Employees have the right to decline shifts that start less than 10 hours after the end of the previous shift. Employers that make alterations to schedules after that 10-day deadline without mutual agreement to the change must pay one hour of Predictability Pay (one hour of the employee's regular rate) for each adjusted shift. Employers must give 10 days' notice of workers' schedules that window will rise to 14 days on July 1, 2022. The Chicago Fair Workweek Ordinance includes building services, healthcare providers, hotels and manufacturers, as well as the standard retail and food service occupations. To be eligible, employees must earn less than or equal to $26.00 per hour or earn less than or equal to $50,000 per year as a salaried employee. View the lawĮmployers affected: Businesses with 100 or more employees, nonprofits with more than 250 employees, restaurants with at least 30 locations and 250 employees globally. Changes that result in lost work time require employers to pay half the regular rate of pay. If an employer changes the schedule within the 14-day time period and adds time or keeps time the same, the employer must pay an additional hour of pay at the employee’s regular rate for each hour added to the schedule.
Employees who work another shift within that 10-hour window are entitled to time-and-a-half pay for the entire shift. Shifts are required to have at least 10 hours of rest between them unless the employee gives written consent. Employers must also provide a good-faith estimate of a worker’s schedule before hiring and within 10 days of a request from a current employee. The Los Angeles Fair Work Week Ordinance will require employers to provide 14 calendar days advance notice of workers’ schedules, which can be provided electronically, in-person or by posting the schedule in the workplace. Employees must perform at least two hours of work in a workweek in Los Angeles to be covered. View the law Los AngelesĮmployers affected: Retail businesses that have at least 300 employees worldwide, including franchises.
Employees who agree in writing to work such hours must be compensated at one and one-half times their regular rate of pay. Employers must provide predictability pay using the formula detailed at the link below.Įmployees may decline work hours that occur either less than 11 hours after the end of the previous day’s shift or during the 11 hours following the end of a shift that spanned two days. Employers must also provide written notice of potential changes within 24 hours and employees can decline any previously unscheduled hours if within the 2 week window. Have a question or comment? Email us.Įmployers affected: The city employers primarily engaged in the building services, healthcare, hotel, manufacturing, retail, or warehouse services industries with 56 or more employees globally employers primarily engaged in the restaurant industry with 10 or more employees in the city and 100 or more employees globally franchisees primarily engaged in the retail or restaurant industries with 10 or more employees in the city and that are associated with a network of franchises with franchisees employing 100 or more employees globally and not-for-profit corporations with 100 or more employees globally.Įmployers must provide employees with a “good faith estimate” in writing of an employee’s work schedule and provide work schedules with at least two weeks’ notice. Want to know when new predictive scheduling laws are enacted? Sign up for our newsletter. Here, we track the states, cities and other jurisdictions that have passed such laws, and offer a brief description of each law's requirements, its effective date and a link to the original law. Almost all have exemptions for "acts of god" (say, a flood or hurricane) and mutually agreed upon shift swaps by employees. Most of the predictive scheduling laws on the books and under consideration apply specifically to retail and fast food companies of a certain size, and usually include part-time and seasonal employees in their scope.
It also includes the states that specifically pre-empt localities from passing such laws. This list will include those that have predictability pay components as well as anti-"clopening" requirements - a practice that has an employee closing a location and opening it the next morning. These laws vary in their approaches but are generally aimed at helping employees plan their schedules and budgets. Predictive scheduling laws have added a new wrinkle to wage and hour compliance, but as with many areas of employment law, the requirements vary between states and localities.
0 kommentar(er)
