scheduling headaches and lighten the additional workload brought on by Fair Workweek legislation.