Retail employers in Los Angeles will soon be required to provide employees with written, good faith estimates of their schedules and offer extra hours to current employees before hiring new workers under a new ordinance that takes effect on April 1, 2023. The "Los Angeles Fair Work Week Ordinance" makes the city the latest jurisdiction to pass a predictable scheduling law, joining Seattle, San Francisco, New York City, Philadelphia, and Oregon, among others. Below is a summary of the Los Angeles ordinance's key provisions.
The Los Angeles ordinance applies to employers that are retail businesses and have at least three hundred employees "globally," including those employed through temporary service firms or staffing agencies, retail subsidiaries, and franchisees. Employees affected by the ordinance are defined as anyone working in the City of Los Angeles at least two hours or more per week for a retail employer and who is entitled to be paid at least minimum wage pursuant to Section 1197 of the California Labor Code and the Industrial Welfare Commission's wage orders.
The ordinance will require retail employers to provide a "written good faith estimate" of an employee's work schedule to each new employee and to any current employee within ten days of a request as well as notice of employee rights under the ordinance. The good faith estimate is not meant to constitute a "binding, contractual offer," however, if employees'...
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