In Focus: Paid Sick Days
Jun 22, 2017 | PERMALINK »
San Francisco Leads on Fair Scheduling, But Better Enforcement Needed
When San Francisco passed the Formula Retail Employee Rights Ordinances (FRERO) in November 2014, it broke new ground for workers’ rights. FRERO was the first public policy to attack unfair scheduling practices and has bolstered support for similar policies around the nation.
Scheduling on the Cutting Edge, a new report from CLASP and Young Workers United, highlights FRERO’s great promise as well as the work still needed to effectively implement it.
The report, based on a survey of 241 workers covered under the law, finds that FRERO provides critical protections to workers but needs to be better enforced. Low public awareness, lack of business compliance, and limited outreach and enforcement resources are reducing the law’s impact.
The first law of its kind, FRERO requires retail employers to provide workers at least 7 days’ notice of their schedules. It also requires them to compensate workers when shifts are changed or cancelled with insufficient notice (known as “predictability pay”) or when they are “on call” but ultimately not needed. Additionally, FRERO requires employers to offer available hours to current workers before hiring new staff.
FRERO has the potential to be a game-changer for many lower-income workers, helping them to plan their lives, arrange child care, pursue education, and manage finances. Indeed, surveyed workers said predictable schedules brought stability to their lives. However, more than a year into implementation, just 18 percent of workers were familiar with the law. Moreover, many workers said their employers weren’t complying with every rule. Among workers who experienced shifts changes—including cancelled or added shifts—with less than a week’s notice, just 30 percent received predictability pay. Furthermore, despite the fact that many workers expressed a desire for more hours of work, a majority said they weren’t offered additional hours before employers hired new staff.
Advocates and community-based organizations in San Francisco, including YWU, have been working diligently to spread the word about FRERO, despite limited resources. YWU is part of a collective of community-based organizations that partner with San Francisco’s enforcement agency to raise awareness about FRERO and other worker protections. These efforts have empowered workers to challenge unfair labor practices, including by filing claims with the Office of Labor Standards Enforcement (OLSE), the agency enforcing the law. Yet as the report notes, more resources are needed as the collective undertakes outreach on a growing number of laws, including FRERO.
In addition to highlighting the need for resources to support community-agency partnerships, the report calls for increased, dedicated staffing for FRERO enforcement at OLSE and recommends that OLSE approach enforcement strategically. It should focus its efforts on high-violation areas and be proactive about identifying violations, as opposed to waiting for complaints.
A growing number of cities and states are considering—and passing—fair scheduling laws, which could help protect millions of workers from volatile scheduling practices that wreak havoc on families and create economic instability. The study released today points to the need to ensure adequate resources and staffing for enforcement of these laws in order to maximize their impact.
Jun 20, 2017 | PERMALINK »
Schedules that Work Act Would Establish Critical Worker Protections
As the Trump Administration tries to legitimize its draconian budget by pointing to the declining jobless rate and offering rosy economic projections, millions of workers in today’s labor force are struggling with a phenomenon that isn’t captured in traditional economic reports: volatile and unpredictable work schedules. Too many workers face inadequate notice of their schedules, last-minute schedule changes, on-call shifts, and wildly fluctuating hours per week. Today, Senator Elizabeth Warren (D-MA) and Representative Rosa DeLauro (D-CT) introduced the Schedules that Work Act (SWA), a federal proposal that would curb employers’ most egregious scheduling practices.
The SWA would provide workers employed by businesses in the retail, restaurant, and building-cleaning industries with 15 or more employees with at least two weeks of advance notice of their schedules and compensate workers when employers make last-minute schedule changes. These policies would help workers to better plan for child care, enroll in training or higher education classes, hold second jobs, or manage their budgets, among other critical aspects of life outside of work. The bill also compensates workers for on-call shifts, guaranteeing them a minimum of one hour of pay for times when they make themselves available but are not asked to report to work. Workers who are scheduled for split shifts (shifts with nonconsecutive hours) would also be compensated for their time. In addition, workers in all industries, employed at businesses with 15 or more employees, would have the right to request changes to their schedules without fear of retaliation. Employers would be required to accommodate requests by workers with caregiving obligations, serious personal medical needs, enrolled in training or higher education, or with second jobs, unless employers can demonstrate bona fide business reasons for not doing so.
The introduction of SWA comes as several major cities have passed similar legislation covering workers in their jurisdictions, including San Francisco, Seattle, and New York City, among others. Workers around the country are organizing to pass these important protections because, just as fair pay and access to paid leave are crucial basic labor standards, so too is a stable schedule and fair compensation when workers accommodate employers’ requests for their flexibility.
CLASP has numerous resources available to help explain the bill and scheduling policy more broadly.
- Federal Legislation to Address Volatile Job Schedules: An overview of scheduling challenges and the Schedules that Work Act.
- Job Schedules that Work for Businesses: The business case for fair scheduling legislation. See also employer testimonials.
- Volatile Job Schedules and Access to Public Benefits: An analysis of challenges workers with unstable schedules face in trying to access vital income and work supports. See also our fact sheet on Unemployment Insurance and volatile job schedules.
- Scrambling for Stability: Describing the challenges of job schedule volatility and child care.
- And many more resources on fair scheduling from CLASP and other organizations, as well as media coverage, proposed legislation, and enacted laws, available on CLASP’s National Repository of Resources on Job Scheduling Policy.
CLASP urges Congress to quickly pass the SWA, addressing a major gap in the current set of labor protections available to U.S. workers.
Jun 5, 2017 | PERMALINK »
CLASP releases analysis of Trump parental leave proposal
In a time too often marked by division, one thing most Americans can agree on is the need for paid family and medical leave. As popular support for paid leave has grown, politicians on both sides of the aisle have begun to embrace it. Yet, proposals to address the country’s lack of any federal paid leave program vary widely—with some plans undermining rather than helping working families. Today CLASP is releasing an analysis of President Trump’s paid parental leave proposal, which the administration put forward as a part of its budget. We find that the Trump proposal has serious shortcomings. First, the proposal provides leave only for parents of newly born or adopted children, omitting millions of Americans with other caregiving responsibilities and those needing time to recover from their own illnesses. Second, by requiring states to finance paid leave through their unemployment insurance systems, the program threatens to harm unemployed workers while purporting to help parents. And finally, the proposal suggests that a Trump paid leave program would likely provide benefit levels so small that low-wage workers would largely be unable to make ends meet while taking leave.