Employers use this form to report the results of the Alternative Workweek Schedule election to the Division of Labor Statistics and Research, State of California.
Modesto California Notice of Results of Alternative Workweek Schedule Election
State:
California
City:
Modesto
Control #:
CA-JM-0011
Format:
Word
Instant download
Description
How to fill out California Notice Of Results Of Alternative Workweek Schedule Election?
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FAQ
(L) In addition to the provisions of subsection E, an employer may repeal an alternative workweek schedule based on business necessity. If an employer unilaterally repeals an alternative workweek schedule, it must give employees forty-five (45) days written notice.
Federal Predictive Scheduling Laws Like California, the federal government has yet to pass any predictive scheduling laws. This, however, is not for lack of trying. Several predictive scheduling bills have gone through Congress, but none have passed.
Adoption Procedures The organization must present a proposal, in the form of a written agreement, and designate a regularly scheduled alternative workweek. The proposal must specify the number of regular recurring workdays and work hours; the actual workdays do not need to be specified.
If an employer unilaterally repeals an alternative workweek schedule, it must give employees forty-five (45) days written notice. No alternative workweek election may be held for at least one year following repeal.
Alternate work schedules (AWS) is an umbrella term that refers to compressed work schedules and flexible work schedules. Compressed work schedule means a fixed work schedule (no flexible time bands) in which an employee can complete the biweekly work requirement in less than 10 working days.
(L) In addition to the provisions of subsection E, an employer may repeal an alternative workweek schedule based on business necessity. If an employer unilaterally repeals an alternative workweek schedule, it must give employees forty-five (45) days written notice.
Can My Employer Change My Schedule Without Notice in California? In most places in California, employers can change an employee's work schedule without notice. That doesn't make it right, but there isn't a law in place that requires employers to make scheduling changes within a certain period of time.
Under existing California labor law, an alternative workweek is a week consisting of shifts of no longer than 10 hours per day within a 40-hour workweek, without payment of an overtime premium.
Under the Fair Labor Standards Act (FLSA), employers are allowed to change an employee's schedule at will, without any advance notice or the requirement to post the schedule in advance.
A 9/80 work schedule is essentially a two-workweek schedule of eight 9-hour days, one 8-hour day, and one day off. However, once the 9/80 work schedule is implemented, there are a number of mistakes unsuspecting employers often make which can inadvertently trigger overtime liability.
