San Francisco became the first city in the nation Tuesday to demand retail chain stores give at least two weeks’ notice before altering an employee’s work schedule. Under the Retail Workers Bill of Rights, retailers, as well as security and janitorial contractors who are employed by retail stores, must afford greater protections to workers’ schedules.
The bill requires that retail stores offer part-time employees additional hours before hiring new part-time employees, hoping to slow “involuntary part-time employment,” whereby employees are boxed into part-time work even though their employer has more work available. “The involuntary part-time employment rate more than doubled between 2007 and 2012, the Carsey Institute observed in a 2013 labor study. “For women, it rose from 3.6% to 7.8%. For men, the rate increased from 2.4% in 2007 to 5.9% in 2012.”
Last week, the San Francisco Board of Supervisors unanimously backed this “Retail Workers Bill of Rights” which combined several pieces of legislation with an eye toward
* Promoting Full-Time Work and Access to Hours
To encourage full-time employment, employers must offer more hours to existing part-time employees before hiring additional part-time workers.
* Encouraging Fair, Predictable Schedules
To discourage erratic, unpredictable scheduling practices, employers will be required to post schedules at least two weeks in advance. Employees will receive one hour of pay at their regular rate of pay for schedule changes made with less than a week’s notice and two to four hours of pay for schedule changes made with less than 24 hours’ notice.
* Discouraging Abusive On-Call Scheduling Practices
Employers will be required to provide two to four hours of pay to an employee at his/her regular rate of pay when she/he is required to be “on-call” for a specified shift but the employer cancels the shift with less than 24 hours’ notice.
* Equal Treatment for Part-Time Workers
Employers will be prohibited from discriminating against an employee with respect to their starting rate of pay, access to employer-provided paid and unpaid time off, or access to promotion opportunities.
* Encouraging Worker Retention and Job Security
If an employer’s company is bought or sold, the workers must keep on at their jobs for at least a 90-day trial period.