March 2016

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.

Up to 60 percent of the United States workforce is paid hourly. It can be challenging to find and retain reliable hourly workers, though. Plus, when your business loses an hourly employee, you also lose between 30 and 150 percent of that person’s annual income, which is a big hit to your bottom line.

Discover a few tips that help you find and hire quality hourly employees for your business.

1. Recruit employed workers. You certainly can focus your recruiting efforts on finding unemployed candidates, but don’t exclude workers who may already have a job. They may be looking for a position that offers better flexibility, fulfillment or working conditions.

1. Offer less hours. Most hourly employees prefer to work less than 30 hours per week. If you insist on hiring only workers who will work 40 or more hours per week, you exclude the majority of skilled hourly employees.

1. Target the right demographic. In the past, hourly employees may have been teens or young people. Today, one-third of all hourly employees are between 25 and 44 years of age and slightly less than one-third are over 45 years old. If you only look to hire young workers, you miss the majority of applicants.

1. Become a magnetic company. Your company’s reputation, culture and benefits package plays a big role in attracting quality employees. Take action today if you need to improve this aspect of your business.

1. Simplify the application process. Accepting applications during business hours only or requiring applicants to fill out a paper application reduces the number of candidates who may apply for the job. Set up a 24-hour hotline or online job application that allows applicants to apply when it’s convenient for them. Remember to list your opening on as many online sites as possible, too, since most of today’s applicants use the internet to find jobs.

1. Actively recruit new employees every day. Instead of waiting until you have an opening and then hiring the first applicant who applies, recruit regularly. Your chances of finding a qualified employee increase with this strategy. You can take this step when you add a Join Us tab on your website.

1. Use a hiring manager or firm. If you only occasionally hire employees, you may not be versed in current hiring practices. Delegate this responsibility to a hiring manager or hire a firm that works full-time in the field and understands the ins and outs of preparing applications, screening candidates and conducting interviews.

Your company can succeed thanks to hourly employees. Use these tips as you find and hire quality employees for your business.

Conflict is inevitable wherever there are two or more people, and your office is not immune. Personalities may clash, employees might disagree about procedures or a customer may go to social media to bash a policy. In these and other cases, a mediator may resolve problems and prevent expensive lawsuits or irreconcilable relationship breaks.

What is Mediation?

When two parties experience a disagreement or dispute, they may be so focused on their side that they cannot listen to the other party or resolve the conflict amicably. A mediator is a neutral party that can assist both parties in discussing the issue and finding a solution that works. The entire process remains confidential and cannot be used against either party or in court if the dispute escalates. Mediation can take as long as a few hours or a few weeks depending on the conflict.

Why do you Need a Mediator?

Disagreements happen in any office environment between coworkers or clients. Those disagreements can quickly escalate and lead to costly lawsuits if they’re not handled properly and resolved quickly. Instead of paying expensive lawyer fees, consider hiring a mediator. With mediation, you have better control of the situation because you won’t have to allow an outside party to dictate how you resolve the problem.

How do you Hire a Mediator?

Depending on the size of your office and customer base, you may need to hire a mediator who will listen to both sides and help both parties negotiate a fair agreement. All parties will meet in a neutral location for one or multiple times until the issue is resolved.
You can hire a full-time mediator, an independent mediator or an agency. The choice depends on how large your organization is and on how many disputes you have in a given month.

To hire a mediator, check online directories or ask colleagues for recommendations. When you find a mediator you wish to interview, prepare a few questions. Ask potential mediators about their training, experience, availability and hourly charge. You’ll also want to find out if the mediators can be creative and flexible when finding solutions that work, if they are trustworthy and if they’re able to persist until the issue is resolved.

In some cases, a mediator cannot find a solution that works. However, your office should have access to a mediator who can work quickly and efficiently to resolve conflicts before they turn into lawsuits or broken relationships. Your bottom line, office morale and customer base will thank you.