There are no predictive scheduling requirements in California While not a law in California, other states and local cities have passed scheduling mandates that require employers to set schedules for employees well in advance, and if the employer changes the schedules within a certain time frame, the employer must pay a penalty for the change. Seattle Secure Scheduling Ordinance. Chicago joins the ranks of other cities like San Francisco, Emeryville, San Jose, Berkeley, New York City, Seattle, SeaTac and Philadelphia that have predictive scheduling laws. That said, there are several other states that are eyeing this type of legislation or that have started the process of introducing their own version of the law at the congressional level. In addition to the local requirements by San Jose, all of California businesses may be soon facing a similar law, as one has been introduced into the California Legislature. After San Francisco passed its Formula Retail Employee Rights Ordinances in November of 2014, making it the first jurisdiction to impose scheduling requirements on private employers, predictive or fair scheduling laws were considered in various jurisdictions throughout the United States, but failed to take hold. Qualifying employers in regions with Predictive Scheduling laws will want to take a look at their scheduling practices. The Details. However, this law could also work in your favor as research shows giving hourly employees more work-life flexibility is fundamental to keeping them happier and (hopefully) more engaged. Currently, Oregon has the only statewide predictive-scheduling law. Philadelphia's Fair Workweek Law takes effect April 1 , and Chicago's begins July 1 . There is a mix of state-wide laws and local laws. Oregon is currently the only state with a predictive scheduling law, following the lead of several cities including Seattle, New York City, Philadelphia and Chicago. The ordinance will become effective on Jan. 1, 2020. Predictive scheduling laws are laws that require employers to post employees’ work schedules a certain amount of time in advance and penalize employers for last minute changes to schedules. The Big Three. In 2014, predictive scheduling first became law in San Francisco and a number of other cities followed suit. Some cities, such as San Jose, San Francisco, Seattle, New York City, and Washington, D.C. have also enacted laws related to predictive scheduling, which have added stability and predictability to worker’s income and schedules. Predictive scheduling laws require employers to give employees adequate notice of … Enter predictive scheduling—a legal step toward minimizing (if not eliminating) the negative repercussions felt both by employees and the businesses that employ them. On September 19, 2016, Seattle became the second local jurisdiction to enact a “predictive scheduling” or “secure scheduling” ordinance that allows the jurisdiction to restrict how retailers and restaurants schedule their employees. Oregon became the first state to enact such legislation with passage of the Fair Workweek Act in 2017, and it’s … MunicodeNEXT, the industry's leading search application with over 3,300 codes and growing! For example, both San Francisco’s and Seattle’s city ordinances require employers to post employee work schedules 14 days in advance. They join three other municipalities -- including New York City, San Francisco and Seattle -- that have already implemented predictive scheduling laws. Predictive scheduling laws protect workers from last minute scheduling changes that could negatively impact their income. Employers are abandoning on-call scheduling as states and cities continue to pass predictive scheduling laws. Prohibited: Arkansas, Georgia, Iowa, and Tennessee. For managers and restaurant owners who are in charge of employee scheduling, legal compliance may add another layer of complexity to an already arduous task. Stay tuned. New York City is the next city with a predictive scheduling law in the works, though its law is focused specifically on the fast food industry. 16-5-39.01(d). This follows Oregon’s, Seattle’s, and New York’s new restrictive scheduling laws. The bill will go into effect on July 1, 2017. Philadelphia: The City of Brotherly love passed its Predictive Scheduling ordinance in December of 2018 (it’ll come into effect on January 1, 2020) and the law gives employees the right of first refusal to work additional hours. Some cities, such as San Jose, San Francisco, Seattle, New York City, and Washington, D.C. have also enacted laws related to predictive scheduling, which have added stability and predictability to worker’s income and schedules. In Seattle, managers cutting hours are still required to pay half of the employee’s wages for those hours. Mayor Ed Murray announced he plans to sign the Secure Scheduling Ordinance. Retail employers beware: New York City’s predictive scheduling law went into effect on November 26, 2017, and now New York State is now getting in the mix. We