Yes, the state of Oregon is the first state to pass a predictable scheduling law. What are predictive scheduling laws? The Details. On April 25, 2018, the Oregon Bureau of Labor and Industries (BOLI) issued proposed rules implementing Oregon’s predictive scheduling law, Senate Bill 828, which will take effect on July 1, 2018.A link to the proposed rules is available on BOLI’s website.. Qualifying employers in regions with Predictive Scheduling laws will want to take a look at their scheduling practices. Philadelphia's Fair Workweek Law takes effect April 1 , and Chicago's begins July 1 . If you work for a large employer (with at least 500 employees worldwide) in the retail, hospitality, or food services industry, they must follow rules around scheduling you for work. Oregon is currently the only state with a predictive scheduling law, following the lead of several cities including Seattle, New York City, Philadelphia and Chicago. Predictive Scheduling Unpredictable schedules and late notice for assigned shifts make it difficult for hourly restaurant workers to find childcare, go to school, or schedule transportation. Currently, predictive scheduling ordinances say employers must schedule workers 10 days in advance – a timeframe that will increase to 14 days in 2022. Predictive scheduling laws are also commonly called Fair Workweek ordinances. In addition to the local requirements by San Jose, all of California businesses may be soon facing a similar law, as one has been introduced into the California Legislature. Oregon’s predictive scheduling law goes into effect on July 1, 2018. Mayor Ed Murray announced he plans to sign the Secure Scheduling Ordinance. The effect of this is to protect the practice of “on call” and “predictive” scheduling. For example, both San Francisco’s and Seattle’s city ordinances require employers to post employee work schedules 14 days in advance. Places like Oregon, New York City, Chicago, Seattle, and Philadelphia have all since participated in this rising regulatory experiment by respectively proposing and implementing their own unique frameworks. Since the passage of San Francisco’s predictive scheduling ordinances, San Jose, Seattle, and New York City have passed similar laws of their own. Chicago’s fair workweek law goes into effect on July 1, 2020. The state of Oregon was the first to pass a fair workweek law in 2018, and New Jersey may become the second state if a law … Oregon is currently the only state with a predictive scheduling law, following the lead of several cities including Seattle, New York City, Philadelphia and Chicago. Enter predictive scheduling—a legal step toward minimizing (if not eliminating) the negative repercussions felt both by employees and the businesses that employ them. Seattle’s Secure Scheduling Ordinance was the second citywide scheduling law. Changes within the advance notice period can result in premiums and fines. Predictable-scheduling laws took effect in 2017 in Seattle and New York City. The New York State Department of Labor (“NYSDOL”) recently released draft regulations that would amend the rules for scheduling employees covered by the Minimum Wage Order for Miscellaneous Industries and Occupations. San Francisco became the first U.S. city to require large chains to provide predictable schedules to their workers and janitorial and security services. There is a mix of state-wide laws and local laws. MunicodeNEXT, the industry's leading search application with over 3,300 codes and growing! There are no predictive scheduling requirements in California While not a law in California, other states and local cities have passed scheduling mandates that require employers to set schedules for employees well in advance, and if the employer changes the schedules within a certain time frame, the employer must pay a penalty for the change. On September 19, 2016, Seattle became the second local jurisdiction to enact a “predictive scheduling” or “secure scheduling” ordinance that allows the jurisdiction to restrict how retailers and restaurants schedule their employees. Derek Jones, VP or Business Development at Deputy, a workforce automation company, sees a correlation between the drive for predictive scheduling and other employment law advocacy. Some cities, such as San Jose, San Francisco, Seattle, New York City, and Washington, D.C. have also enacted laws related to predictive scheduling, which have added stability and predictability to worker’s income and schedules. 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