Predictive scheduling laws have started to complicate state and local wage and hour compliance, but what else is new? lol
These laws are generally meant to assist employees with their budgeting requirements by having a schedule the can count on.
Many laws have not only predictability pay components but also anti-“clopening” requirements — defined as the practice of requiring an employee to close a location and open it the next morning. Some states specifically pre-empt localities from passing such laws.
Most predictive scheduling laws and under consideration apply specifically to retail and fast food companies of a certain size, and usually include part-time and seasonal employees. Some are flexible under certain circumstances. Most have exemptions for “acts of god” (say, a flood or hurricane) and shift swaps by employees who have agreed to the arrangement.
Here is a list of laws by state and locality UPDATED: Dec. 28, 2018, via HRDIVE.com
ARKANSAS
State-wide
Local governments may not create or adopt employer requirements outside state or federal requirements.
CALIFORNIA
San Francisco
The Formula Retail Employee Rights Ordinances (FRERO) regulate hours, notice of work schedules and predictability pay for schedule changes and on-call shifts. Employers must provide schedules two weeks in advance and provide a “good faith written estimate” of the expected number of scheduled shifts per month and the days and hours of those shifts when an employee starts working.View the law
Emeryville
Affected employers in Emeryville must give a “good faith estimate” of an employee’s work schedule. Schedules should be given at least 14 days in advance or an employer must pay Predictability Pay in a calculation which can be seen in the final regulations linked below. Employees also get paid time-and-a-half if scheduled with two shifts within 11 hours of each other for every hour within that 11-hour window.View the law
GEORGIA
State-wide
Local governments may not create or adopt minimum wage laws or laws that require “additional pay to employees based on schedule changes.”View the law
IOWA
State-wide
Local governments may not create or adopt regulations “relating to employment matters.”View the law
NEW YORK
New York City
New York’s Fair Workweek package is made up of four ordinances focused specifically on fast food and retail employers. The laws prohibit on-call scheduling for retail employees within 72 hours of the shift starting; ban fast food employers from scheduling shifts with fewer than 11 hours between them (or risk paying $100 to that employee); require fast food employers to provide an estimate of worker’s schedules upon hiring; and require fast food employers to provide 14 days notice of their schedules or risk paying a schedule change premium.View the laws
OREGON
State-wide
Currently, employers must provide written work schedules at least seven days in advance, provide a good faith estimate of hours upon hiring and give workers a rest period of at least 10 hours between two shifts or else pay a time-and-a-half rate if the employee opts to work that shift. By July 2020, employers must provide work schedules 14 days in advance.View the law
PENNSYLVANIA
Philadelphia
Employers must provide a good faith estimate of a new employee’s work schedule. Notice of schedules must be given 10 days in advance in 2020, and then 14 days in advance starting Jan. 1, 2021. Employers that change the schedule after the advance notice period must pay the affected employees one hour of predictability pay. Employees are also entitled to a rest period of at least 9 hours between two shifts or pay $40 to the worker for each shift worked within such a period.View the law
TENNESSEE
State-wide
Local governments are not allowed to adopt or enforce any regulations that impose “a requirement upon an employer pertaining to employee scheduling.”View the law
WASHINGTON
Seattle
Employers must provide a good faith estimate of hours an employee can expect upon hire, cannot schedule shifts separated by less than 10 hours unless an employee consents to work such hours at a time-and-a-half rate, and must provide work schedules 14 days in advance or pay workers at least an extra hour at the standard rate.