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PREDICTIVE SCHEDULING LEGISLATION in 2022 Webinar
- What is predictive scheduling and why is it necessary?
- Advantages and disadvantages of predictive scheduling
- Which employers are subject to predictive scheduling legislation?
- Predictive scheduling legislation requirements
- Stringent documentation, posting, and record retention requirements
- Which states and localities have adopted predictive scheduling requirements?
- Predictive scheduling and its connection to wage & hour compliance
Overview of the webinar
Over the past several years, the U.S. has seen a wave of new laws aimed at providing employees with more predictable work schedules. These predictive scheduling laws are meant to provide stability to employees so they can attend to childcare, health, education, and, in some cases, second jobs.
Early predictive scheduling laws only applied to retail establishments and restaurants with limited penalties and no private right of action, i.e., employees could not sue employers for violations of the law. However, more recent predictive scheduling laws cover a much broader array of industries with far more severe penalties and allow for employee-initiated class action litigation. While these laws are well intended, they do present significant challenges for employers in terms of staffing, costs, document retention, and general compliance.
Who should attend?
- Senior leadership
- Human Resources Professionals
- Operations Professionals
- Managers & Supervisors
- Team/Project Leaders
- Employees
Why should you attend?
Cities and states across the country are slowly passing predictive scheduling laws. What is predictive scheduling, and why is it necessary? What are the advantages and disadvantages of predictive scheduling for your organization? Employers would do well to heed these new laws and take appropriate steps to ensure compliance. The result is a patchwork of new laws, with limited precedent and substantial penalties for noncompliance.
Faculty - Ms.Diane L. Dee
Diane L. Dee, President and Founder of Advantage HR Consulting, LLC is a senior Human Resources professional with over 25 years of experience in the HR arena. Diane’s background includes experience in HR consulting and training & administration in corporate, government, consulting and pro bono environments.
Diane founded Advantage HR Consulting in early 2016. Under Diane’s leadership, Advantage HR Consulting provides comprehensive, cost-effective Human Resources solutions for small to mid-sized public and private firms in the greater Chicagoland area. Diane also develops and conducts webinars on a wide variety of HR compliance and administrative topics for various training firms across the country. Additionally, Diane is the author of multiple white papers and e-books addressing various HR compliance topics.
Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR and SHRM-SCP certification. Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org