This legislation, titled the "Schedules That Work Act," aims to provide employees with greater control and predictability over their work schedules. It addresses the challenges faced by many workers, especially those in low-paid jobs, who often contend with unpredictable hours, short notice for shifts, and last-minute changes, which negatively impact their family responsibilities, health, and financial stability.

A core provision grants all employees the right to request changes to their work schedules, including hours, times, location, and notification periods, without fear of retaliation. Employers are required to engage in a timely, good-faith interactive process to discuss these requests. If the request is related to a serious health condition, caregiving responsibilities, enrollment in an educational or training program, or another job, the employer must grant it unless there is a bona fide business reason for denial.

For employees in specific sectors, including retail, food service, cleaning, hospitality, and warehouses (referred to as "covered sector employees"), the bill mandates more stringent scheduling requirements. Employers must provide work schedules at least 14 days in advance and compensate employees with $75 per day for failure to do so. They must also provide an estimate of minimum expected work hours for the next 12 months.

Furthermore, covered sector employees are entitled to "predictability pay" for employer-initiated schedule changes made with less than 14 days' notice. This includes additional pay for added hours or changed shifts, and at least 1.5 times their regular rate for hours canceled by the employer. Exceptions apply for employee-initiated changes, shift trades, or unforeseen emergencies like natural disasters.

The bill also ensures a right to rest, allowing all employees of covered employers to decline shifts scheduled less than 11 hours after their previous shift without penalty. If an employee consents in writing to work such a shift, they must be compensated at 1.5 times their regular rate for those hours. Employers are prohibited from retaliating against employees for exercising any rights under this Act.

The Department of Labor is tasked with enforcing these provisions, including investigating complaints, assessing civil penalties for violations, and conducting research and technical assistance programs. Employees can also pursue civil actions for damages, interest, and equitable relief. The Act sets minimum requirements and does not preempt any existing laws or collective bargaining agreements that offer greater protections for employees.