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City of Los Angeles · Fair Work Week · LAMC Ch. XVIII Art. 5 § 185 · large retail 300+

Los Angeles pays one extra hour when the schedule increases or moves inside 14 days, half the lost hours when the shift is cut, and 1.5× for the entire following shift after a short night.

LAMC § 185.06 Predictability Pay is 1 hour at the regular rate for an employer-initiated increase that exceeds 15 minutes or each change of date, time, or location inside 14 days; ½ the regular rate for hours not worked if hours drop by at least 15 minutes or on-call is not called in. Right to rest: written consent is required to work a following shift that starts less than 10 hours after the previous shift; if that following shift is worked, 1.5× for the entire shift — closer to Chicago whole-shift than Seattle/Oregon window hours, but 1.5× not Chicago 1.25×. Large retail, 300+ global employees; employee ≥2 hours/week in the City — labeled, not gated.

Sourced lines: 1-hour PP, ½× lost hours, 1.5× entire following shift

The WagesLA Fair Work Week Information page (fetched this pass) includes the Predictability Pay table and the 10-hour / 1.5× rest line. Amlegal § 185.06 HTML was Cloudflare-blocked in research; pay lines here are pinned to the City page body actually retrieved.

Employer increase of 1 hour (over 15 minutes) inside 14 days, 8h @ $20 → $160 wages + $20 Predictability Pay
Drop 4 scheduled hours @ $20 → +$40 (0.5 × 4h × $20), not hours worked
Last-out 22:00 / first-in 06:00 (8-hour gap) → entire following 8h shift at 1.5× ($160 + $80 extra half)
11-hour gap → regular only

Written consent is required to work the following shift that starts under 10 hours after the previous (WagesLA). The consent toggle defaults off: if they worked it, 1.5× applies. Checking the box is a label that consent was obtained — 1.5× still applies (OWS Regulation #6: premium for the entire following shift if consent is given and accepted). Schedule-change exceptions (employee-initiated, operations/force majeure) turn Predictability Pay and the ½× line off — toggles default off so those extras apply. Rest 1.5× is not turned off.

Coverage is a label, not a fake headcount check

A covered employer has 300 or more employees globally and is identified as a retail business in NAICS, and exercises control over wages, hours, or working conditions. Temps, staffing-agency workers, subsidiaries, and certain franchises count toward 300. A covered employee, in a particular week, performs at least 2 hours of work within the geographic boundaries of the City of Los Angeles and is entitled to California minimum wage — full-time, part-time, seasonal, or temporary, regardless of immigration status. This calculator does not gate the math behind a checkbox for 300.

In scope

  • 1 hour at the regular rate for an increase that exceeds 15 minutes or each date/time/location change inside 14 days
  • ½ regular rate for hours not worked if hours drop by at least 15 minutes or on-call is not called in
  • 1.5× the entire following shift that starts under 10 hours after the previous shift
  • Written-consent toggle (default off) — 1.5× still applies if they worked it
  • Large retail 300+ global; employee ≥2 hours/week in the City — disclosed
  • FLSA weekly 40 on hours worked

Out of scope

  • Seattle / Oregon 1.5× only for hours inside the rest window (wrong base)
  • Chicago 1.25× entire next shift (wrong multiplier)
  • NYC $10–$75 table and $100 clopening
  • Philadelphia, San Francisco, Emeryville Fair Workweek
  • California LC 510 daily overtime as a computed Fair Work Week exception
  • Headcount eligibility as a calculator gate; Access-to-hours offers as a computed pay line

FAQ

What is Los Angeles Predictability Pay?

LAMC § 185.06 / WagesLA table: employer-initiated change with less than 14 days' notice pays 1 hour at the regular rate for an increase that exceeds 15 minutes or each change of date, time, or location; and ½ the regular rate for hours not worked if hours drop by at least 15 minutes or on-call is not called in. An increase of 1 hour inside 14 days is +1 hour at regular. Dropping 4 hours is 0.5×4h×rate.

Does Los Angeles pay 1.5× for a short rest window?

Yes, for the ENTIRE following shift, not only hours inside the window. WagesLA: if the second shift starts less than 10 hours after the previous shift, pay time and a half for the shift following the insufficient rest period. Written consent is required to work it. If they worked it, 1.5× applies (consent toggle default off). Last-out 22:00 / first-in 06:00 (8-hour gap) puts the entire following 8-hour shift at 1.5×. Closer to Chicago whole-shift than Seattle/Oregon window hours, but the multiplier is 1.5× not Chicago 1.25×.

Who is covered?

Retail employers (NAICS retail) with 300 or more employees globally, including temps, staffing-agency workers, subsidiaries, and certain franchises. An employee who in a particular week performs at least 2 hours of work within the City of Los Angeles for a covered employer and is entitled to California minimum wage. This calculator labels coverage and does not invent a headcount gate.

When is Predictability Pay not owed?

LAMC § 185.06.B (as summarized on WagesLA): employee-initiated change; voluntary acceptance of hours to cover another employee's absence; Access to Hours acceptance; hours reduced for a documented policy violation; operations compromised by law or force majeure; extra hours that require overtime under Labor Code 510. Exception toggles default off so the premium applies. Right-to-rest 1.5× is still paid if the following shift is worked.