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This V2 product is not dynamic algorithmic scheduling. Managers manually schedule, just like they would on paper. The focus is more on clear communication to th

This V2 product is not dynamic algorithmic scheduling. Managers manually schedule, just like they would on paper. The focus is more on clear communication to the employees. In the future, we want to focus on data integrations (e.g. surfacing vacation days from other apps) and shift swaps (which largely benefit workers).

lovich 10y ago
My point is that managers are already manually scheduling employees on a way that hurts the employee but benefits the company. The inability to guaruntee that scheduling updates were seen by the employee was the only thing I saw that kept people from being put to 0 hours or getting fired. I witnessed multiple events where someone had acknowledged a schedule change with a manage with a <1 week notice and had to refuse it. Every single time that happened, that person suddenly had 0-4 hours of work each following week. I don't see this product doing anything but forcing employees into even tighter servitude for the worst paying employers with how the current situation is in America. If there were greater workplace protections for employees concerning schedule changes I would not have such an issue with this product
- philip1209 10y ago
  We're seeing the market care more about responsible scheduling now. The delayed Obamacare rules means that many more workers are eligible for overtime. We've seen many workers happy about this, and we're seeing more businesses take ownership of scheduling. If nothing else, Staffjoy maintains strict audit logs and could eventually help companies evaluate managers (average lead time per schedule, etc).
  - lovich 10y ago
    I might be talking from a position of ignorance then as I haven't worked these jobs in about 5 years, but how are the Obamacare rules making companies care? My experience was that any benefit got tied to n hours of work per week, employees were scheduled to n-1 hours. This was held to so strictly across multiple companies that at one point I was told to work 2 hours overtime on a Thursday. The next Friday, the last day of the week for the business, I had the owner show up from their home in another state to take over from me exactly 2 hours before my shift was scheduled to end and I was sent home. If you're targeting mid tier and above businesses where someone can live off the salary of that one job, I could see them using this for a great benefit for both employee and the employer.Unfortunately I can't see any way that an employer paying minimum wage wouldn't use this to control their employees even more strictly than before

lovich 10y ago

My point is that managers are already manually scheduling employees on a way that hurts the employee but benefits the company. The inability to guaruntee that scheduling updates were seen by the employee was the only thing I saw that kept people from being put to 0 hours or getting fired. I witnessed multiple events where someone had acknowledged a schedule change with a manage with a <1 week notice and had to refuse it. Every single time that happened, that person suddenly had 0-4 hours of work each following week. I don't see this product doing anything but forcing employees into even tighter servitude for the worst paying employers with how the current situation is in America. If there were greater workplace protections for employees concerning schedule changes I would not have such an issue with this product

philip1209 10y ago
We're seeing the market care more about responsible scheduling now. The delayed Obamacare rules means that many more workers are eligible for overtime. We've seen many workers happy about this, and we're seeing more businesses take ownership of scheduling. If nothing else, Staffjoy maintains strict audit logs and could eventually help companies evaluate managers (average lead time per schedule, etc).
- lovich 10y ago
  I might be talking from a position of ignorance then as I haven't worked these jobs in about 5 years, but how are the Obamacare rules making companies care? My experience was that any benefit got tied to n hours of work per week, employees were scheduled to n-1 hours. This was held to so strictly across multiple companies that at one point I was told to work 2 hours overtime on a Thursday. The next Friday, the last day of the week for the business, I had the owner show up from their home in another state to take over from me exactly 2 hours before my shift was scheduled to end and I was sent home. If you're targeting mid tier and above businesses where someone can live off the salary of that one job, I could see them using this for a great benefit for both employee and the employer.Unfortunately I can't see any way that an employer paying minimum wage wouldn't use this to control their employees even more strictly than before