Retail rewrites its schedule every week: coverage per store, part-time contracts, seasonal peaks and staff who float between locations. 4mystaff gives you the roster per store, clock-in from a tablet at the door or the employee’s own phone, automatic rest-period checks, and a time record that meets the EU Working Time Directive (2003/88/EC) before it reaches payroll.
Per-store rosters
Each store manager plans their own week while head office sees coverage across the whole network. Reusable shift templates cut roster building to minutes. Set up for Romania: working-time records follow Codul muncii (Legea 53/2003) — art. 119, evidența orelor de muncă prestate de fiecare salariat.
The “Per-store rosters” flow keeps the hours, approvals and history you need for orele suplimentare (art. 122–123) și raportarea Revisal/REGES and for an inspection by Inspecția Muncii / ITM.
Part-time contracts
Handle 16-, 24- and 30-hour contracts and make sure nobody works beyond their contracted hours. Contract changes stay in sync with the employee record. Set up for Romania: working-time records follow Codul muncii (Legea 53/2003) — art. 119, evidența orelor de muncă prestate de fiecare salariat.
The “Part-time contracts” flow keeps the hours, approvals and history you need for orele suplimentare (art. 122–123) și raportarea Revisal/REGES and for an inspection by Inspecția Muncii / ITM.
Seasonal peak staffing
Hire fast for holidays and campaigns, with a digital employee file and attendance live from day one. Close access in a single click when the season ends. Set up for Romania: working-time records follow Codul muncii (Legea 53/2003) — art. 119, evidența orelor de muncă prestate de fiecare salariat.
The “Seasonal peak staffing” flow keeps the hours, approvals and history you need for orele suplimentare (art. 122–123) și raportarea Revisal/REGES and for an inspection by Inspecția Muncii / ITM.
Clock-in across locations
Employees clock in from the in-store tablet or their phone, validated against the location. Hours covered at another store are reported against the right cost centre. Set up for Romania: working-time records follow Codul muncii (Legea 53/2003) — art. 119, evidența orelor de muncă prestate de fiecare salariat.
The “Clock-in across locations” flow keeps the hours, approvals and history you need for orele suplimentare (art. 122–123) și raportarea Revisal/REGES and for an inspection by Inspecția Muncii / ITM.
Leave and time off
Requests are approved in the app and the team calendar shows clashes immediately. Remaining entitlement is tracked per employee, automatically. Set up for Romania: working-time records follow Codul muncii (Legea 53/2003) — art. 119, evidența orelor de muncă prestate de fiecare salariat.
The “Leave and time off” flow keeps the hours, approvals and history you need for orele suplimentare (art. 122–123) și raportarea Revisal/REGES and for an inspection by Inspecția Muncii / ITM.
Frequently asked questions
How do I build a per-store roster without a spreadsheet?
You define the coverage you need per store and per time band once; the system drafts the monthly roster and fills it from the people who are actually available. Last-minute changes — a swap between colleagues, a sick day — are applied to the published roster and the employee sees the new version in the app instead of getting a phone call.
Can part-time and full-time staff share one roster?
Yes, and the contracted hours act as a guardrail: each person’s roster is checked against their contract, and the system flags anyone whose actual hours drift persistently above the agreed norm. That drift is what an inspector looks for, and it is far easier to fix weekly than to reconstruct a year later.
One sales assistant covers three stores. How do I know where the hours were worked?
Clock-in is tied to a location, either through the store tablet or through the phone with a position check at the moment of clocking. The report shows hours per store, not just per person, so labour cost lands on the unit that generated it.
How do I plan for the seasonal peak?
Start from last year’s actual hours for the same weeks, broken down by store and time band, and size the shifts before you hire. In parallel you set leave blackout windows for the peak, so you do not reach December with half the team still owing untaken annual leave — the Directive guarantees at least four weeks per year (art. 7).
