Coming out against on-call scheduling practices is in vogue. After several media articles slammed the practice, cities began banning it entirely. Soon, significant pressure was placed on national retail brands to end this once-little-known scheduling policy.
“On-call” refers to when employers require open availability from the employee without offering a commitment of their own (pay or benefits). Employees either call in before their shift or wait to receive a call from their managers on whether or not they will work. Typically, this limbo time is unpaid. The reasons for ending such volatility seem clear, but what will fill the void is less certain.
Retail hasn’t just changed how people shop, it changed how people work.
When Tamara* was hired eight years ago she understood why she was scheduled for the showroom floor. A sales associate’s job was sales-driven and sales happened face-to-face. Tamara knew her job was to build relationships with customers, and luckily, her shifts gave her time to do that. Some loyal customers even planned their trips around days Tamara worked.
President Obama’s most recent executive order on paid sick leave is a “big idea” and as such, it’s become a big deal. But once the fanfare dies and the “big idea” is relegated to the corporate process, we will see that it was heavier on ideals than instruction.
According to the order, sick days will be earned, not simply awarded. Workers (at this time only those on federal contracts) will earn 1 hour of time off for every 30 hours they worked, with a cap at 7 days per year. This process seems straightforward, perhaps even fair.
When Netflix announced their unlimited paid family leave offering it appeared to represent a major shift in both public opinion and corporate policy. The media heralded it as a bond of trust, a new brand of flexibility, the future of better work-life balance…but is it really a good thing?
Products and services won’t sell themselves; they need people actively selling. Yet many sales strategies only include vague ideas or unspoken methods on how to manage the salespeople. Although technology like CRMs and automated marketing campaign software are commonly listed, very few sales plans describe any technology that can help manage the sales workforce.
There aren’t too many TED Talks that focus on workforce management issues, but this one on good scheduling is quite convincing. As Ton suggests, too few employers are implementing these practices at their organization. We believe this is due to lack of awareness. If you work in time and attendance or time and labor management, compensation, scheduling, absence and leave, payroll, etc. you know how difficult it can be to grab the attention of your leaders. Often times the solution is already there, waiting patiently in your WFM system to be discovered.
WAM-Pros are the voices of the technology. They turn good ideas and good intentions about good jobs into sustainable realities.
Have you ever had what Ton calls a “good job”? Or have you been stuck with the opposite?
As a WAM-Pro, there are specific elements of the Department of Labor’s (DOL) proposed overtime changes that you will need to understand. So far, most articles have only reviewed the facts, but practitioners like you need more. We could ultimately see hundreds of effects as the ripples of regulation spread, but here are 10 critical ones to start with.
SYDNEY, AUSTRALIA—July 15, 2015. As businesses around the globe look for better ways to manage their workforce and control their labor costs, they will need more than just tools. They will need a standard of competency on how to use workforce management technology and apply best practice.
This week the Association for Workforce Asset Management (AWAM), designer of the Workforce Asset Management Professional (WAM-Pro®) Certification Program, and Presence of IT, a global leader in Workforce Management and HR/Payroll solutions, will partner on a project to create a workforce management certification program specially tailored to the needs of the Australian market. Subject matter experts and leaders will come from all corners of the continent to develop this program, the first of its kind in Australia.
And they said documentation was boring… Workforce lawsuits come in a variety of flavors, but most employers don’t anticipate that firing an employee for poor attendance can turn into a defamation claim. For example, although a manager states in his defense that he fired an employee for tardiness, the employee could contest that it was due to discrimination (sex, age, ethnicity, medical condition, etc.). Employers using workforce management systems could have some defense, however.
With the incessant chatter around preserving our talent, we forgot to retain their attention. A recent Gallup Poll states that in 2014 we only engaged about 3 in 10 people at work. The heart of the retention conversation certainly focuses on keeping top talent, but in practice, businesses base turnover metrics on the average, not the top percentile. So is it really about just keeping the talent we have, or is it more about better engaging those resources?