Communicate your employee schedule at least two weeks before it begins. Make sure equipment or vehicles are also present during a shift. Map an available and suitable staff member to each shift. This means the worker has no scheduling conflicts, vacation, family or sick leave. Availability should factor in whether a worker can be at the job site at a determined time and place. Suitability should factor in whether a worker has the skills to fill the role. Exempt employees do not need to get paid overtime. An employee’s exemption status dictates whether you must pay him or her overtime. Review the exemption status, suitability and availability of staff members for each shift. You should block out these dates first so that you know availability. Scheduling conflicts may be due to weekends or national or company holidays. Specific days and times may be unavailable for scheduling. You may need only one cook and one cashier on Saturday evening between 6 p.m. Determine the roles you need to fill and the days, times and locations at which you need to fill them. It should also avoid scheduling conflicts, boost output and reduce costs.
Employee scheduling should meet staffing needs.
It sets the work hours for part- and full-time employees. Read on for tips for effective employee scheduling.Įmployee scheduling involves making a master schedule. Are your employees no-shows more often than they show up to work on time? Your employee schedule may need a tune-up.
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