Establishes the schedules that work act to provide for a timely, good faith interactive process between employees and employers that includes a discussion of potential schedule changes to meet an employee's needs.
Impact
If enacted, the Schedules That Work Act would introduce significant reforms to New York's labor laws. It also stipulates that employees must be informed of their work schedules well in advance, with particular attention to changes that require less than twenty-four hours' notice. The bill expressly prohibits employers from retaliating against employees who exercise their rights under this legislation, which is expected to provide employees with greater job security and predictability regarding their hours. The changes will particularly benefit low-wage workers in retail and service jobs who often face last-minute scheduling changes that can disrupt their lives.
Summary
Bill S07515, known as the 'Schedules That Work Act', seeks to enhance employee rights by establishing requirements for flexible, predictable, and stable work schedules for certain categories of employees, particularly in the retail, food service, and cleaning sectors. This legislation mandates a good faith interactive process between employers and employees when scheduling work hours, allowing employees to request changes that accommodate their personal circumstances, such as caregiving responsibilities or health issues. The emphasis on employee engagement in scheduling aims to improve work-life balance and job satisfaction.
Contention
Notably, the bill acknowledges 'bona fide business reasons' as potential grounds for employers to deny schedule change requests. This clause has sparked debate about the balance between employee rights and the operational needs of businesses, with concerns raised regarding how such reasons will be defined and enforced. Critics argue that the legislation, while well-intentioned, may impose burdensome constraints on employers, particularly small businesses that may struggle to adapt to stringent scheduling demands. Hence, while the legislation promotes employee advocacy, careful scrutiny will be necessary to protect the interests of various stakeholders.
Relates to providing more predictable and stable schedules for employees in low-wage occupations; provides that an employer shall pay an employee for at least 4 hours at the basic minimum hourly wage for each day an employee reports for work as instructed but is given less than four hours of work.
Relates to providing more predictable and stable schedules for employees in low-wage occupations; provides that an employer shall pay an employee for at least 4 hours at the basic minimum hourly wage for each day an employee reports for work as instructed but is given less than four hours of work.
Requires employers of retail, food service or cleaning employees to give such employees 7 days' notice of their work schedule and a month's notice of the minimum hours of work; provides a private right of action to employees who are aggrieved by certain violations of such provisions.
Requires employers of retail, food service or cleaning employees to give such employees 7 days' notice of their work schedule and a month's notice of the minimum hours of work; provides a private right of action to employees who are aggrieved by certain violations of such provisions.
Enacts provisions providing protection to employees from retaliatory actions by employers where such employees report improper business activities; applicable to employees who in good faith reasonably believe that an improper business activity has or will occur, based on information that the employees reasonably believe to be true; provides remedies and relief.
Relates to flexible working arrangements; provides that employees may submit a request for flexible working arrangements in good faith; requires the employer to notify the employee of the decision; prohibits employers from retaliating against employees for exercising rights under the section.
Relates to flexible working arrangements; provides that employees may submit a request for flexible working arrangements in good faith; requires the employer to notify the employee of the decision; prohibits employers from retaliating against employees for exercising rights under the section.
Paid family and medical leave insurance modified, definitions modified, premium rates and amount of benefits fixed, administrative authority to adjust premium rates and amount of benefits repealed, small employers allowed voluntarily participate, and other provisions relating to paid family and medical leave insurance modified.