Schedules That Work Act

Hozzl · 2022-12-30T04:18:57Z

Explore the details of House Bill 6670 Schedules That Work Act currently in Congress. Get insights into its purpose, current status, sponsors, and potential impact on Labor and Employment. Stay informed on legislative developments.

12/30/2022, 4:18 AM

Summary of Bill HR 6670

Bill 117 HR 6670, also known as the Schedules That Work Act, is a piece of legislation currently being considered by the US Congress. The purpose of this bill is to provide workers with more predictable and stable work schedules, particularly in industries where scheduling can be erratic and unpredictable.

The Schedules That Work Act would require employers to provide employees with advance notice of their work schedules, typically at least two weeks in advance. This would allow workers to better plan their personal lives and make arrangements for childcare, transportation, and other responsibilities.

Additionally, the bill would give employees the right to request schedule changes without fear of retaliation from their employers. Employers would be required to consider these requests in good faith and make reasonable efforts to accommodate them, unless there is a legitimate business reason for denying the request. Furthermore, the Schedules That Work Act would provide protections for workers who are subject to last-minute schedule changes or on-call shifts. Employers would be required to provide additional compensation for these types of scheduling practices, in order to compensate employees for the inconvenience and uncertainty they may cause. Overall, the Schedules That Work Act aims to promote fairness and stability in the workplace, by giving workers more control over their schedules and ensuring that they are treated fairly by their employers. This bill is currently under consideration in Congress, and its passage would have a significant impact on the rights and protections of workers across the country.

Congressional Summary of HR 6670

Schedules That Work Act

This bill provides employees with the right to request changes to their work schedules related to the number of hours they are required to work or be on call, the location of the work, the amount of notification about work schedule assignments, and fluctuations in work hours.

Employers must negotiate in good faith with employees who make such requests and comply with certain work schedule notice and split shift pay requirements for retail, food service, cleaning, hospitality, or warehouse employees.

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Current Status of Bill HR 6670

Bill HR 6670 is currently in the status of Bill Introduced since February 9, 2022. Bill HR 6670 was introduced during Congress 117 and was introduced to the House on February 9, 2022. Bill HR 6670's most recent activity was Referred to the Subcommittee on the Constitution, Civil Rights, and Civil Liberties. as of November 1, 2022

Bipartisan Support of Bill HR 6670

Total Number of Sponsors

Democrat Sponsors

Republican Sponsors

Unaffiliated Sponsors

Total Number of Cosponsors

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Republican Cosponsors

Unaffiliated Cosponsors

Policy Area and Potential Impact of Bill HR 6670

Primary Policy Focus

Labor and Employment

Potential Impact Areas

Administrative law and regulatory proceduresBusiness recordsChild care and developmentCivil actions and liabilityCongressional agenciesDepartment of LaborEmployee leaveEmployment and training programsEmployment discrimination and employee rightsFamily relationshipsFood industry and servicesGovernment Accountability Office (GAO)Government employee pay, benefits, personnel managementGovernment information and archivesLabor standardsLabor-management relationsLibrary of CongressOffice of Personnel Management (OPM)Retail and wholesale tradesWages and earningsWorker safety and health

Alternate Title(s) of Bill HR 6670

Schedules That Work ActSchedules That Work ActTo permit employees to request changes to their work schedules without fear of retaliation and to ensure that employers consider these requests, and to require employers to provide more predictable and stable schedules for employees in certain occupations with evidence of unpredictable and unstable scheduling practices that negatively affect employees, and for other purposes.

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