Auto-route open shifts to top performers. Compliant with Illinois Equal Pay Act.
Illinois has one of the strongest Equal Pay Acts in the country (820 ILCS 112), prohibiting pay discrimination based on sex, race, ethnicity, and more. The Illinois Human Rights Act (775 ILCS 5) covers broader categories. Auto-routing shifts to top performers requires defining 'performance' in non-discriminatory ways. Teambridge's approach: let operators choose performance metrics that are objective and uncorrelated with protected characteristics — punctuality, customer ratings, productivity within role.
Top Performer Shift Routing
Auto-routes open shifts and overtime to high-performing workers based on configurable performance metrics. Built-in protected-class exposure monitoring.
What top-performer routing does — and how it stays compliant.
The hero card configuration: Flag on demographic distribution visibility, Avoid on disparate-impact patterns.
Admins see how shift offers distribute across the workforce. If routing is concentrating on a small subset of workers, the pattern surfaces for review — even before any disparate-impact concern emerges.
When the routing pattern statistically correlates with a protected class (e.g., shifts disproportionately offered to one demographic), Teambridge surfaces an Avoid indicator. The metric mix may need adjustment.
Deploy top-performer routing in your Teambridge.
Tell us about your performance metrics. We'll spin up top-performer routing with disparate-impact monitoring and 21 other Illinois policies in a sandbox tenant.
Optimization that respects equal-pay obligations.
Top-performer routing is operationally valuable — it gets shifts to people who handle them well — but the metrics defining 'top' must be carefully chosen. Illinois's strong equal-pay and anti-discrimination laws make disparate-impact patterns risky.
What top-performer routing does
Among workers eligible for an open shift, the system can prioritize those with strong performance metrics: low absenteeism, consistent on-time clock-in, customer satisfaction ratings, productivity within role. The shift offer goes to top performers first, then to other eligible workers if no acceptance.
Compliance design — objective metrics only
Performance metrics must be (a) objective (measurable from data), (b) job-related (tied to role responsibilities), (c) uncorrelated with protected class (in fact and in design). Subjective ratings, manager favoritism scores, and metrics that proxy for protected characteristics are risky.
Teambridge optimizes — and surfaces compliance exposure.
The value of top-performer routing is operational. The compliance work is monitoring distribution and surfacing patterns. Teambridge does both.
Operator chooses what 'top' means.
At setup, operators choose performance metrics: punctuality, customer ratings, productivity, attendance. Each metric is objective and tied to role performance. Subjective metrics (manager favoritism, 'team fit') are explicitly excluded.
Routing pattern analyzed continuously.
As shift offers route, Teambridge tracks the distribution across the workforce. Monitoring includes by role, by location, by demographic where data is available.
Statistical patterns flagged.
If routing distribution statistically correlates with protected class, the pattern surfaces as an Avoid indicator. The system suggests metric mix adjustments to reduce correlation.
Chicago Fair Workweek aware.
For Chicago covered employers, top-performer routing operates within the hours-offered-first framework. Existing workers are prioritized over new hires; top performers are prioritized within existing workers.
Still evaluating? Get a free Illinois compliance audit.
Send us your existing Illinois scheduling and pay configuration. Our compliance team returns a written audit within 5 business days — every Illinois-specific exposure ranked by risk and back-pay liability.