The Formula Retail Employee Rights Ordinances (FRERO) regulate hours, notice of work schedules and predictability pay for schedule changes and on-call shifts. Employers must provide schedules two weeks in advance and provide a "good faith written estimate" of the expected number of scheduled shifts per month and the days and hours of those shifts when an employee starts working.

Affected employers in Emeryville must give a "good faith estimate" of an employee's work schedule. Schedules should be given at least 14 days in advance or an employer must pay Predictability Pay in a calculation which can be seen in the final regulations linked below. Employees also get paid time-and-a-half if scheduled with two shifts within 11 hours of each other for every hour within that 11-hour window.

Employers must provide employees with a “good faith estimate” in writing of an employee’s work schedule and provide work schedules with at least two weeks’ notice. Employers must also provide written notice of potential changes within 24 hours and employees can decline any previously unscheduled hours if within the 2 week window. Employers must provide predictability pay using the formula detailed at the link below.

Employees may decline work hours that occur either less than 11 hours after the end of the previous day’s shift or during the 11 hours following the end of a shift that spanned two days. Employees who agree in writing to work such hours must be compensated at one and one-half times their regular rate of pay.

The Los Angeles County ordinance will require employers to provide 14 calendar days' advance notice of workers’ schedules, which can be provided electronically, in person or by posting the schedule in the workplace. Employers must also provide a good-faith estimate of a worker’s schedule before hiring and within 10 days of a request from a current employee. Shifts are required to have at least 10 hours of rest between them unless the employee gives written consent. Employees who work another shift within that 10-hour window are entitled to time-and-a-half pay for the entire shift.

If an employer changes the schedule within the 14-day time period and adds time or keeps time the same, the employer must pay an additional hour of pay at the employee’s regular rate for each change made to the schedule. Changes that result in lost work time require employers to pay half the regular rate of pay. Additionally, employers that deviate from the good-faith estimate of a worker's schedule "must have a documented, legitimate business reason, unknown at the time" of providing the schedule to substantiate it.

The Los Angeles Fair Work Week Ordinance will require employers to provide 14 calendar days' advance notice of workers’ schedules, which can be provided electronically, in person or by posting the schedule in the workplace. Employers must also provide a good-faith estimate of a worker’s schedule before hiring and within 10 days of a request from a current employee. Shifts are required to have at least 10 hours of rest between them unless the employee gives written consent. Employees who work another shift within that 10-hour window are entitled to time-and-a-half pay for the entire shift.

If an employer changes the schedule within the 14-day time period and adds time or keeps time the same, the employer must pay an additional hour of pay at the employee’s regular rate for each hour added to the schedule. Changes that result in lost work time require employers to pay half the regular rate of pay.

The Chicago Fair Workweek Ordinance includes building services, healthcare providers, hotels and manufacturers, as well as the standard retail and food service occupations. Employers must give 10 days' notice of workers' schedules; that window will rise to 14 days on July 1, 2022. Employers that make alterations to schedules after that 10-day deadline without mutual agreement to the change must pay one hour of Predictability Pay (one hour of the employee's regular rate) for each adjusted shift. Employees have the right to decline shifts that start less than 10 hours after the end of the previous shift. Employees that do work shifts that begin less than 10 hours after the end of the previous shift must be paid at a rate of 1.25 times their regular rate of pay. This ordinance, due to its scope, also has a number of exceptions, which can be viewed in the law linked below.

Evanston’s fair workweek ordinance requires employers to provide a good faith, “initial estimate” of the employee’s first 90 days of work, including the average number of weekly hours the employee can expect, whether on-call shifts are expected, and times or shifts the employee may be scheduled to work.

Employers are to provide a written notice of work hours no later than 14 days before the first day of a new work schedule. Alterations that are made within that 14-day window but with at least 24 hours of notice require one hour of predictability pay, on top of usual wages. With less notice, up to four hours of pay could be required, depending on the changes.

Employees are also allowed to decline scheduled hours that start less than 11 hours after the end of their previous shift. Employees that consent to such are entitled to 1.5 times the regular rate of pay for that shift.

New York's Fair Workweek package is made up of four ordinances focused specifically on fast food and retail employers. The laws prohibit on-call scheduling for retail employees within 72 hours of the shift starting; ban fast food employers from scheduling shifts with fewer than 11 hours between them (or risk paying $100 to that employee); require fast food employers to provide an estimate of worker's schedules upon hiring; and require fast food employers to provide 14 days notice of their schedules or risk paying a schedule change premium.

Currently, employers must provide written work schedules at least seven days in advance, provide a good faith estimate of hours upon hiring and give workers a rest period of at least 10 hours between two shifts or else pay a time-and-a-half rate if the employee opts to work that shift. By July 2020, employers must provide work schedules 14 days in advance.

Employers must provide a good faith estimate of a new employee's work schedule, though this requirement will not be in effect until July 1, 2020. Notice of schedules must be given 10 days in advance in 2020, and then 14 days in advance starting Jan. 1, 2021. Employers that change the schedule after the advance notice period must pay the affected employees one hour of predictability pay. Employees are also entitled to a rest period of at least 9 hours between two shifts or pay $40 to the worker for each shift worked within such a period.

Employers must provide a good faith estimate of hours an employee can expect upon hire, cannot schedule shifts separated by less than 10 hours unless an employee consents to work such hours at a time-and-a-half rate, and must provide work schedules 14 days in advance or pay workers at least an extra hour at the standard rate.