# Summary of H.R. 5563: Schedules That Work Act
This bill gives employees at companies with 15 or more workers the right to request flexible work schedules without retaliation, and requires employers to seriously consider these requests. Employees can ask for changes to their hours, work location, advance notice of schedules, or more stable weekly hours. Employers must engage in good-faith discussions and can only deny requests if they have a legitimate business reason, though requests related to serious health conditions, caregiving responsibilities, education, or second jobs must be granted unless the employer has a bona fide business reason.
The bill creates stricter scheduling requirements for workers in retail, food service, hospitality, warehouse, and cleaning occupations. These workers must receive their schedules at least 14 days in advance, and employers must notify them of their expected monthly hours. If schedules change with less than 14 days' notice, employers must pay "predictability pay" at premium rates. The bill also requires an additional hour of pay for split shifts and mandates 11 hours of rest between consecutive shifts, with premium pay if employees work shifts closer together.
Violations can result in significant penalties, including back wages, liquidated damages, attorney's fees, and civil penalties ranging from $500 to $5,000 for willful and repeated violations. Employees can sue in federal or state court, and the Department of Labor can investigate complaints. The bill applies to federal employees, congressional staff, and other government workers through their respective agencies. Collective bargaining agreements with specific scheduling provisions can exempt employers from the requirements.