Fair Workweek laws ensure hourly workers receive predictable scheduling and mandatory rest periods, with strict penalties for non-compliance. In fact, just a few years ago, Chipotle Mexican Grill, Inc. was forced to deliver up to approximately $20 million in compensation to approximately 13,000 workers who experienced violations of their right to predictable schedules and paid sick leave under the Fair Workweek and Paid Safe and Sick Leave laws. Harri supports restaurant owners and operators by providing tools to address these complex regulations, assisting them in staying as compliant as possible while managing their workforce effectively.
1851 Franchise spoke with Samantha Gallagher, Director of Product Compliance at Harri, to learn more about Fair Workweek laws and how Harri supports compliance.
Fair Workweek laws were developed to give hourly wage employees a scheduling predictability similar to what salaried workers experience. These laws, enforced with increasing stringency across various jurisdictions, ensure employees have a stable work schedule, reducing the unpredictability that can severely impact their personal lives.
“Per the law, in pretty much all the jurisdictions, employees are required to have their schedule two weeks in advance,” Gallagher said. “They can’t vary greatly from their standardized schedule, which in most jurisdictions is called a good faith estimate. If the employer does need to make a change, the employee typically will get a little bit of a premium for that change, and the premium is dependent on what the change consists of. Is it an addition of hours, a subtraction of hours, or basically a time change, no loss of hours.”
In addition to scheduling stability, Fair Workweek laws also include provisions for mandatory rest periods, called Right to Rest periods, between shifts. These provisions are critical for ensuring employees are not overworked and have sufficient time to rest between shifts.
“There are other certain protections that have been placed, like the right to rest period that most employees have,” Gallagher said. “It varies by jurisdiction, but the concept, in general, guarantees the employee that they will not be scheduled within a certain time period following the end of their shift. For example, in New York City, the mandatory right to rest period is 11 hours. If an employer wants to schedule an employee during their Right to Rest period, they must first collect the employee’s consent to do so.
The impact of non-compliance with these laws can be severe.
“The employers have to follow these laws,” said Gallagher. “They’re audited based on the laws, and they do have to comply. If they don’t comply, they will be subject to fines. There can be class action lawsuits. I mean, it’s a big deal. Fair Workweek is being rolled out across the country. I think it would be naive for an operator in some states, especially those in strict compliance markets like California or New York, to ignore Fair Workweek and assume they will never be considered a covered employer and have to comply. I would try to become as knowledgeable as possible on what the requirements are in the jurisdictions across the country.”
As more jurisdictions adopt these regulations, it’s clear that Fair Workweek laws are here to stay, particularly in typically pro-employee states.
Navigating these complex laws can be challenging for employers, and that’s where Harri steps in.
“What we’re trying to do is develop a suite of tools and reports that allow our clients, the employers, to simplify compliance” Gallagher explained. “While nothing can completely eliminate risk, we do give you the tools necessary to put your best foot forward to try to be the most compliant.”
Harri offers employers tools to manage compliance and a variety of resources to simplify understanding complex legalities. One of Harri’s key offerings is its Workforce Management Platform, a tool designed to help employers manage compliance through detailed reporting around scheduling, time and attendance, employee engagement, and streamlined employee communications.
“As an employer, you can pull reports necessary to better understand operations and workflow management at the touch of a button” said Gallagher. “So depending on where you’re operating, the reports that populate within your system are going to correspond to the compliance jurisdiction that you’re in.”
For example, in New York City, Harri’s Workforce Management Platform can generate a “Fair Workweek premiums report” that aggregates all the premiums triggered by schedule changes, providing a clear record for audits and internal checks. “We try to make the reports as user-friendly as possible, so that the data is clear and easily understandable,” said Gallagher.
However, having the right tools is only part of the equation. Ensuring on-site managers understand how to use Harri’s tools and the legal requirements is crucial for maintaining compliance. Gallagher advises employers to “stay abreast of the requirements” and ensure their staff is fully informed and trained. Harri is a great source of support for accomplishing this.
“Harri always puts up compliance advisories and updates, and communicates with our staff about what’s happening within the regulatory space,” Gallagher said. “A lot of what we’ve built in the system is intended to be used by the manager that’s on-site and working within the restaurant.
Fair Workweek laws are becoming an increasingly important aspect of labor regulations, and their impact is likely to continue to spread across the country. Harri provides valuable tools to help employers navigate these laws, but success depends on how well the staff implements and understands these tools. By staying informed and utilizing Harri’s resources, employers can better manage the complexities of Fair Workweek laws and avoid the significant penalties associated with non-compliance.
If you’re interested in having your New York City Fair Workweek compliance graded, email [email protected] to learn if you're eligible for a free assessment.
To find out more information on costs to buy this franchise, please visit https://1851franchise.com/harri.
