By Calvin Gower, Trüpp.
Starting July 1, 2018, many part-time employees won’t have to play the guessing game with their schedules any longer. The new predictive scheduling law, expected to be signed by Oregon Governor, Kate Brown, will be establishing requirements on large employers (500 or more employees worldwide) for the retail trade, hotels, and food services industries. Predictive scheduling will be focused on non-exempt employees and will not apply to salaried, contract, or specified exempt employees.
With an official effective date less than a year away, here’s a list of 8 key requirements you should know:
- Employers must give new hires an estimate of the employee’s work schedule at the time of hire.
- Employees have the right to identify limitations or changes in their availability by requesting not to be scheduled for certain times or locations.
- Employers must provide the work schedule at least seven days before the work schedule begins.
- A rest period of at least 10 hours between shifts must be provided unless an employee consents to work during the rest period for one-and-a-half times rate of pay.
- If employer changes work schedule after required notice, the employee has the right to decline it.
- If an employee accepts a schedule change after the required notice, they must be paid an additional hour of his or her regular rate in addition to wages earned.
- If the schedule change results in less hours, then the employee must be paid one-half times regular rate for each scheduled hour that isn’t worked.
- Employers have several exceptions to the requirement, including the option to maintain a voluntary standby list of employees who have agreed to cover unanticipated absences or business needs.
To get more details on these requirements, check out this article from Lexology.