Should employers be required to give hourly employees 14 days’ advance notice of their work schedules?

In 2018, lawmakers will consider SB 422, a bill that would require employers to provide hourly employees with their work schedules at least 14 days in advance of any pay period.

The bill makes an exception for “unforeseen circumstances” beyond an employer’s control, but adds that employers should notify employees of unexpected schedule changes as soon as possible.

The bill also protects employees from retaliation as a result of exercising their right to know their work schedules 14 days in advance.

Oregon became the first state to pass a similar law last year. Some large cities also require advance scheduling.

A bill for workers’ rights?

Proponents of this legislation say it would even the playing field between bosses and their workers, since employers typically require that employees notify them of any scheduling conflicts weeks in advance. This bill would particularly benefit working parents, making it easier for them to arrange childcare and avoid last minute cancellation fees due to work schedule changes.

Or a burden on business?

Opponents of SB 422 argue it would make it harder for small business owners in the Granite State to run their businesses. The Oregon law, in contrast, only applies to employers with over 500 employees. Limits on scheduling could also make it difficult for business owners to accommodate unexpected events like last minute, large reservations.

What do you think? Do you support legislation that would require employers to give hourly employees 14 days’ advance notice of their work schedules? Let us know what you think – yes or no, and why – in the comments below.