Many American Cities are Passing Predictive Scheduling Laws — Yours Could Be Next

Will You Be Ready When They Do?

Predictive scheduling laws are spreading across the country, and if your restaurant operates in an affected area, you had better be prepared. Why? Because this legal minefield could severely damage your bottom-line.

Lawmakers in five regions have approved these laws, which mandate complex rules on how businesses can schedule their employees. Affected food operators must:

Provide employees schedules weeks in advance
Pay costly fines and wages for last-minute schedule changes
Keep comprehensive compliance records

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Failure to comply with these new laws could cost your business thousands of dollars. If you operate in any of the following locations, you need to find the right solution.

New York City

• Affects fast food operators with 30 locations nationally
• Employers must give schedules 14 days in advance
• Last-minute changes will cost businesses $10 to $75 in extra wages per change
• Employers must give employees a break of more than 11 hours between shifts
• Employers must maintain compliance records for 3 years

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San Francisco

Affects chain stores with at least 40 locations worldwide and 20 or more employees (including corporate officers) in San Francisco
Employers must give schedules 14 days in advance
Employer cannot schedule an employee to work shifts that are separated by less than 10 hours
Employer must keep records for 3 years to show compliance

Seattle

Employers must post employees' work schedules 14 days in advance
Employers must offer additional hours of work to qualified existing employees before hiring external employees
Employers must give employees 10 hours off between shifts or pay time-and-a-half for the difference
Employers must keep records for 3 years to show compliance

Oregon

NOTE: Oregon is the first state to pass predictive scheduling legislation on a statewide level.

Takes effect July 1, 2018
Affects food service, retail and hotel businesses with 500 or more employees worldwide
Employers must post employees’ work schedules 7 days in advance (14 days in advance after July 1, 2020)
Employers must provide employees at least 10 hours off between shifts or pay time-and-a-half for the difference
Employers may maintain a “standby list” of employees willing to work extra hours on short notice with no premium pay, if the need arises
Employers must keep records for 3 years to show compliance

HotSchedules’ industry leading labor management solutions can help your business stay compliant with with these complex mandates.

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Want to learn how to thrive in this daunting legal landscape? Download our eBook!

Predictive Scheduling: What You Need to Know and How to Be Ready

The materials and information included in these resources are provided for reference purposes only. They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances.