Although the article on proposed scheduling rules hits most of the germane points, there are a couple more that should be mentioned [“Seattle weighs rules for work schedules,” Business, June 5].
First, the two-week scheduling guidelines don’t allow for employee turnover. If an employee gives two weeks’ notice, a business doesn’t have time to adjust schedules to find a replacement without triggering the “predictability pay” provision. This is especially problematic in high-turnover industries like food service.
Second, the two-week provision could be very damaging to retail businesses that rely on the Christmas season for a majority of their annual revenue. With so much business stuffed into a monthlong sales period, a business that isn’t able to respond to sales increases (and especially decreases) will be at further disadvantage to online sellers. Retail stores will likely not be able to anticipate how much business will shift to online purchases again this Christmas season.
It seems to me the best compromise is to make a one-week guideline with the stipulation that businesses are allowed to offer further work to employees but not to discipline anyone who refuses. That way employees who want to work more can work if they want to, but people like Jerry Cole can schedule other activities without disadvantage.
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Jeff Pauley, Olympia