Labor Compliance
Software for Hospitality

Harri is the ultimate labor compliance solution for restaurants, hotels, and hospitality businesses. We make compliance easy so you can focus on serving up a great guest experience.

Labor Compliance Overview

Labor compliance represents one of the most difficult challenges for hospitality operators managing an hourly workforce. Compliance in the workplace never boils down to one single law. Labor compliance represents a blend of regulations covering everything from predictable scheduling to anti-discriminatory practices.

Labor compliance related to scheduling and breaks

Fair Workweek
Predictive scheduling
Break wavers and right to rest periods

Anti-discriminatory labor compliance

Equal Employment Opportunity Commission (EEOC)
At-will employment
Just cause and progressive discipline
Minor and Selected State Child Labor laws

Labor compliance related to wages and workplace conditions

Fair Labor Standards Act (FLSA)
Occupational Safety and Health Administration (OSHA)
$15/hr minimum wage
Tip credit and tip pooling
80/20 rule

Why is Labor Compliance Important in Hospitality?

We all know that violating labor laws can quickly add up to hundreds of thousands of dollars in legal fees and employee payouts. But can labor compliance for restaurants, hotels, and hospitality bring proactive business benefits? The answer is with an all-in-one HCM solution.

Although restaurant operators may see labor compliance as a hassle, labor laws were built to create a better employee experience. As such, restaurants, hotels, and hospitality businesses that are fully labor compliant tend to see high-performing team members, lower turnover rates, and higher guest satisfaction.

All-in-One HCM Platform
for Labor Compliance in Hospitality

Compliance-driven
Intelligent Scheduling

In an industry as unpredictable as hospitality, schedules are never set in stone. When last-minute schedule changes do need to be made (and they will), maintaining labor compliance can prove challenging.

Harri’s intelligent scheduling automatically adjusts on-the-fly to quickly create schedules compliant with local and federal labor laws. Data-driven schedules utilize historic sales data to help you create labor-efficient schedules based on customer demand while still remaining fully labor compliant.

Templated schedules, automated employee-driven shift swaps, and Hot Fill auto-scheduling ensure labor compliance without the headache for restaurants, hotels, and hospitality businesses.

Real-time Alerts on
Non-compliant Actions

When managing a team of 500 employees across 7 locations, a store manager is bound to make an error here or there. When that happens, Harri sends automatic non-compliance alerts so corrective action can be taken before legal penalties occur.

Advanced schedules deadlines, employee shift change requests, and more are immediately flagged to your team to ensure appropriate action within the necessary timeframe. Instant alerts relate to employee actions or store location requirements ensure full labor compliance.

Powerful Analytics and
Fully Digital Records

Harri connects the dots between every HCM process and provides a suite of real-time, fully customized data analytics. Understand the correlation between overtime and store sales to see where it’s possible to scale back operations. See how often premium payments are paid for Fair Workweek violations and which employees they’re associated with. We paint a complete picture so you can better identify gaps and streamline operations.

If your restaurant, hotel, or hospitality business ever breaks labor compliance, you’re required to provide proof of operations whether you’re proving yourself innocent or guilty. Harri stores a permanent digital record for all labor compliance actions, such as employee schedules, hours worked, shift swaps, premium payments, and more.

Employee Compliance simplified

We streamline the onboarding process so your new employees can start training as soon as possible on day one.

Harri’s digital onboarding means every legal form can be accessed, filled out, and submitted from any device, including mobile phones. We provide all documents in English and Spanish to accommodate your diverse hospitality workforce.

Employment policies, training documents, and other legal paperwork are provided to new hires from the get-go to ensure no paperwork gets lost in the shuffle of onboarding. We also partner with various training partners so your team can complete COVID-19 sanitation and harassment training right from the Harri platform.

Seamlessly Onboard
a New Employee

When the employee experience suffers, so does the guest experience. During the onboarding process, it’s essential that labor paperwork is filled out correctly the first time around. One empty field or misspelled name could result in serious legal fees for your hospitality business.

Harri’s digital onboarding platform eliminates the possibility of paperwork error by automatically carrying over vital information from one form to the next, on every page. We don’t permit you to submit legal paperwork until all fields are filled in, and both managers and employees will be alerted when they forget to fill out a section.

Labor Compliance

for Restaurants, Hotels, and Hospitality

NYC

NYC labor laws often favor employees over restaurant, hotel, and hospitality businesses, making labor compliance no easy task for the hospitality industry.

As a city that has always tipped the scales in favor of employees, NYC labor compliance will continue to prove challenging for restaurants, hotels, and hospitality without an all-in-one HCM tech solution in place

NYC hospitality must navigate the below intertwining labor compliance regulations:

NYC-specific Fair Workweek scheduling laws
$15/hr minimum wage
The 80/20 rule
Employee right to rest
Removal of at-will employment
The potential removal of tip credit and tip pooling

California

California’s many pro-employee labor laws makes it known as one of the most difficult states to operate a restaurant, hotel, or hospitality business.

