Beating the Curve on Predictive Scheduling Laws

With cities like San Francisco and Seattle adopting predictive scheduling ordinances, should employers consider implementing strategies to get ahead of the growing trend? According to employment law attorneys from the Minneapolis-based Nilan Johnson Lewis, employers who choose to adopt flexible work place arrangements may see a benefit from the technology and tools used to administer these policies. “The trend of predictive scheduling is not going away,” says Lisa Schmid, a labor and employment attorney with Nilan Johnson Lewis who provides preventative advice to employers. Predictive scheduling laws—meant to provide employees with predictable hours and pay—include provisions such as giving two weeks’ notice of work schedules and paying employees for any schedule changes. By starting to think about compliance now, employers are able to budget tools, like scheduling software, and resolve any issues before it costs them in fines, says Courtney Blanchard, labor and employment attorney with Nilan Johnson Lewis.

To speak with Lisa Schmid or Courtney Blanchard on how employers can better understand secure scheduling ordinances, email lschmid@nilanjohnson.com or call 612.305.7549, or cblanchard@nilanjohnson.com or call 612.305.7732.

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