Advance Notice

Days

14

Description

Covered employers must provide employees with their work schedules at least 14 calendar days before the first day of the schedule.

Method

Written notice posted in a conspicuous and accessible location at each worksite, or transmitted electronically to affected employees.

Predictability Pay

Description

Employers must pay predictability pay when changes are made to an employee's schedule after the 14-day advance posting deadline.

Schedule Changes

Time Changes

Premium

One hour of pay at the employee's regular rate of pay for each change to the date, time, or location of a shift with no loss of hours.

Description

Applies when the employer changes the date, time, or location of a work shift but does not reduce the total number of hours.

Hour Reductions Or Cancellations

Premium

One-half of the employee's regular rate of pay for each hour the employee does not work as a result of the reduction or cancellation.

Description

Applies when the employer reduces or cancels scheduled hours.

Exemptions

Employee-requested schedule changes, Voluntary shift trades between employees, Acts of God, public utility failures, or other causes not within the employer's control, Mutually agreed-upon schedule modifications, Reduction of hours due to documented employee misconduct or disciplinary action

Clopening Protections

Minimum Rest Hours

10

Description

Employees have the right to decline any work hours that are scheduled less than 10 hours after the end of the previous day's shift (clopening shifts).

Voluntary Consent Premium

Rate Multiplier

1.5

Description

If an employee voluntarily consents to work during the 10-hour rest period, the employer must pay the employee 1.5 times the employee's regular rate of pay for all hours worked during that rest period.

Good Faith Estimate

Description

Employers must provide a good faith written estimate of the employee's work schedule at the time of hire, including the average number of weekly hours the employee can expect, and the expected days, times, and locations of work.

Update Trigger

Employers must update the good faith estimate when there is a significant change to the employee's schedule.

Right To Additional Hours

Description

Employers must offer additional hours to existing qualified employees before hiring new employees, using temporary staffing agencies, or subcontracting for additional labor.

Posting Requirement

Available shifts must be posted for at least 72 hours before being filled by new hires.

Coverage Thresholds

Minimum Employees

300

Industry Codes

NAICS 44-45 (Retail Trade)

Description

The ordinance applies to retail trade employers (NAICS sector codes 44-45) with 300 or more employees globally.

Anti Retaliation

Description

Employers may not retaliate against any employee for exercising rights protected under the Fair Work Week Ordinance, including requesting schedule changes, declining clopening shifts, or filing a complaint.

Recordkeeping

Retention Years

3

Records Required

Work schedules as posted and any subsequent changes, Good faith estimates provided at hire, Written consents for rest period waivers, Offers of additional hours to existing employees, Payroll records documenting predictability pay

The Los Angeles Office of Wage Standards enforces the Fair Work Week Ordinance. Violations may result in administrative fines, orders to pay back wages and predictability pay owed, reinstatement, and compensatory damages. Employers who retaliate against employees exercising their rights face additional penalties. Employees may also pursue private legal action.

Per violation: $500

Statute of limitations: 3 years