Understand your employer's obligations, if any, under the predictive scheduling ordinance in your jurisdiction.
Many local governments are enacting predictive scheduling ordinances, which create new obligations for employers regarding how to schedule, pay, and even hire new employees. These ordinances vary from jurisdiction to jurisdiction leaving many employers confused as to whether an ordinance applies to them, which employees may be entitled to the rights outlined in the ordinance, and how to comply. This topic will help those responsible for employee scheduling and payroll practices understand whether they are subject to predictive scheduling and what their obligations are under the applicable ordinance. This material will walk through the major provisions in these ordinances, such as advanced notice of work schedules, penalties owed for untimely changes to schedules, and exceptions to the penalties. The topic will also review tag-along provisions, which require a premium rate for shifts scheduled close together or mandate that an employer must first offer open shifts to existing employees before they can hire new workers.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
Predictive Scheduling Basics
- What Is It?
- Where Does It Apply?
- Who Is Covered (Employers/Employees)?
- Why Is It a Big Deal?
- New York City Fair Workweek (FWW) - a Microcosm for Predictive Scheduling Laws
FWW - Advance Scheduling Requirements
- Businesses/Employees Covered
- Scheduling Employees
- Changes to Schedules
- Penalty Payments
- Exceptions
- Ramifications for Failing to Comply
FWW - Minimum Breaks/Clopenings
- Current Requirements
- Exceptions
FWW - Offer of Open Shifts
- Requirements to Offer Shifts to Current Employees
- Exceptions to Requirements
- Ramifications for Failing to Comply
On-Call Scheduling
- Requirements
- Paying Employees to Be On-Call
What's Next?
- Expanding to Other Jurisdictions
- Just Cause
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on January 31, 2022.
Call 1-866-352-9540 for further credit information.
HR Certification Institute 1.5
- This E-Learning program has been pre-approved for 1.5 (General) recertification credit hours toward aPHR®, aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM), and SPHRi(TM) recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
SHRM 1.5
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP.
To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.
- Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Glenn S. Grindlinger
Fox Rothschild LLP
- Partner with Fox Rothschild LLP
- Represents management in the full spectrum of labor and employment law matters; he regularly defends clients in single-plaintiff cases and class actions involving claims of Fair Labor Standards Act (FLSA) and state wage and hour law violations, including predictive scheduling issues
- Routinely represents clients in federal and state courts and arbitration for and before government agencies in cases alleging breach of contract and breach of restrictive covenant as well as age, race, national origin, gender, disability, sexual orientation and religious discrimination, harassment, and retaliation; defends employers in a variety of labor disputes before the National Labor Relations Board
- Practice is also preventative in nature; he counsels clients on day-to-day employment, wage and hour, labor relations, and contractual matters, as well as the employment law issues that arise in connection with mergers and acquisitions
- Negotiates, drafts, and revises collective bargaining agreements, employment contracts and severance agreements, employment law provisions to purchase sale agreements, restrictive covenants, and noncompete agreements as well as drafts employee handbooks and training materials; regularly conducts wage and hour audits for Fortune 1000 companies, small businesses, and nonprofits
- Frequent writer and speaker on labor and employment issues
- J.D. degree, New York University School of Law; B.S. degree, Cornell University; study abroad, University of Sydney, Australia
- Can be contacted at 212-905-2305 or [email protected]
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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