Predictive scheduling laws tend to target the kinds of industries that ramp up operations around the holidays – meaning that retail, fast food, hotels, manufacturing, and warehouse locations have yet another thing to worry about during the busiest time of the year. These laws require employers to provide more predictability to employees in their working hours, as well as encouraging employers to turn part-time employees into full-time employees. So how can employers balance the flexibility needed to successfully operate during this season with the restrictions imposed by predictive scheduling laws? In this Insight, we’ll best position you to make staffing and operational decisions that put you in the best position to both comply with the law and operate your business during the holiday season.
Growth of Predictive Scheduling Laws
In the past decade, “predictive scheduling” laws have proliferated in various jurisdictions across the country. We’ve seen these laws pass in extremely employee-friendly, local jurisdictions (like New York, Chicago, Philadelphia, Los Angeles city and county, San Jose, San Francisco, Berkely, and Seattle), with Oregon being the only state to have passed one.
What is Required by Predictive Scheduling Lawa?
Exact requirements will vary by jurisdiction, but predictive scheduling laws generally require the following:
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