HS ASC: Pay Exceptions - Good Faith Estimate Rule

Overview

The Good Faith Estimate rule is a Pay Exception rule that can be configured within a Rule Set in the Above Store Console (ASC).

The rule is used to monitor an employee's actual work patterns against their established Good Faith Estimate and identify when the estimate may need to be reviewed. Good Faith Estimate requirements are intended to provide employees with a reasonable expectation of their anticipated work schedule. Depending on the jurisdiction or employer policy, an estimate may include expected weekly hours, anticipated workdays, work locations, on-call expectations, or typical shift times.

The Good Faith Estimate rule allows customers to establish acceptable scheduling ranges and identify situations where an employee's actual work patterns differ significantly from their established estimate. Customers are responsible for determining how Good Faith Estimates should be configured based on their policies, agreements, or applicable requirements.

• Employee Good Faith Estimates: This rule evaluates actual work patterns against the Good Faith Estimate established for the employee in HotSchedules. Good Faith Estimates are created and maintained from the employee's profile at the store level. See Good Faith Estimates for instructions on creating and managing individual employee estimates.
• For details on creating, editing, and assigning Pay Exception Rule Sets in general, refer to this article.
• This functionality can be configured regardless of whether a specific jurisdiction is listed in the compliance coverage section below.

Compliance Coverage by Jurisdiction

Good Faith Estimate is a scheduling compliance concept used in some Fair Workweek, predictive scheduling, or secure scheduling requirements. This rule is separate from the Regular Schedule rule, which may apply where an employee’s recurring schedule is managed as a baseline schedule for ongoing scheduling workflows.

Some jurisdictions may require covered employers to provide employees with a good faith estimate, initial estimate, or similar written expectation of anticipated work schedules. Requirements may vary by location, industry, employee classification, collective bargaining agreement, and enforcement guidance.

This table is provided for general awareness only and may not include every jurisdiction, industry-specific rule, local requirement, employee classification, collective bargaining agreement, or enforcement consideration. Customers are responsible for reviewing applicable requirements and consulting qualified legal or compliance professionals before enabling or disabling Good Faith Estimate settings.

Good Faith Estimate Rule Configuration

The Good Faith Estimate rule is configured by defining thresholds used to determine when an employee's actual work patterns should be reviewed against their established estimate.

The following settings determine how the estimate is calculated and when review criteria are triggered:

A - Maximum Good Faith Estimate Hours: Defines the maximum number of hours that may be included in the employee's Good Faith Estimate. The configured value is multiplied by the employee's average weekly hours to determine the maximum. This setting helps establish the upper boundary of the employee’s anticipated schedule.

• Example: If the employee's average weekly hours are 24 and the configured value is 1.5, the maximum is 36 hours.

B - Review Employee's Good Faith Estimate: Select one or more conditions used to determine when an employee's Good Faith Estimate should be reviewed based on differences between their estimated schedule and actual work patterns.

• Customers can configure one or more of the following review criteria:

Examples: 

1. Review the Good Faith Estimate if actual hours differ by more than 20% during 6 of the last 12 consecutive weeks.
2. Review the Good Faith Estimate if actual workdays differ by more than one day during 6 of the last 12 consecutive weeks.
3. Review the Good Faith Estimate if shift start or end times differ by more than one hour during 6 of the last 12 consecutive weeks.

The review criteria are intended to identify situations where an employee’s actual work patterns have changed enough that their Good Faith Estimate may no longer accurately reflect their expected schedule.

Customers should determine appropriate thresholds based on their scheduling practices, operational requirements, and any applicable legal or compliance obligations.

Related Articles

Good Faith Estimate

• HS: Good Faith Estimates
• HS: Fair Work Week - Good Faith Estimate Report

Pay Exceptions (ASC)

• HS ASC: Time and Attendance - Pay Exceptions
• HS ASC: Pay Exceptions - Predictability Pay and Right to Rest Rules
• HS ASC: Pay Exceptions - Minimum Shift Rule
• HS ASC: Pay Exceptions - Split Shift Rule
• HS ASC: Pay Exceptions - Meals & Breaks Rule
• HS ASC: Pay Exceptions - Premium Pay Rule
• HS ASC: Pay Exceptions - Regular Schedule Rule