What is Fair Workweek?
Fair Workweek, also known as Predictability Pay, is a set of regulations designed to create a more stable, predictable working environment for hourly employees. These laws target service-based industries such as hospitality, grocery, and retail. Fair Workweek laws vary by city or state, but they have the following base requirements in common:
Provide employees with schedule and shift information in advance. Avoid last-minute schedule changes.
Calculate an accurate Good Faith Estimate of expected hours worked per week.
Employees are not permitted to work “clopen” (close-to-open) shifts.
Pay employees premium fees for any compliance breaches.
Provide existing employees with new shift opportunities before new hires.
Compliance breaches only occur for employer-driven actions and most commonly take the form of last-minute schedule changes. If an employee requests a last-minute change or agrees to a sudden schedule change, they are not eligible for premium pay.
Harri offers the most cohesive solution on the market to support operators in navigating the operational burden Fair Workweek regulations impose
Empower your teams with the ability to manage schedules, monitor scheduling fees, and properly report premium pay.
What does Fair Workweek
in San Francisco look like?
Businesses in the San Francisco jurisdiction must adhere to the following Fair Workweek regulations.
Advanced notice scheduling
Schedules must be posted 2 weeks in advance in the workplace or distributed electronically (assuming employees have access to view digital schedules).
Good Faith Estimates
Employers must provide new employees with written Good Faith Estimates that include the employee’s expected:
- Minimum number of scheduled shifts per month
- The days the employee will be expected to work
- The length in hours of those shifts
New shifts and additional hours must be offered to existing employees before new hires are made or staffing agencies are contacted.
Premium payments for San Francisco businesses:
- Schedule change made with <7 days notice. Pay the employee a premium of 1-4 hours at the employee’s hourly rate.
- Employee scheduled to be “on-call” but isn’t called into work. Pay the employee a premium of 2-4 hours at the employee’s hourly rate.
Managing Fair Workweek with Harri
Preparing for Fair Workweek
Manage these complex regulations in a proactive fashion, both from a scheduling and a timekeeping perspective, allowing operators to more effectively schedule and manage teams, while minimizing the risk of non-compliance. Download a free Fair Workweek Checklist to audit your current schedule & Fair Workweek provider.
This complete guide will thoroughly explain what the Fair Workweek ordinances means, a breakdown by cities putting it into practice, and the Harri solution.