Wanna just give us a summary? No way in hell I'm reading through 33 pages!
Just more government telling employers how to run their business.
House Bill 23-1118 requires employers in restaurants, food and beverage manufacturing facilities, and retail jobs with 250 employees or more to provide work schedules to employees with more notice. This also includes restaurant with two or more locations.
It requires employers to post work schedules two weeks in advance, allows employees to request changes to their schedules and requires businesses that cancel shifts last-minute to pay employees.
Any changes to an employee's schedule will also require written employee consent.
Bill Summary
The bill imposes requirements for certain types of employers (restaurants) with regard to:
* The determination of employee work schedules;
* Employee requests for changes to work schedules;
* Notices and posting of employee work schedules.
In addition to pay for hours worked by the employee, the bill
requires certain types of employers to pay employees:
* Predictability pay when an employer makes certain changes
to an employee's work schedule;
* Rest shortfall pay when an employee is required to work
hours without a minimum period of rest after a prior shift;
* Retention pay when an employer provides work hours to a new employee without first offering the work hours toexisting employees;
* Minimum weekly pay in an amount that corresponds to
15% of the average weekly hours indicated on the employee's anticipated work plan, paid at the greater of the employee's regular rate of pay or the minimum wage, regardless of whether the employee works such hours.
The bill prohibits employers from discriminating or taking any adverse action against an employee based on the hours an employee is scheduled or actually works, the expected duration of employment, or the employee's desired work schedule. The bill also prohibits retaliation against an employee for attempting to exercise any right created in the bill. Employers are required to retain records demonstrating their compliance with the requirements of the bill.
A person who is aggrieved by a violation of the requirements of the bill may file a complaint with the division of labor standards and statistics (division) in the department of labor and employment or bring a civil action in district court. The division is authorized to investigate complaints and, upon determining that a violation occurred, to impose fines, penalties, or damages and award attorney fees and costs. The division is also authorized to bring a civil action to enforce the requirements of the bill. The bill includes protections for whistleblowers and establishes penalties for violations.
The director of the division is required to promulgate rules to implement the bill.
