Understanding your rights and obligations regarding work schedule changes is important. Employees and small business owners need to know these rules to ensure transparency and fair treatment in the workplace.
California’s labor laws
California labor laws do not mandate a minimum notice period for schedule changes. Certain cities have implemented local ordinances to provide greater protection for employees. These local laws require employers to give advance notice for schedule changes and impose penalties for non-compliance. Employers must follow these regulations to avoid penalties.
Predictive scheduling ordinances
In Southern California, several cities have enacted predictive scheduling mandates for employers. Los Angeles has implemented the Fair Workweek Ordinance. This ordinance applies to retail businesses with 300 or more employees globally. Under this ordinance, employers must provide schedules at least 14 days in advance. They must offer pay for last-minute changes and ensure a minimum of 10 hours of rest between shifts.
Under San Francisco’s Predictive Scheduling Ordinance, employers must provide work schedules at least two weeks in advance. If employers make schedule changes with less than seven days’ notice, they must compensate the employees. This ordinance applies to retail establishments and chain stores operating in the city. These rules help ensure that employees have enough time to plan around their work schedules.
Best practices for employers
In areas without specific scheduling laws, employers should strive to provide reasonable notice for schedule changes. Employers should inform their employees of their scheduling policies and any changes. This approach helps make everyone aware of expectations and procedures.
Understanding scheduling notice requirements in your area can help you navigate your rights and responsibilities.
