In short, FRERO's mandates that FRE with 40 or more locations globally and 20 or more employees within City/County limits must provide employees with a two weeks' notice of work schedules, notice of changes to work schedules, compensation for schedule changes made with less than 7 days' notice as well as payment for unused on-call shifts. Furthermore, the ordinance provides part time employees with the same starting rate of hourly pay as full time employees, time off, eligibility for promotions, and access to additional hours before FRE employers are allowed to hire new staff. It is without question that this policy changes the way employers are able to communicate with and schedule their employees, and certainly restricts an employer’s ability and discretion to manage their business.
A greater need for a more balanced approach between predictability and flexibility is essential. Real problems and issues have arisen within San Francisco over the last year and reasonable solutions need to be considered in order to encourage favorable outcomes amongst all parties involved.
For further information regarding the Hatamiya Group’s study, please email CRA’s Director of Government Affairs, Bay Area, Jessica Lynam at email@example.com