Reward your best workers with the best shifts.
Most workforce systems route shifts by seniority or random pickup. Teambridge surfaces top performers — defined by your own attendance, performance, and reliability metrics — and offers them shifts first. Compliant with California's seniority practices, equal opportunity rules, and local fair workweek opportunity-to-work requirements.
Top Performer Shift Routing
Surfaces high-performing workers for available shift offers. Compliant with seniority, equal opportunity, and fair workweek opportunity-to-work rules.
What the rule does when an open shift is available.
The hero card configuration: Optimize on shift surfacing. Here's what it does at runtime.
When a shift becomes available (open shift, schedule gap, last-minute add), the shift first surfaces to top-tier performers in the worker app. After a configurable window, the offer expands to all eligible workers. The first-look advantage rewards reliability without violating opportunity-to-work rules.
Deploy top performer routing in your Teambridge.
Tell us about your workforce. We'll spin up performance-tiered shift routing with California compliance — alongside the other 20 California policies — in a sandbox tenant.
First-look, not first-only.
California's local fair workweek ordinances require employers to offer additional shifts to existing part-time workers before hiring new staff. Performance-based first-look is compatible with this — all eligible workers get the offer; top performers get it first.
Performance metrics, not personal preferences
The 'top performer' tag is derived from objective workforce metrics: attendance rate, on-time arrival rate, no-show rate, manager rating, customer rating where applicable. The tags are calculated automatically and refresh weekly. Managers cannot manually flag specific workers.
Equal opportunity protections
Performance-based routing is compatible with anti-discrimination law (FEHA) only if the underlying metrics are themselves non-discriminatory. Teambridge audits the metric distribution against demographics; significant disparate impact triggers a review.
Teambridge surfaces shifts to the right people, in the right order.
Top performer routing is one of the easier wins — better workers get more hours, retention improves, scheduling friction drops. The hard part is implementing it without violating compliance rules.
Weekly automatic refresh.
Each worker's performance tier (Top, Strong, Standard, At-risk) is calculated weekly from objective metrics. The tags refresh automatically. Workers see their current tier.
Top tier first, then expanding.
When a shift becomes available, the offer goes first to Top tier workers (configurable window: 1-12 hours). If no Top performer claims it, the offer expands to Strong, then Standard, then all eligible. The cascade respects the eligibility pool.
Eligibility pool always includes all PT workers.
Where local fair workweek ordinances apply, the eligibility pool always includes all qualifying part-time workers — meeting the opportunity-to-work requirement. Tier-based first-look operates within this pool.
Performance tier × demographics audit.
The system continuously monitors whether performance tiers correlate with protected demographic characteristics (race, age, sex, disability). Significant correlations trigger an HR review of the underlying metrics.
Still evaluating? Get a free California compliance audit.
Send us your existing California scheduling and pay configuration. Our compliance team returns a written audit within 5 business days — every California-specific exposure ranked by risk and back-pay liability.