Senate Bill 413 (sSB413 File No. 313) is designed to provide predictable scheduling for hourly employees in certain industries such as retail, food service, hospitality, and long-term health care services. The bill applies to "covered employers" with at least 500 employees globally or in the U.S., and it sets forth requirements for these employers to engage with new hires to determine their desired work hours and provide a written estimate of their work schedule. Employers must post work schedules at least 14 days in advance and notify employees of any changes as soon as possible. The bill prohibits employers from requiring employees to work shifts with less than 11 hours between them without written consent and at an overtime pay rate, and it requires compensation for employees if their scheduled hours are changed or canceled under certain conditions, with exceptions for specific reasons such as emergencies or employee requests. The bill also includes provisions for civil actions and whistleblower protections, and it is set to take effect on October 1, 2024.

Additionally, sSB413 File No. 313 mandates that employers make efforts to schedule current employees for their desired number of weekly hours before hiring new employees and compensate them if this is not done. Employers are not required to schedule hours that would necessitate overtime pay. The bill authorizes the labor commissioner to adopt regulations for its implementation and enforcement, and it allows aggrieved individuals, union agents, or the labor commissioner to bring civil actions for damages, penalties, and equitable relief. Employers must keep records of employee schedules for three years and face specific penalties for scheduling violations. The bill has received a Joint Favorable vote from the Labor and Public Employees Committee.