Harri
SPONSORED
From single unit operators to multi-unit franchisees, Harri equips employers with the technology to expertly navigate and comply with Fair Workweek laws to mitigate the risk of costly penalties.
Fair Workweek laws ensure hourly workers receive predictable scheduling and mandatory rest periods, with strict penalties for non-compliance. In fact, just a few years ago, Chipotle Mexican Grill, Inc. was forced to deliver up to approximately $20 million in compensation to approximately 13,000 workers who experienced violations of their right to predictable schedules and paid sick leave under the Fair Workweek and Paid Safe and Sick Leave laws. Harri supports restaurant owners and operators by providing tools to address these complex regulations, assisting them in staying as compliant as possible while managing their workforce effectively.
1851 Franchise spoke with Samantha Gallagher, Director of Product Compliance at Harri, to learn more about Fair Workweek laws and how Harri supports compliance.
Fair Workweek laws were developed to give hourly wage employees a scheduling predictability similar to what salaried workers experience. These laws, enforced with increasing stringency across various jurisdictions, ensure employees have a stable work schedule, reducing the unpredictability that can severely impact their personal lives.
“Per the law, in pretty much all the jurisdictions, employees are required to have their schedule two weeks in advance,” Gallagher said. “They can’t vary greatly from their standardized schedule, which in most jurisdictions is called a good faith estimate. If the employer does need to make a change, the employee typically will get a little bit of a premium for that change, and the premium is dependent on what the change consists of. Is it an addition of hours, a subtraction of hours, or basically a time change, no loss of hours.”
In addition to scheduling stability, Fair Workweek laws also include provisions for mandatory rest periods, called Right to Rest periods, between shifts. These provisions are critical for ensuring employees are not overworked and have sufficient time to rest between shifts.
“There are other certain protections that have been placed, like the right to rest period that most employees have,” Gallagher said. “It varies by jurisdiction, but the concept, in general, guarantees the employee that they will not be scheduled within a certain time period following the end of their shift. For example, in New York City, the mandatory right to rest period is 11 hours. If an employer wants to schedule an employee during their Right to Rest period, they must first collect the employee’s consent to do so.
The impact of non-compliance with these laws can be severe.
“The employers have to follow these laws,” said Gallagher. “They’re audited based on the laws, and they do have to comply. If they don’t comply, they will be subject to fines. There can be class action lawsuits. I mean, it’s a big deal. Fair Workweek is being rolled out across the country. I think it would be naive for an operator in some states, especially those in strict compliance markets like California or New York, to ignore Fair Workweek and assume they will never be considered a covered employer and have to comply. I would try to become as knowledgeable as possible on what the requirements are in the jurisdictions across the country.”
As more jurisdictions adopt these regulations, it’s clear that Fair Workweek laws are here to stay, particularly in typically pro-employee states.
Navigating these complex laws can be challenging for employers, and that’s where Harri steps in.
“What we’re trying to do is develop a suite of tools and reports that allow our clients, the employers, to simplify compliance” Gallagher explained. “While nothing can completely eliminate risk, we do give you the tools necessary to put your best foot forward to try to be the most compliant.”
Harri offers employers tools to manage compliance and a variety of resources to simplify understanding complex legalities. One of Harri’s key offerings is its Workforce Management Platform, a tool designed to help employers manage compliance through detailed reporting around scheduling, time and attendance, employee engagement, and streamlined employee communications.
“As an employer, you can pull reports necessary to better understand operations and workflow management at the touch of a button” said Gallagher. “So depending on where you’re operating, the reports that populate within your system are going to correspond to the compliance jurisdiction that you’re in.”
For example, in New York City, Harri’s Workforce Management Platform can generate a “Fair Workweek premiums report” that aggregates all the premiums triggered by schedule changes, providing a clear record for audits and internal checks. “We try to make the reports as user-friendly as possible, so that the data is clear and easily understandable,” said Gallagher.
However, having the right tools is only part of the equation. Ensuring on-site managers understand how to use Harri’s tools and the legal requirements is crucial for maintaining compliance. Gallagher advises employers to “stay abreast of the requirements” and ensure their staff is fully informed and trained. Harri is a great source of support for accomplishing this.
“Harri always puts up compliance advisories and updates, and communicates with our staff about what’s happening within the regulatory space,” Gallagher said. “A lot of what we’ve built in the system is intended to be used by the manager that’s on-site and working within the restaurant.
Fair Workweek laws are becoming an increasingly important aspect of labor regulations, and their impact is likely to continue to spread across the country. Harri provides valuable tools to help employers navigate these laws, but success depends on how well the staff implements and understands these tools. By staying informed and utilizing Harri’s resources, employers can better manage the complexities of Fair Workweek laws and avoid the significant penalties associated with non-compliance.
If you’re interested in having your New York City Fair Workweek compliance graded, email [email protected] to learn if you're eligible for a free assessment.
To find out more information on costs to buy this franchise, please visit https://1851franchise.com/harri.
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