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.
Compliance that works while you sleep.
See how the engine handles your jurisdiction's rules.