Predictive scheduling laws have added a new wrinkle to wage and hour compliance, but as with many areas of employment law, the requirements vary between states and localities.
These laws vary in their approaches but are generally aimed at helping employees plan their schedules and budgets. This list will include those that have predictability pay components as well as anti-"clopening" requirements — a practice that has an employee closing a location and opening it the next morning. It also includes the states that specifically pre-empt localities from passing such laws.
Most of the predictive scheduling laws on the books and under consideration apply specifically to retail and fast food companies of a certain size, and usually include part-time and seasonal employees in their scope. Some include flexibility components. Almost all have exemptions for "acts of god" (say, a flood or hurricane) and mutually agreed upon shift swaps by employees.
Here, we track the states, cities and other jurisdictions that have passed such laws, and offer a brief description of each law's requirements, its effective date and a link to the original law.
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