Industry News

The Chicago Fair Workweek Ordinance

Dear Clients and Contacts:

The Chicago Fair Workweek Ordinance went into effect on Wednesday, July 1, 2020.  The ordinance requires employers in certain industries to provide workers with predictable work schedules so that employees can reasonably plan their income and lives.  The building services industry, which includes door staff and security services, is one of seven industries included in the ordinance.  Included industry employers must compensate employees for certain predictive scheduling violations and are subject to fines for failing to comply.  

What employee rights does the ordinance include?

In addition to advanced notice of work schedules, the ordinance requires:

  • An initial good-faith estimate of their work schedule including days, start time and end times.
  • Advanced notice of work schedule by at least 10 days beginning July 1, 2020 and 14 days beginning July 2022.
  • The right to decline unscheduled hours offered to them within 10 days of the beginning of the work schedule. This will change to 14 days in July 2022.
  • Predictable pay, including one hour’s additional pay when hours are added to a shift, subtracted from a shift, or when a shift’s time or date is changed without a change to the number of hours.
  • Pay for cancelled hours or shifts.
  • Right to rest for 10 hours between shifts or receive 1.25 times their regular pay if they agree to work a shift within 10 hours.

Which employees are covered by the ordinance?

Workers are eligible if they are a Titan employee, not a contractor, and if they are not covered under a collective bargaining agreement (i.e., they are non-union). They must work 420 hours within an 18-month period and spend the majority of those hours working within the city of Chicago. They must earn less than or equal to $50,000 per year as a salaried employee or less than or equal to $26 per hour as an hourly employee.

What is Titan doing in response to the ordinance?

Titan is fully prepared to meet the obligations required for the newly enacted ordinance, including:

  • Meeting with our clients to review the impact of the ordinance on their operations.
  • Providing custom advance notice to employees for schedule changes.
  • Tracking when scheduling changes might warrant premium pay.
  • Meeting employees’ right to rest between shifts.
  • Reporting on premium payments due to employees and any related additional billing or invoicing.

If you have any questions or concerns regarding this new ordinance or security coverage for your site, please contact your Titan representative or the Titan office at (312) 902-3400.  We will continue to communicate further updates via email and at

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