On Monday, March 1, 2021, the Philadelphia Department of Labor today announced that its Office of Worker Protections will begin enforcing the predictability pay requirement from Philadelphia’s Fair Workweek law on June 1, 2021. Philadelphia’s Fair Workweek law went into effect on April 1, 2020, requiring service retail and hospitality employers with at least 250 employees and 30+ locations to provide a 14-day advance notice of posted work schedule, request employee consent for additional work hours, and other protections.
The enforcement of this ordinance has been partially paused since April 2, 2020 to account for the effect of the pandemic. However, employers have still been expected to comply with the portions of the ordinance relating to good faith estimates and mandatory time between shifts. This announcement allows employers 90 days to prepare for the Office of Worker Protections to begin enforcement of predictability pay. Predictability pay is compensation employers must provide to employees for employer-initiated changes to the posted work schedule, such as reduced hours and changes to work shifts.
For a detailed analysis of the Fair Workweek Ordinance, please see my previous blog posts:
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Ms. Batista is an employment & labor attorney who provides businesses with advice and risk mitigation strategies, and zealous representation in litigation. She frequently represents businesses in the hospitality, financial services, automotive dealership, engineering and architecture and healthcare industries. Specifically, Ms. Batista successfully defends employers against claims of discrimination and harassment, retaliation, wrongful termination, and wage and hour violations. Ms. Batista also commonly represents her clients in actions involving employee mobility and trade secret theft. Employment and labor law is ever-changing. Employers need to feel secure in how they manage their employees so they can focus on their business. Ms. Batista affords her clients that security.
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