Predictive Scheduling Legislation

Diane L Dee

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Over the past several years, the U.S. has seen a wave of new laws aimed at providing employees with more predictable work schedules.  These predictive scheduling laws are meant to provide stability to employees so they can attend to childcare, health, education and, in some cases, second jobs. 

Early predictive scheduling laws only applied to retail establishments and restaurants with limited penalties and no private right of action, i.e., employees could not sue employers for violations of the law.  However, more recent predictive scheduling laws cover a much broader array of industries with far more severe penalties and allow for employee-initiated class action litigation.  While these laws are well-intended, they do present significant challenges for employers in terms of staffing, costs, document retention and general compliance. 



Cities and states across the country are slowly passing predictive scheduling laws.  What is predictive scheduling, and why is it necessary?   What are the advantages and disadvantages of predictive scheduling for your organization?  Employers would do well to heed these new laws and take appropriate steps to ensure compliance.  The result is a patchwork of new laws, with limited precedent and substantial penalties for noncompliance. 



· What is predictive scheduling and why is it necessary?

· Advantages and disadvantages of predictive scheduling

· Which employers are subject to predictive scheduling legislation?

· Predictive scheduling legislation requirements

· Stringent documentation, posting and record retention requirements

· Which states and localities have adopted predictive scheduling requirements?

·  Predictive scheduling and its connection to wage & hour compliance

 Who Will Benefit:

·  Senior leadership

·  Human Resources Professionals

·  Operations Professionals

·  Managers & Supervisors

·  Team/Project Leaders

·         Employees

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Speaker: Diane L Dee , President, Advantage HR Consulting

Diane L. Dee, President of Advantage HR Consulting, has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in HR consulting and administration in corporate, government, consulting and pro bono environments. Diane founded Advantage HR Consulting in early 2016. Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide-variety of HR topics for various training firms across the country.

Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP and HRPM® certification.

Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs probono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.

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