Employers provide a good faith estimate of an employee’s schedule at the time of hire, employee input on work schedule, predictable hours, advanced notice of schedule changes, compensation when using on-call scheduling, and avoid or provide additional compensation for employees working between closing and opening shifts separated by fewer than 10 hours.
How others put this principle into practice
Chicago (IL) Hourly Worker Survey on Schedule Instability:
A survey of 1,717 workers found that more than 40% of hourly paid workers have at least occasional on-call work, often with very short advance notice, and almost half have little to no input into their daily work schedules. More than a third of all workers have less than one week’s advance notice of their schedule, and almost half have a preference to work more hours for more income. Irregular shifts and underemployment are both higher among part-time workers. The findings include a list of public policy recommendations to address the erratic work schedules and their documented work-life consequences for working people.
Emeryville (CA) Fair Work Week Ordinance:
Emeryville, California, implemented a scheduling ordinance in 2017 (see resources on the city's website including posters and FAQs). It specifically addresses advanced notice, predictability of pay, the right for the worker to have input into schedules, requirements for rest and right to address a flexible working arrangement.
Philadelphia (PA) Scheduling Ordinance:
Philadelphia, Pennsylvania, implemented a scheduling ordinance in 2020 (see the city’s website for more resources including a video, FAQ and complaint form). The ordinance specifically addresses advance notice, predictability of pay, the right for the worker to have input into schedules, requirements for rest and allocation of additional shifts to current employees before new employees.
Seattle (WA) Secure Scheduling Law:
Seattle, Washington, enacted one of the country’s first stable scheduling laws in 2017 (see the Secure Scheduling Fact Sheet and a study about the impacts of the ordinance for more information). The study evaluates the law’s effects two years after implementation. The findings include information on scheduling practices as well as on workers’ job satisfaction, well-being and economic security. The study found that Seattle: increased the share of workers who know their schedule at least two weeks in advance, decreased the share of workers reporting last minute shift timing changes without pay, increased workers’ satisfaction with their work schedule and their job, increased workers’ overall happiness and sleep quality and reduced workers’ material hardship.