This bill, known as the "Schedules That Work Act," addresses the challenges faced by employees due to unpredictable and unstable work schedules, particularly highlighting the impact on low-paid workers, caregivers, and workers of color. It aims to provide employees with greater control over their work hours and ensure more stable scheduling practices across various industries. The legislation recognizes that current scheduling practices often hinder employees' ability to manage family responsibilities, access healthcare, pursue education, and maintain financial stability. A core provision grants all employees the right to request changes to their work schedules, including hours, times, location, and notice, without fear of retaliation. Employers are required to engage in a timely, good-faith interactive process to discuss these requests. If a request is based on a serious health condition, caregiving responsibilities, enrollment in an educational program, or another job, the employer must grant it unless a bona fide business reason for denial exists. Other requests can be denied for any non-unlawful reason. For employees in specific "covered sectors" such as hospitality, warehouse, retail, food service, and cleaning occupations, the bill mandates more stringent scheduling requirements. Employers must provide work schedules at least 14 days in advance and compensate employees $75 per day for failure to do so. They must also provide an estimate of minimum expected work hours for the next 12 months. Schedule changes made with less than 14 days' notice require "predictability pay," which varies depending on whether hours are added, changed, or reduced/canceled. The bill also ensures a right to rest between work shifts , allowing employees to decline shifts scheduled less than 11 hours after their previous shift without penalty. If an employee consents to work such a shift, they must be paid 1.5 times their regular rate for hours falling within that 11-hour period. Additionally, employees working a "split shift" (non-consecutive hours with a break longer than one hour) are entitled to one extra hour of pay at their regular rate. To enforce these provisions, the bill prohibits employers from interfering with employee rights or retaliating against employees for exercising them. It establishes mechanisms for enforcement through the Secretary of Labor, including investigative authority, civil penalties for willful and repeated violations, and the right for employees to pursue civil actions for damages and equitable relief. The Act also requires employers to post notices informing employees of their rights and directs the Secretary of Labor to conduct research, provide technical assistance, and collect data on work scheduling practices. The legislation sets minimum requirements and does not preempt existing laws that offer greater employee protections. It also includes an exemption for employees covered by valid collective bargaining agreements that specifically address work scheduling and waive the Act's provisions, ensuring that collective bargaining rights are not diminished.