Connecticut Fair Workweek is Coming
As hospitality shifts towards employee-centric labor modules, more and more restaurants are finding their business subject to Fair Workweek predictive scheduling laws.
Connecticut is next on the list of states attempting to increase scheduling stability for hourly employees working in restaurants, hotels, and retail.
We’ll cover the exact requirements below, but Fair Workweek laws add scheduling requirements onto restaurant operators, requiring them to plan schedules in advance and pay out employees for any last-minute schedule changes made.
Though these laws are well intended, they’re extremely disruptive to restaurant operations and compliance isn’t cheap. According to our Fair Workweek Readiness Report, 67% of employers reduced benefits, hours/wages, or laid-off employees in anticipation of the new laws.
Below, we cover what we know about Connecticut Fair Workweek so far, what we expect to see based on existing Fair Workweek laws, and how operators can begin taking steps to compliance today to minimize future disruption.
What is Connecticut Fair Workweek?
As it stands, Connecticut Fair Workweek will cover the following requirements:
Businesses with at least 500 employees (excluding nursing homes) and restaurants with at least 30 locations must comply with Fair Workweek. This includes franchisees that are part of a larger chain.
Advanced notice scheduling
Employee schedules must be issued digitally at least seven days in advance.
If an employer reduces an employee’s hours or cancels their shift after a schedule is posted, they will need to pay the employees half of their regular pay rate for the originally scheduled hours. It is unknown if Connecticut will add any additional premium payment requirements.
It’s important to note that employees are only eligible for premium payment if the employer initiates a schedule change. If an employee requests a change, such as during an employee-to-employee shift swap, payout is not required.
Right to rest periods
Right to rest between shifts is also required of employers, but the exact amount of hours is to be announced. In existing Fair Workweek jurisdictions, Right to Rest periods tend to cover 10 hours in-between shifts.
What else might be covered in Connecticut Fair Workweek?
From NYC to California, Fair Workweek laws typically follow the same framework. While Connecticut Fair Workweek requirements aren’t confirmed just yet, existing Fair Workweek laws indicate that they may cover the following requirements.
Good faith estimates
When hiring a new employee, employers are required to provide them with a good faith estimate of expected working hours. Good faith estimate timeframes and exact requirements vary by city and state. In most cases, if an employee’s scheduled hours differ from their originally agreed upon good faith estimate, employers may need to update the documentation to reflect the employee’s new schedule.
Most Fair Workweek jurisdictions require employers to take employee scheduling feedback into consideration when building schedules. While they’re not required to give employees the shifts, times, and hours that they want, they must accept feedback without retaliating against the employee.
Preparing to comply with Connecticut Fair Workweek
Between the COVID-19 pandemic and administrative changes reshaping hospitality operations, implementing Fair Workweek solutions only adds to the stress of running a restaurant. We’re here to help.
Harri is the only hospitality-specific HCM solution built to handle the complex nuances of Fair Workweek compliance while still maintaining labor efficiency schedules.
Consider these 5-must haves for Fair Workweek:
Advanced scheduling demand forecasting
Labor efficiency is key to Fair Workweek success.
Our intelligent scheduling platform utilizes historic sales data based on calendar day, day of the week, daypart, weather, and more, to help managers properly assess how much labor will be needed when building schedules in advance.
Powerful compliance management tools
From employee shift swap requests and PTO requests to overtime tracking, ensure all actions are processed in real-time in accordance with your state’s Fair Workweek requirements.
And yes, we include detailed workforce management analytics that break down Fair Workweek spend in addition to everyday operational spend, so you can optimize your people processes in accordance with the laws.
Receive notifications when you’re at risk for violating Connecticut Fair Workweek, including advanced notice schedule alerts, schedule change notifications, good faith estimate updates, and more.
Fair Workweek compliance audit
Always have access to a Fair Workweek compliance paper trail. Harri automatically stores all key employee data points that can be easily accessed from any device, including premium payment records, team schedule changes, and more.
Automated good faith documentation
Quickly create, send, and update good faith estimates of employee hours, and receive notifications when annual or shift-based renewals are needed.