/>iOn March 1, 2019, the New York State Department of Labor (NYSDOL) announced that it is no longer pursuing predictive scheduling regulations (or “call-in pay”) that would have affected most employers in the state. For the time being, New York employers do not have to worry about pending statewide regulations regarding call-in pay. Keep in mind, however, that New York City employers are still subject to the Fair Workweek Law.
The proposed NYSDOL regulations would have required employers provide “call-in pay” ranging from two to four hours at the minimum wage in these scenarios:
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if the employee reports to work and is sent home early,
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when a shift is scheduled less than 14 days before the start of the shift,
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when shifts are cancelled less than 72 hours before the start of the shift,
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when an employee is required to be in contact less than 72 hours before the shift to find out whether to report for that shift, and
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when an employee is required to be on call.
The NYSDOL decided to let the proposed regulations expire after receiving “extensive feedback” during the comment period, and issuing a subsequent round of revised regulations that included exemptions. The NYSDOL did, however, expressly leave open the possibility of re-evaluating predictive scheduling laws in the future with the New York State Legislature. Stay tuned for future developments in this area.
