Many retailers rely on on-call scheduling. When someone calls off, crowds swell or during an emergency, an employer can call a handful of employees who are available basically 24/7. Lately, several retailers have ended their on-call scheduling based on employee feedback and pressure from labor groups and regulators. Learn more about the demise of on-call scheduling as you decide if it’s a smart business decision for your company.
The changes stem from an investigation performed by New York attorney-general Eric Schneiderman. He sent letters to several retailers in April 2015 questioning their on-call scheduling practice.
In New York, employers must provide at least four hours of pay to employees who come to work, even if they do not work a full shift. Schneiderman’s office pointed out that requiring employees to call into work the night before or a few hours before their shifts could be considered the same thing.
J.Crew listened to the letter and is the latest retailer to end on-call scheduling. It joins Gap, Urban Outfitters, Bath & Body Works, Banana Republic, Old Navy, Athleta, Abercrombie & Fitch, Intermix, Pier 1 Imports and Victoria’s Secret. Workers will now receive a one-week notice about the schedule details in all New York locations.
Schneiderman praises retailers who are changing their policies. He notes that ending on-call scheduling gives employees a predictable schedule and allows them to manage their budgets more effectively, plan family and childcare responsibilities, make transportation arrangements and avoid other challenges brought on by unpredictable work hours. The change will also benefit the lowest paid workers who typically have the most irregular work schedules.
There are still seven companies whom Schneiderman’s office has contacted about its scheduling practices that have not changed their on-call scheduling practices. They will most likely do away with on-call scheduling soon based on pressure to provide equal opportunities to all employees.
Other scheduling problems may also be addressed thanks to the pressure. For example, Starbucks has committed to cutting its clopening practices. They will no longer require an employee to close at night and reopen the next morning. Retailers are also looking into posting schedules at least one week in advance. Labor groups hope these changes prompt even more schedule overhauls that do away with two shifts per day, rotating shifts and irregular work hours.
Whether your business is located in New York or another state, consider your on-call scheduling practices. Change is coming. Research the labor laws in your state to ensure you’re following them. Also, consider how your scheduling practices benefit or harm your employees. Take time today to make sure you’re following the law and promoting beneficial scheduling tactics that attract and retain employees.
