Oregon’s Predictive Scheduling Law goes into effect on July 1, 2018. This law applies to retail, hospitality, and food service employers with 500 or more employees worldwide, and governs the working schedules of non-exempt employees.
Starting July 1, 2018, these employers will be required to:
· Provide employees a good faith estimate of their work schedule upon hire,
· Post work schedules at least seven calendar days in advance (NOTE: Starting July 1, 2020, schedules must be posted 14 calendar days in advance),
· Compensate employees for any changes to their schedules after that time period (subject to certain exceptions), and
· Provide certain rights to rest between shifts.
In addition, employers are prohibited from retaliating against employees who request changes to their work schedule or otherwise exercise rights under the law.
To accompany this new law, Oregon’s Bureau of Labor and Industries (BOLI) recently published its Final Rules interpreting this new scheduling law. While these new rules are not yet available on the BOLI website, the Final Rules largely mirror the proposed administrative rules, issued in April 2018.
It is recommended that affected employers review these new rules before the Oregon Predictive Scheduling Law goes into effect on July 1, 2018.