Schedules That Work Act

Increased Schedule Predictability: Covered sector employees must receive their work schedules at least 14 days in advance, which helps people plan their lives (Section 4(a)(1)(A)).

Financial Protection for Schedule Changes: Employers must provide "predictability pay" if they change a schedule with less than 14 days' notice, helping workers avoid unexpected disruptions (Section 4(b)).

Greater Flexibility for Personal Needs: Employers are required to grant schedule change requests related to serious health conditions, caregiving responsibilities, education, or other jobs, unless there is a "bona fide business reason" (Section 3(c)).

Improved Rest and Well-being: The Act allows employees to decline shifts that occur less than 11 hours after a previous shift, promoting better rest (Section 5(a)).

Protection for Caregivers: The bill defines caregivers broadly to include those looking after children or family members with serious health conditions, supporting those with family responsibilities (Section 2(3)).

Legal Recourse for Workers: Employees have the right to bring civil actions against employers who violate the Act's provisions regarding notice, rest, or schedule changes (Section 7(b)).

Limits on Employer Discretion: Employers may deny schedule requests that are not related to specific protected reasons, such as health or caregiving, for any reason that is not unlawful (Section 3(d)).

Potential for Business Disruptions: Employers can deny requests for schedule changes if they have a "bona fide business reason," such as increased costs or a significant inability to meet organizational needs (Section 2(1)).

Exceptions to Pay Requirements: Employers are not required to pay predictability pay if a schedule change results from a mutually agreed-upon shift trade between employees or certain emergencies like natural disasters (Section 4(b)(2)).

Workplace Disputes: The bill allows for legal actions and investigations, which could lead to litigation between employers and employees (Section 7).