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Bill

A 392

Requires employers of retail, food service or cleaning employees to give such employees 7 day notice of their work schedule and a months notice of the minimum hours of work

2025 Regular Session Introduced by Catalina Cruz and 5 co-sponsors

Requires retail, food service, and cleaning employers to give workers 7 days' notice of schedules and 1 month's notice of minimum hours to boost predictability.

REFERRED TO LABOR
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WeVote Research Nonpartisan
Bill Summary · A 392

Summary: Assembly Bill A 392 (2025)

Overview

A 392 is a bill introduced on January 8, 2025, and currently REFERRED TO LABOR. It would require employers in the retail, food service, and cleaning sectors to provide specific advance scheduling information to their employees. Specifically, it mandates a 7-day notice of the work schedule and a 1-month notice of the minimum hours of work. The bill’s classification is listed as a “bill,” with related companion and prior-session bills noted.

Purpose and Intent

  • Improve predictability and stability of work schedules for employees in retail, food service, and cleaning roles.
  • Ensure workers are informed well in advance about when they will be scheduled and the minimum hours they can expect.

Key Provisions (as stated)

  • Coverage: Applies to employers who hire employees in the retail, food service, or cleaning sectors.
  • Schedule Notice: Employers must provide at least 7 days’ notice of each work schedule to affected employees.
  • Minimum Hours Notice: Employers must give at least 1 month’s notice of the minimum hours of work that will be scheduled.
  • Enforcement and Details: The summary provided does not include penalties, exemptions, definitions (e.g., what qualifies as “minimum hours”), or enforcement mechanisms. The full text would specify these elements, if enacted.

Who Would Be Affected

  • Employees: Workers in retail, food service, and cleaning jobs who are covered by the bill’s definitions.
  • Employers: Businesses operating in the specified sectors that hire workers in these categories.
  • The bill does not specify a size threshold in the information provided; such details would appear in the full text.

Procedural and Timeline Aspects

  • Introduction: January 8, 2025.
  • Current Status: Referred to the Labor Committee.
  • Related Legislation:
    • A 9274, A 315, A 450, A 737, A 1323 (prior-session bills)
    • S 3871 (companion bills in the Senate)
  • Next steps typically include committee hearings, potential amendments, and floor votes before any final passage.

Potential Impacts and Considerations

  • Employer Impact: Increased scheduling administrative requirements; potential impact on labor costs and staffing flexibility.
  • Employee Impact: Greater scheduling certainty, potential for improved income predictability and planning.
  • Implementation Details: Key aspects to watch in the full text include definitions of “minimum hours,” any timing windows for changes, exceptions (e.g., emergencies, seasonal hires), and penalties for noncompliance.

What’s Next

Readers may want to monitor the Labor Committee’s proceedings for A 392, including any amendments, potential companion Senate action (S 3871), and the bill’s progression toward a full chamber vote.

Compiled from official sources — confirm details with the bill’s official record.

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