Substitute Bill No. 413 - Predictable Scheduling

• Applies to hourly employees at large retail, food service, hospitality, and long-term health care establishments with at least 500 U.S. employees (or 30 restaurant locations for chains), effective October 1, 2024.

• Requires employers to obtain employee availability and desired hours in writing at hire, provide written estimates of anticipated weekly work hours, post schedules 14 days in advance, and provide employees at least 11 hours notice of shift changes.

• Mandates employers pay one additional hour at regular rate for schedule changes made less than 7 days before a shift, and pay half regular rate for shifts cancelled or reduced less than 7 days before start time.

• Requires employers to offer current employees their desired work hours before hiring new external employees, with compensation owed if new hires get hours within employees' desired amounts.

• Allows aggrieved employees, unions, or the Labor Commissioner to pursue civil action for violations with damages ranging from $200 to $500 per violation plus attorney's fees; includes qui tam whistleblower provisions where 25% of judgments go to the filing whistleblower and 75% to the state.