Philadelphia's Fair Workweek: Mandating 14-day advance notice for retail, food, and hospitality schedules.
The Philadelphia Fair Workweek Employment Ordinance requires covered employers in the retail, food service, and hospitality industries to provide employees with their work schedules at least 14 days in advance. Changes made with less notice can trigger predictability pay, compensating employees for last-minute adjustments to their work lives.
Philadelphia Fair Workweek
Ensures predictable scheduling and compensation for last-minute changes for eligible employees.
What those rules do as a Pennsylvania shift is created.
Teambridge applies the Philadelphia Fair Workweek ordinance at the point of schedule creation and modification, ensuring compliance dynamically. This means that as you build or adjust schedules, the system instantly evaluates potential violations and calculates any required predictability pay.
Advance Schedule Notice Flag
When a shift is scheduled less than 14 days in advance for a covered employee, Teambridge flags the shift, alerting the scheduler to the potential for predictability pay obligations.
Predictability Pay Calculation
If a schedule change occurs with less than 7 days' notice, Teambridge automatically calculates and applies predictability pay, typically at one hour of the employee's regular rate of pay for each change, or half their rate for specific types of changes.
Shift Modification Impact Analysis
Before confirming a shift modification, Teambridge provides an immediate impact analysis, showing any associated predictability pay and allowing managers to adjust schedules to minimize costs where possible.
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Philadelphia Fair Workweek ensures predictable schedules for retail, food, and hospitality workers.
The Philadelphia Fair Workweek Employment Ordinance, enacted in 2018, aims to provide greater stability and predictability for employees in covered industries. It mandates advance notice for schedules and provides compensation for last-minute changes, empowering employees to better plan their lives outside of work.
Philadelphia Code, Title 9, Chapter 9-4700 (Fair Workweek Employment Ordinance)
Requires covered employers to provide employees with a written work schedule at least 14 days before the first day of the schedule. Employers must provide "predictability pay" for certain schedule changes made with less than 7 days' notice, or for changes made within 24 hours of the shift.
Who is covered by the Fair Workweek Ordinance?
The ordinance applies to "covered employers" and "covered employees" within the City of Philadelphia. A "covered employer" is primarily engaged in retail, food service, or hospitality, and has 250 or more employees globally, or 30 or more locations globally. "Covered employees" are non-exempt employees working for a covered employer within Philadelphia.
It's important to note that the employee count includes all employees globally, not just those within Philadelphia, and includes both full-time and part-time staff. This broad definition means many national chains with a presence in Philadelphia are subject to the ordinance.
Predictability Pay Details
Predictability pay is required when an employer changes an employee's schedule with less than 7 days' notice. The amount of predictability pay depends on the timing and nature of the change:
- Changes with less than 7 days' notice but more than 24 hours' notice: The employer must pay the employee one hour of predictability pay at their regular rate for each shift reduced by more than one hour, or for each shift added.
- Changes with less than 24 hours' notice: The employer must pay the employee for half of the scheduled hours for any shift canceled or reduced by more than one hour. If a shift is added with less than 24 hours' notice, the employee receives one hour of predictability pay at their regular rate.
There are specific exceptions to predictability pay requirements, such as mutual agreement in writing, employee-initiated changes, or unforeseen circumstances outside the employer's control (e.g., natural disaster, utility failure).
Teambridge automates Philadelphia Fair Workweek compliance from schedule creation to payroll.
Navigating the nuances of Philadelphia's Fair Workweek ordinance manually can be a significant administrative burden. Teambridge integrates these complex rules directly into your scheduling workflow, ensuring compliance is inherent in every decision.
Real-time Notice Alerts
As managers build schedules, Teambridge instantly highlights any shifts that fall outside the 14-day advance notice window, providing immediate feedback and allowing for proactive adjustments.
Automated Predictability Pay Calculations
When a schedule change is made with less than the required notice, Teambridge automatically calculates the appropriate predictability pay based on the timing and type of modification, ensuring accurate compensation.
Transparent Schedule Updates
All schedule changes and associated predictability pay are clearly communicated to affected employees through the Teambridge app, fostering transparency and reducing disputes.
Seamless Pay Processing
Calculated predictability pay is seamlessly integrated into your payroll system, ensuring employees are compensated correctly without manual intervention, reducing errors and saving time.