![]() This requirement doesn’t mean that the employer must go without coverage to acquiesce to the employee’s request, but it does mean that whenever possible, employers must try to accommodate. An employer must make a good faith effort to work with the employee. ![]() Predictive work scheduling legislation typically allows employees to give schedule preferences to the employer without any negative repercussions. Employers who follow this one rule can avoid a host of problems, including conflicts and missed shifts. Employers who need to make changes may have to pay the employee extra if they fail to provide advance notice. Some fair workweek laws require 14 days before the first shift starts and others 21 days. Similarly, managers must post schedules (and all changes) in advance. Employers must give schedule estimates on or before a new hire’s first day of work. If anything changes, the employer should notify the employee 14 days prior to the change taking effect. The schedules must be fairly accurate, and employers are often bound to these estimates. Rule #1: Good Faith Estimate of Employee SchedulesĮmployers must give new employees a good faith estimate of their work schedules. Let’s discuss 10 employee shift planning rules contained in many of the existing and forthcoming laws. These include Arkansas, Tennessee, Georgia, and Iowa. Some states have laws in effect that restrict cities from creating local laws around predictive scheduling. Other states that have reporting time laws that put certain obligations on eligible employers include Connecticut, Rhode Island, Massachusetts, Oregon, New Hampshire, New York, New Jersey, and Washington, D.C. This was in 2015, and cities like Seattle, WA New York, New York Chicago, IL and Emeryville, CA, soon followed suit. San Francisco was the first city in the nation to enact a law around predictive scheduling. It is hard for any company to prosper with employees whose lives are in constant upheaval due to poor scheduling. By contrast, poor scheduling fuels turnover and creates resentful employees. Good scheduling practices increase engagement, satisfaction and retention. Of course, predictable employee work scheduling affects more than compliance – it is central to company culture. ![]() Is your employee scheduling compliant? In this post, we discuss 10 practices contained in these “fair workweek,” “stable scheduling” and “fair scheduling” laws. A predictive scheduling law may be coming soon to your state (if it hasn’t already).
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