The Los Angeles County Fair Workweek Ordinance: What Employees Need To Know

In early 2024, the Los Angeles County Board of Supervisors voted and passed the Fair Workweek Ordinance. This ordinance, which is set to take effect at the beginning of July this year, introduces some significant changes aimed at ensuring retail workers in the unincorporated parts of LA County have more predictable and equitable working conditions. This legislation mirrors similar ordinances in major cities like San Francisco, Berkeley, Chicago, Philadelphia, and New York City. As an employee in an unincorporated area of Los Angeles County, here is what you need to know about this ordinance.

Who is Covered?

The ordinance does not cover all employees working in unincorporated areas of Los Angeles. It only covers individuals working for retail businesses with 300 or more employees across the nation, including those employed through staffing agencies or temporary service firms and by franchises. Covered employees are those who work at least two hours per workweek. To be covered, you must also qualify for minimum wage, work at a primary work location, and perform tasks supporting warehouses or retail stores.

It is vital to note that this Ordinance does not currently cover workers in the food service and restaurant sectors. However, as policymakers continue to consider broader protections for employees across various industries, the ordinance may be expanded to cover these sectors.

Key Provisions for Employees

The following are the key provisions for employees under the ordinance;

1. Good Faith Estimate of Work Schedule

Before an employer hires you as a new employee, they must provide you with a written good-faith estimate of your expected work schedule. As a current employee, you are entitled to receive this estimate within 10 days upon request.

2. Advance Notice of Work Schedules

Employees must receive their work schedules at least 14 days before the schedule begins. If any hours are not in a schedule, you have the right to decline those hours.

3. Predictability Pay

Suppose an employer makes changes to your schedule during the notice period. In that case, you may be eligible to recover “predictability pay,” including one hour of pay if an employer changes your schedule without cutting your hours or adds over 15 minutes of work and half the regular rate for reduced hours.

4. Rest Between Shifts

An employer must provide you with at least ten hours between shifts. However, under certain circumstances, you can agree to work shifts without this minimum.

5. Right to Request Schedule Preferences

You can request specific hours, times, or locations for your work schedules. However, an employer is not obligated to accept your request. But if an employer denies your request, they must provide a written explanation for the denial.

6. Offer of Additional Hours to Current Employees

Before your employer hires new employees or contractors, they must offer additional hours to current qualified employees at least 72 hours in advance. You have 48 hours to accept the offer.

For additional information, you can refer to the official ordinance here.

Contact a California Employment Lawyer

If you have questions about the new ordinance or need help with an employment law-related matter, contact a California employment lawyer.