Legislating and Employee Scheduling Mix and Mingle

Predictive Scheduling

Predictive scheduling coined a new word, clopening, or when an employee closes up at night and opens the next morning. I’m not sure how to pronounce it. It’s a sure thing that predictive scheduling is heading your business’ way.

Right now, businesses in the retail, food service and hospitality industries are affected by this trend. Scheduling ordinances often begin at the city level but spread to the state level eventually.

These ordinances often require businesses with as few as 20 employees to give two weeks notice of work schedules. The laws vary from state to state and city to city. They all center around giving shift employees some stability in their work life.

States with fair work acts include Oregon, where businesses with 500+ employees worldwide must comply. Not just small business feels the impact. California, New York, and 11 other states considering these laws in the next year or two.

Cities with predictive scheduling laws include Seattle, San Jose, San Francisco, New York City, and Washington, D.C. In addition to a 1-2 week notice of work schedules, many of these laws require detailed records be kept for 3-4 years, and ban on-call scheduling.

Is predictive scheduling a bad thing for business? Not necessarily. Employees with the ability to plan a life around work stick with the company, reducing turnaround and hiring costs. Companies improve their labor forecasts allowing easier adjustments to the ups and downs of the business cycle.

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