Schedules That Work Act

Right to Request Changes: Under Section 3(a), employees can ask their bosses for changes to their work hours, times, location, or predictability without fear of being punished. This is good because it gives working folks a voice in their daily lives.

Protection for Health and Caregiving: Under Section 3(c), if an employee asks for a schedule change because of a serious health condition, caregiving duties, school training, or another job, the employer must grant it unless the employer has a bona fide business reason to say no. This helps workers take care of their families and health.

Advance Notice of Schedules: Under Section 4(a)(1)(A), employers in covered sectors must give workers their schedules at least 14 days before it starts. This helps folks plan their lives and child care.

Predictability Pay: Under Section 4(b)(1), if a boss changes a covered worker's schedule with less than 14 days notice, they have to pay extra money for added hours or canceled shifts. This compensates workers for last-minute chaos.

Rest Between Shifts: Under Section 5(c), if an employee works a shift less than 11 hours after their previous shift, the boss must pay them 1.5 times their regular pay rate. This ensures workers get enough rest.

Retaliation Protections: Under Section 6(b), bosses are banned from firing, demoting, or cutting the hours of any worker who speaks up or uses their rights under this Act. This holds elected officials and employers accountable to the people.

Bona Fide Business Reason Denials: Under Section 3(c), employers can deny schedule change requests if they have a bona fide business reason, which is defined in Section 2(1) to include things like additional costs or a detrimental effect on business performance. This means workers might still get turned down if the boss claims it hurts the bottom line.

Exemption for Collective Bargaining: Under Section 12, the Act does not apply to employees covered by a valid collective bargaining agreement if that agreement already governs work scheduling and expressly waives the provisions of this Act. This could leave some union workers without these specific protections if their contracts waive them.