Introduction to the Seattle Secure Scheduling Ordinance
The Seattle Secure Scheduling Ordinance is a law that aims to provide more predictability and stability for employees in the retail and food services industries. The ordinance requires employers to provide employees with advance notice of their schedules and to compensate them for changes made to their schedules.
This law applies to retail and food services establishments with 500 or more employees worldwide, and it covers employees who work in Seattle. The ordinance is designed to help employees better plan their lives and to reduce the uncertainty and stress associated with unpredictable scheduling.
Key Provisions of the Ordinance
The Seattle Secure Scheduling Ordinance has several key provisions that employers must comply with. These provisions include providing employees with a good faith estimate of their schedule at the time of hire, posting the schedule at least 14 days in advance, and compensating employees for changes made to their schedules.
Employers are also required to offer additional hours to existing employees before hiring new employees, and to provide employees with a minimum of 10 hours of rest between shifts. These provisions are designed to promote more predictable and stable scheduling practices.
Employer Requirements and Responsibilities
Employers who are subject to the Seattle Secure Scheduling Ordinance have several responsibilities and requirements that they must comply with. These include maintaining accurate records of employee schedules and hours worked, providing employees with written notice of their schedules, and compensating employees for changes made to their schedules.
Employers must also post a notice in the workplace that informs employees of their rights under the ordinance, and they must provide employees with a copy of the ordinance upon request. Employers who fail to comply with the ordinance may be subject to penalties and fines.
Employee Rights and Protections
The Seattle Secure Scheduling Ordinance provides several rights and protections for employees in the retail and food services industries. These include the right to advance notice of their schedules, the right to compensation for changes made to their schedules, and the right to a minimum of 10 hours of rest between shifts.
Employees also have the right to request a flexible schedule or to decline a shift that is not included in their posted schedule. Employees who believe that their rights have been violated under the ordinance may file a complaint with the City of Seattle.
Enforcement and Compliance
The Seattle Secure Scheduling Ordinance is enforced by the City of Seattle's Office of Labor Standards. The office is responsible for investigating complaints and enforcing the provisions of the ordinance.
Employers who are found to be in noncompliance with the ordinance may be subject to penalties and fines, including back pay and civil penalties. The office also provides education and outreach to employers and employees to promote compliance with the ordinance.
Frequently Asked Questions
What types of businesses are subject to the Seattle Secure Scheduling Ordinance?
The ordinance applies to retail and food services establishments with 500 or more employees worldwide.
How much advance notice must employers provide to employees of their schedules?
Employers must post the schedule at least 14 days in advance.
What happens if an employer makes a change to an employee's schedule?
The employer must compensate the employee for the change, unless the employee requests the change or the change is due to unforeseen circumstances.
Can employees request a flexible schedule under the ordinance?
Yes, employees have the right to request a flexible schedule or to decline a shift that is not included in their posted schedule.
How do employees file a complaint under the Seattle Secure Scheduling Ordinance?
Employees who believe that their rights have been violated under the ordinance may file a complaint with the City of Seattle's Office of Labor Standards.
What are the penalties for noncompliance with the ordinance?
Employers who are found to be in noncompliance with the ordinance may be subject to penalties and fines, including back pay and civil penalties.