The Schedules That Work Act would protect workers in retail, food service, hospitality, warehousing, and cleaning jobs at employers with 15 or more employees by requiring advance scheduling, stable hours, and compensation for unpredictable changes. Covered employees could request flexible or predictable schedules, and employers must engage in good-faith discussions before denying requests; employers must provide schedules at least 14 days in advance, notify workers of expected monthly hours, and pay penalties for violations ($75 per day for non-compliance). The law requires "predictability pay"—an extra hour of regular pay for last-minute added or shifted hours, or half-pay for canceled shifts—and prohibits retaliation against workers who exercise these rights. Employees can sue for damages and attorney fees, while the Department of Labor can investigate and impose penalties of $500–$5,000 per willful violation; the law requires federal agencies to issue regulations within 180 days and establishes pilot programs to test fairer scheduling practices. The bill preserves existing labor protections and allows unions to negotiate different terms through collective bargaining.