California has 6+ city ordinances requiring 14-day schedules.
Despite no statewide predictive scheduling law, California cities have led on Fair Workweek protections. Los Angeles (city, eff April 2023), Los Angeles County (eff July 2025), San Francisco (since 2015), Berkeley (Jan 2024), Emeryville, and San Jose all have ordinances requiring 14-day advance schedules, predictability pay for changes, and minimum rest between shifts. Workforces operating across these jurisdictions need per-location compliance.
Fair Workweek Ordinance Routing
Routes scheduling rules based on shift jurisdiction. Each covered city has its own advance notice, predictability pay, and rest-between-shift requirements.
What the rule does for shifts in covered jurisdictions.
The hero card configuration: Avoid on notice deadlines, Critical on predictability pay calculation. Here's what each does at runtime.
For each covered jurisdiction, Teambridge tracks the 14-day advance schedule deadline. Schedules approaching the deadline surface as Avoid in the manager dashboard, with the specific cutoff time.
When a manager changes a published schedule with less than 14 days notice, Teambridge calculates the predictability pay owed (varies by jurisdiction: typically 1 hour pay for additional shifts, half-shift pay for shifts shortened or canceled).
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Six different ordinances, similar core requirements.
Each California Fair Workweek ordinance has distinct coverage thresholds (employer size, industry) and predictability pay structures, but the core requirements are similar.
Coverage thresholds vary widely
Each ordinance has different employer-size and industry triggers. Berkeley's threshold is 10 employees (broadest); LA City and County are 300+ globally (narrower, retail-focused). SF is 40+ locations of a 'Formula Retail' business. Coverage for a single workforce can vary across cities.
Common requirements
Most cover: (1) Good-faith schedule estimate at hire and 10 days into employment; (2) 14 days advance notice of work schedules; (3) Predictability pay for employer-initiated changes (typically 1 hour for added shifts, 4 hours or half the shift for canceled/reduced shifts); (4) Rest between shifts (typically 10-11 hours minimum, with time-and-a-half premium if violated).
Teambridge tracks each ordinance separately, by location.
Six different rules require six different implementations. Teambridge maintains the rule logic per jurisdiction and applies the right one per shift.
Per-shift ordinance check.
Each shift is checked against the location's covered ordinances and the employer's coverage status (size, industry). If a covered shift is in a covered employer's coverage, the ordinance applies.
14-day deadline visible.
For covered shifts, the 14-day-out deadline is shown on the manager dashboard. Schedules not yet published 14 days out surface as Avoid. Schedules being changed within 14 days trigger predictability pay calculation.
Per-jurisdiction structure applied.
When a change is made within the notice window, Teambridge calculates predictability pay per the specific ordinance's structure (LA's tiered structure differs from SF's; both differ from Emeryville's).
10-11 hour minimum tracked.
When a worker is scheduled for two shifts in a single day with less than the required rest period (typically 10-11 hours), Teambridge surfaces the violation. Time-and-a-half premium applies under most ordinances.
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