Los Angeles recently joined Berkeley, San Francisco and Emeryville, Calif.; New York City; Philadelphia; Chicago; Seattle; Euless, Texas; and Oregon as jurisdictions that have enacted fair workweek legislation.
The Los Angeles Fair Work Week Ordinance will apply to retail businesses that have at least 300 employees worldwide, including franchises. Employees who qualify for minimum wage and perform at least two hours of work in a workweek in Los Angeles will be covered by the ordinance, which contains a host of scheduling and recordkeeping requirements. It is scheduled to go into effect on April 1.
Good-Faith Estimate
Employers will be required to provide workers with a written, good-faith estimate of their work schedule before hiring and within 10 days of a current employee's request. Other jurisdictions have required such estimates to identify the actual days the employee will be expected to work and a narrowly tailored range of hours the employee is expected to be scheduled. The good-faith estimate will also likely require employers to identify the days the employee will not be expected to work.
Employers must notify new employees of their rights under the ordinance. If a worker's actual work hours deviate significantly from the good-faith estimate, the ordinance is violated unless the employer has a documented, legitimate business reason that was unknown at the time the good-faith estimate was given to the worker.
Employees can request certain work hours, work times,...
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