Schedules That Work Act
Summary
The Schedules That Work Act aims to provide employees with the right to request flexible, predictable, or stable work schedules without fear of retaliation. It mandates employers to consider these requests and provide more predictable schedules, especially for those in occupations with unstable scheduling practices. The bill also includes provisions for advance notice of work schedules, predictability pay for changes made with less than 14 days' notice, and split shift pay for covered sector employees.
Expected Effects
If enacted, the bill would require employers to engage in an interactive process with employees requesting schedule changes. Covered sector employees, including those in hospitality, retail, food service, cleaning, and warehouse occupations, would receive greater schedule predictability. The Act establishes remedies and enforcement mechanisms for violations, including civil actions and penalties.
Potential Benefits
- Provides employees with the right to request flexible work schedules to better accommodate caregiving responsibilities, education, or other jobs.
- Ensures employers engage in an interactive process to consider employee requests for schedule changes.
- Offers predictability pay for covered sector employees when work schedules are changed with less than 14 days' notice.
- Establishes a right to rest between work shifts, enhancing employee well-being.
- Creates remedies and enforcement mechanisms to protect employee rights related to work schedules.
Potential Disadvantages
- May increase operational costs for employers due to predictability pay and split shift pay requirements.
- Could create administrative burdens for employers in managing and responding to employee requests for flexible schedules.
- May lead to potential conflicts between employee requests and business needs, requiring careful balancing.
- Could disproportionately affect smaller businesses with limited resources to accommodate scheduling changes.
- May face challenges in enforcement and compliance, requiring significant oversight by the Department of Labor.
Most Disadvantaged Areas:
Constitutional Alignment
The Schedules That Work Act aligns with the Constitution's broad goals of promoting the general welfare (Preamble). While the Constitution does not explicitly address labor regulations, Congress has the power to regulate commerce (Article I, Section 8, Clause 3), which could be interpreted to include setting standards for work schedules that affect interstate commerce. The Act's provisions against retaliation could be seen as protecting employees' rights to petition the government for redress of grievances (First Amendment), although this connection is indirect.
Impact Assessment: Things You Care About ⓘ
This action has been evaluated across 19 key areas that matter to you. Scores range from 1 (highly disadvantageous) to 5 (highly beneficial).