previously wrote about Oregon’s predictive scheduling law in August 2017. The state of Oregon was the first to pass a fair workweek law in 2018, and New Jersey may become the second state if a law … The most significant and troubling difference between the Seattle ordinance and other predictive scheduling measures is the required interactive process for employee scheduling requests. Seattle’s Secure Scheduling Ordinance was the second citywide scheduling law. Some cities, such as San Jose, San Francisco, Seattle, New York City, and Washington, D.C. have also enacted laws related to predictive scheduling, which have added stability and predictability to worker’s income and schedules. Covered Employers. Predictive Scheduling Unpredictable schedules and late notice for assigned shifts make it difficult for hourly restaurant workers to find childcare, go to school, or schedule transportation. Chicago’s fair workweek law goes into effect on July 1, 2020. • The definition of employees includes “learners.” Ordinance No. Derek Jones, VP or Business Development at Deputy, a workforce automation company, sees a correlation between the drive for predictive scheduling and other employment law advocacy. Oregon is currently the only state with a predictive scheduling law, following the lead of several cities including Seattle, New York City, Philadelphia and Chicago. Enacted: California, Illinois, New York, Oregon, Pennsylvania, and Washington. Predictive scheduling laws are also commonly called Fair Workweek ordinances. If you work for a large employer (with at least 500 employees worldwide) in the retail, hospitality, or food services industry, they must follow rules around scheduling you for work. The new law protects businesses that want to use the practice of “on call” or “predictive” scheduling by barring local governments from requiring additional pay for scheduling changes. Since the passage of San Francisco’s predictive scheduling ordinances, San Jose, Seattle, and New York City have passed similar laws of their own. Oregon is currently the only state with a predictive scheduling law, following the lead of several cities including Seattle, New York City, Philadelphia and Chicago. San Francisco became the first U.S. city to require large chains to provide predictable schedules to their workers and janitorial and security services. Additionally, some states have outright prohibited the predictive scheduling law. Since the first predictive scheduling law arose in San Francisco several years ago, other states and major U.S. cities have contributed to a precipitous rise in these laws. Places like Oregon, New York City, Chicago, Seattle, and Philadelphia have all since participated in this rising regulatory experiment by respectively proposing and implementing their own unique frameworks. Philadelphia Mayor Jim Kenney signed the Fair Workweek Employment Standards Ordinance on Dec. 20, 2018. The new predictive scheduling law requires certain industry employers … Ordinance No. Implemented in July 2017, retail and food service companies in Seattle, with 400 employees worldwide, must now post work schedules two weeks in advance and pay employees when the schedule changes. What are predictive scheduling laws? As a result, four cities and one state in the U.S. have passed predictive scheduling laws that make scheduling practices fairer for workers. The New York State Department of Labor (“NYSDOL”) recently released draft regulations that would amend the rules for scheduling employees covered by the Minimum Wage Order for Miscellaneous Industries and Occupations. Oregon’s predictive scheduling law goes into effect on July 1, 2018. Predictive and/or Fair Scheduling Laws Printed on Sep 11th, 2017 5:09:10 PM 4 Jurisdiction Covered Employees and Industries Scheduling Requirements Notice, Posting & Recordkeeping Prohibitions, Remedies & Enforcement minimum wage law. Changes within the advance notice period can result in premiums and fines. In advance of the law’s effective date, BOLI has issued final administrative rules that will govern its administration of the law. On April 25, 2018, the Oregon Bureau of Labor and Industries (BOLI) issued proposed rules implementing Oregon’s predictive scheduling law, Senate Bill 828, which will take effect on July 1, 2018.A link to the proposed rules is available on BOLI’s website.. Predictable-scheduling laws took effect in 2017 in Seattle and New York City. Yes, the state of Oregon is the first state to pass a predictable scheduling law. The City of Seattle has passed a bill requiring certain large employers operating within Seattle city limits to give their hourly workers advance notice of their schedules and to pay workers extra for being required to work on call. The effect of this is to protect the practice of “on call” and “predictive” scheduling. Currently, there are three cities—San Francisco, Seattle, and New York City—whose predictive scheduling legislations set the bar. 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