Compliance
Compliance isn't a feature. It's the system.
Most platforms treat compliance as a checklist bolted on after the fact. Qwick's intelligence layer enforces rules as blocking constraints — at scheduling, time & attendance, and payroll — catching violations before they happen, not after.
30+ jurisdictions
Rules enforced automatically
What's covered
Every rule, every jurisdiction. Enforced automatically — not just flagged.
When a schedule violates a break law, it can't be published without override and documentation. When a payroll run would misclassify a worker, it's flagged before execution.
How it works
Three layers, one engine.
Layer 1: Rules, loaded and maintained
Municipal ordinances, state labor law, and federal requirements are ingested and maintained by the platform's intelligence layer. Your team never touches a compliance table.
Layer 2: Enforced as blocking constraints
A schedule that violates a break rule can't be published. A payroll run that would misclassify a worker is blocked before execution — the platform catches it first.
Layer 3: Connected across every system
The same engine feeds scheduling, time & attendance, and payroll simultaneously. No gap between what was tracked and what was paid.
In practice
What enforcement looks like in real time.
0
Violations this period
847
Rules checked
11
Actions blocked
Recent blocks & enforcements
The cost of getting it wrong
Violations aren't abstract. They're invoiced.
These are real penalty figures — per worker, per shift — enforced by the DOL, IRS, and state labor commissioners. One missed break, one misclassified worker, one late final-pay check can compound across your entire workforce fast.
$2,500
Per worker, per misclassification
DOL Section 530 safe-harbor violation. Doubles with willfulness. Applied to every misclassified 1099.
$500
Per predictive scheduling breach
NYC Fair Workweek Law. Late-notice shift changes, missed 14-day advance schedules, on-call abuse.
$340K
Single enterprise settlement
Typical Fair Workweek payout for a multi-site employer over a 12-month window. Often paid with back wages.
14 days
CA & MA background check window
State-regulated maximum processing time. Can't be shortened. Must be baked into market onboarding.
72 hrs
Final pay — most states
Waiting-time penalties can hit 30 days of wages in CA. Final-check timing is a trap most platforms miss.
3 days
E-Verify federal window
DHS requires E-Verify case opened within 3 business days of start date. Late cases trigger audit exposure.
Jurisdiction coverage
Every rule, every city, every state.
Qwick's compliance team maintains a live ruleset that updates with every new ordinance, minimum wage change, and enforcement notice. Your team never opens a compliance spreadsheet again.
Predictive Scheduling
30+ jurisdictions live
Chicago Fair Workweek, NYC Fair Workweek, Seattle Secure Scheduling, SF Formula Retail, Philadelphia, LA, Oregon statewide, and Emeryville. Advance notice, premium pay, and right-to-rest enforced at shift creation.
Break & Meal Laws
All 50 states mapped
California's Labor Code §512 (30-min meal by hour 5, second meal by hour 10), NY Hospitality Industry wage order, Washington rest-break rules, and dozens more. Enforced in scheduling; missed breaks auto-trigger premium pay.
Minimum Wage
Federal, state, city, tipped
Seattle large-employer, NYC fast-food, Denver citywide, CA tipped credits (and absence thereof), tiered tip-credit rules in Washington D.C. Every shift posts at or above the binding minimum.
Classification
ABC test + state overlays
CA AB5, Massachusetts ABC, New Jersey ABC. 1099 classification blocked in W-2-required markets. Automatic, not manual — no "did we check?" moments.
Final Pay
State-by-state timing
CA immediate upon discharge, MA next pay period, NY 7 days. Missed final-pay deadlines trigger waiting-time penalties. Qwick handles the clock.
Leave & Sick Time
City + state accrual tracking
Seattle Paid Safe & Sick Time, NYC Earned Sick Leave, Chicago, Philly, Oregon statewide. Accrual, carryover, and use tracked per worker per jurisdiction.
W-2 Markets
Full W-2 employment in select markets.
In markets with stricter labor laws, Qwick operates as a full W-2 employer of record — reducing misclassification risk, audit exposure, and co-employment liability for your business.W-2 covers payroll taxes, workers' comp insurance, benefits (paid sick time, OT), I-9 and E-Verify, and all state-mandated compliance.
Live W-2 Markets
Case Example — 340-Unit Restaurant Group
“We spent $340K on a Fair Workweek settlement. Qwick was our answer.”
A multi-state restaurant group came to Qwick after a 12-month Fair Workweek enforcement action. Manual scheduling had missed advance-notice windows at 11 of 47 NYC locations. Since switching, the group has run 8 quarters with zero predictive-scheduling violations, across 14,000+ shifts per quarter.
Frequently Asked Questions
Qwick enforces predictive scheduling ordinances in 30+ cities, break and meal period laws in all 50 states, overtime thresholds, 1099 misclassification guardrails, FMLA and state leave obligations, final pay timing, and minimum wage floors at federal, state, and city levels.
Yes. Qwick automatically enforces predictive scheduling rules in Chicago, NYC, Seattle, San Francisco, Philadelphia, Los Angeles, Oregon, and 30+ other jurisdictions. Advance notice, premium pay, and right-to-rest rules are built into the scheduling system.
The platform blocks the action before it happens. For example, if a schedule would miss a California meal break, it can't be published without override and documentation. Violations are prevented, not just flagged.
Yes. Qwick operates as a full W-2 employer of record in California markets including San Francisco, Los Angeles, and San Diego. This reduces misclassification risk, audit exposure, and co-employment liability for your business.
Qwick applies ABC test classification rules automatically. In W-2-required markets like California, 1099 classification is blocked entirely. The platform catches misclassification before payroll runs, not after.
Penalties include up to 2,500 dollars per worker for misclassification, 500 dollars per predictive scheduling breach, waiting-time penalties up to 30 days of wages for late final pay, and multi-employer settlements often exceeding 340,000 dollars for Fair Workweek violations.
Compliance that works while you sleep.
See how the engine handles your jurisdiction's rules.