As we blogged about previously, the County of Los Angeles will join the City of Los Angeles and have a Fair Work Week Ordinance as of July 1, 2025.
Like the Los Angeles City Ordinance, the County’s Ordinance only effects retail businesses with over 300 employees “globally” — but that tally includes those employed via staffing firms and franchisees. The Ordinance applies to anyone working for a covered retailer in the County of Los Angeles for at least two hours or more per week.
Predictive scheduling involves publishing a work schedule at least 14 days in advance, and providing a “written good faith estimate” of an employee’s work schedule upon request. Failure to abide by published scheduling can trigger predictability pay. It prohibits “clopening” shifts by requiring at least 10 hours between shifts (unless the employee provides written consent, and receives premium pay for each hour less than 10 between the shifts). It also prevents employers from requiring employees to find coverage for certain shifts.
All of these requirements will impact payroll practices in significant ways in the unincorporated areas of Los Angeles County. Employers impacted by this new Ordinance should review its requirements carefully and take steps for compliance now.