HB23-1118: Fair Workweek Employment Standards

• Applies to food/beverage establishments, food/beverage manufacturing, and retail businesses with 250+ employees worldwide, plus contractors providing labor to these establishments

• Requires covered employers to provide employees written anticipated work plans describing expected hours, days, times, and locations; employers must provide 14 days' notice before posting work schedules

• Mandates employers pay "predictability pay" (1-2 hours at regular rate) when changing shifts, "rest shortfall pay" (1.5x regular rate) when employees work within 12 hours of previous shift, and "retention pay" for six months when hiring new employees without offering hours to existing staff

• Guarantees covered employees minimum weekly pay equal to 15% of their anticipated work plan hours at regular rate or minimum wage, whichever is greater, and prohibits discrimination based on scheduled hours or employment duration

• Establishes enforcement through division complaints or civil district court actions with statutory damages ranging from $200-$500 per violation, attorney fees, and whistleblower protections; effective January 1, 2024