The two Ordinances require employers to:
1. Provide an employee with an initial estimate of the expected minimum number of shifts per month (including the days and hours of those shifts prior to the start date of employment.)
2. Provide all employees with a two week advance schedule (biweekly schedule).
3. Provide advance notice of any changes to the biweekly schedule.
4. Compensate employees affected by schedule changes made with less than seven days’ notice.
5. Compensate an employee for each “on-call” shift that he or she is required to be available but is not in fact called in to work.
6. Offer current part-time employees any additional hours of work before hiring new employees or using sub-contractors or a temporary agency or staffing agency to do the work.
7. Retain all employees for a 90-day period upon the sale or transfer of the Formula Retail business.
a. Create a “retention list” identifying the employer’s employees and their date of hire, rate of pay, average number of hours worked in the previous six months, employment occupation classification, and contact information.
b. The successor employer, in the event that it does not need to employ all the individuals on the retention list, is required to retain those employees based on the date of hire.
The adopted Ordinances will become operative 180 days after its effective date, which is 30 days after the mayor has signed the legislation. The Ordinances and Legislative Digest can be viewed online. To view the Final Regulations, please click here.
If you have questions, please contact Javier Gonzalez, senior legislative director, at 916.431.2773 or email@example.com.