Service-driven industries are extremely unpredictable, and California business operators will find it difficult to stay compliant with the many moving labor regulations without the assistance of HCM tech.

Below is a brief list of California labor compliance requirements:

State-wide minimum wage increase to $14/hr
State-wide Fair Scheduling Act
Fair Workweek for San Francisco and Emeryville
Right to rest exemptions
Overtime related to shift hours AND days worked
Employee-driven beak wavers
Annual pay data and hours worked report
Required anti-harassment training for all employees
CAL/OSHA COVID safety regulations, including benefits and reporting
New family leave policies

Seatle

Seattle has many laws in place to assist service-level employees, and the Seattle Secure Scheduling Ordinance mirrors many labor compliance requirements of Fair Workweek.

Predictive scheduling laws in Seattle are expected to expand, which means hospitality businesses will need integrated compliance solutions to navigate complex labor laws.

Seattle businesses must follow the below labor compliance requirements:

Paid Sick & Safe Time: Sick time reporting requirements
Seattle Wage Theft Ordinance
Overtime laws
Break wavers and shift-based meal breaks
10-minute rest breaks
14-day advanced scheduling notice
Right to rest: At least 10 hours in-between shifts
Good faith estimate of shift hours
Offer additional hours to existing employees before hiring new talent
Predictability pay to employees affected by last-minute schedule changes
Advanced recordkeeping on wages, sick time, premium payments
$16.69/hr minimum wage for businesses with 500 or more locations OR untipped workers
$15/hr minimum wage for businesses with 500 or fewer locations OR tipped workers

Chicago

Most of Chicago’s labor compliance regulations revolve around the Fai Workweek predictive scheduling ordinances. These apply to “covered” industries, which include Restaurants, Retail, Building Services, Hotels, Healthcare, Manufacturing, and Warehouse Services.

Chicago labor compliance laws favor the employee over restaurants, hotels, and hospitality businesses, giving employees the right to decide last-minute hours without penalty.

Chicago businesses must follow the below labor compliance requirements:

10-day advanced scheduling notice
Right to rest: At least 10 hours in-between shifts
Good faith estimate of shift hours
Offer additional hours to existing employees before hiring new talent
Predictability pay to employees affected by last-minute schedule changes
$13.50/hr minimum wage for businesses with 4-20 employees ($8.10 for tip credit)
$14/hr minimum wage for businesses with 21+ employees ($8.40 for tip credit)

Oregon

Oregon’s labor laws follow most Fair Workweek requirements, but they allow for slightly more flexibility towards businesses. Oregon Fair Workweek applies to hospitality, foodservice, and retail businesses that employ at least 500 employees globally.

Oregon businesses must follow the below labor compliance requirements:

14-day advanced scheduling notice
Written notice of schedule changes
Right to rest: At least 10 hours in-between shifts
Rest breaks and meal breaks
Voluntary Standby List
Good faith estimate of shift hours
Retaliation protection for employee schedule inputs
Predictability pay to employees affected by last-minute schedule changes
$12.75/hr minimum wage

Philadelphia

Philadelphia labor compliance laws affect food service, retail, and general hospitality businesses that have over 250 employees and at least 30 locations across the globe, including franchises.

Philadelphia operators should be on the lookout for additional Fair Workweek requirements as pro-employee movements gain popularity across the country.

Below is a brief list of Philadelphia labor compliance requirements:

10-day advanced scheduling notice
Right to rest: At least 9 hours in-between shifts
Good faith estimate of shift hours
Offer additional hours to existing employees before hiring new talent
Predictability pay to employees affected by last-minute schedule changes
80/20 rule flexibility
$13.75 minimum wage, increasing to $14.25 on July 1, 2021

New Jersey

Most of New Jersey’s labor compliance laws are fairly standard, but the state is currently considering predictive scheduling laws.

Restaurants, hotels, and hospitality businesses should keep an eye on New Jersey predictable scheduling laws and new proposals to unpause the legislation.

New Jersey businesses must follow the below labor compliance requirements:

Overtime requirements
Working restrictions for minors
Wage Theft Act
Tip credit and tip pooling
Potential law – 14-day advanced scheduling notice
Potential law – Right to rest: At least 11 hours in-between shifts
$12/hr minimum wage
$7.87/hr minimum wage for tipped employees

Fair Workweek
Complete Guide

This complete guide will thoroughly explain what the Fair Workweek ordinances means, a breakdown by cities putting it into practice, and the Harri solution.