The Impacts of Fair & Predictive Scheduling on Workforce Management
San Francisco (Oct 2015), Seattle (Jul 2017), and New York City (Nov 2017) have all enacted laws. Oregon’s law went into effect on July 1, 2018, making it the first state to pass predictive scheduling legislation. And similar legislation is being considered in an additional 13 states and 4 municipalities. Although likely to be repealed, the province of Ontario in Canada passed a law in Nov 2017 that enacts a subset of predictive scheduling regulations that is applicable across all industries. And a growing number of Collective Bargaining Agreements are including predictive scheduling rules.
Although the legislation to date is largely targeted at the retail, food service and hospitality industries, this session will be valuable to a broad HR audience from businesses where demand is dynamic and therefore results in the need to make schedule changes close to the start of the shift.
- The background and history of the legislation, including the common components of the existing laws that impact both scheduling and pay.
- The costs and benefits of predictive scheduling practices for both the employee and the organization.
- How workforce management automation optimizes the balance between organizational goals, the employee, and compliance with the regulations.