Scheduling and Hours at Target: Your Rights to Predictable Work and Fair Treatment (USA)

Target’s scheduling system is designed to balance business needs, labor budgets, and employee availability, but the reality for many workers is far less predictable. Understanding how scheduling works—and what your rights are—can help you spot violations and take action if needed.

How Target Scheduling Works

Schedules are typically created by store leadership and posted through Target’s Workday system, accessible via the myTime app or in-store computers. While Target’s policy calls for advance posting, the actual timing can vary by store and manager. In areas with predictive scheduling laws, Target must comply with specific advance notice requirements.

Shift lengths usually range from 4 to 8 hours for team members, with longer shifts for leads and executives. Part-time employees may get fewer or shorter shifts, while those seeking full-time hours often struggle to get them consistently. Employees submit their “availability,” but being available doesn’t guarantee you’ll be scheduled—and you may be pressured to declare “open availability” even if you have other commitments.

Flexibility is a double-edged sword. While some employees value variable schedules, many find that fluctuating hours make it hard to budget, arrange childcare, or hold a second job.

Benefits Eligibility and Hours Thresholds

Target offers benefits like health insurance, 401(k), paid time off, and employee discounts to those who meet minimum hours thresholds. Eligibility is based on your average hours over a measurement period (often several months), not just a single week. If your hours are cut—whether for business reasons or as retaliation—you may lose benefits, creating real vulnerability for those who rely on Target’s health insurance or other perks.

What to do:

• Know the exact hours threshold for each benefit.

• Track your average hours over the measurement period.

• Raise concerns early if you’re close to losing eligibility.

• If your hours are cut and you lose benefits, consider whether the cut was retaliatory or violated scheduling laws.

Predictive Scheduling Laws

Several cities and states have “fair workweek” or “predictive scheduling” laws that give workers rights to more stable schedules. If you work in one of these areas, Target must comply.

Jurisdictions with predictive scheduling laws include:

• New York City (retail: 72 hours’ notice, offer extra hours to current staff first)

• San Francisco (14 days’ notice, predictability pay)

• Seattle (14 days’ notice, predictability pay, access to hours)

• Oregon (statewide: 14 days’ notice, predictability pay, right to rest)

• Chicago, Philadelphia, Los Angeles, and others

Typical requirements:

• Advance notice of schedules (usually 14 days)

• Predictability pay for changes after posting

• Right to rest between shifts (10–11 hours)

• Access to extra hours for current employees before new hires

• Good faith estimate of expected hours at hiring

• Right to request schedule changes without retaliation

If Target isn’t complying with these requirements in your area, you may have a claim.

Common Scheduling Problems at Target

• Insufficient hours: Many employees are scheduled for fewer hours than expected, affecting income and benefits.

• Unpredictable schedules: Fluctuating hours make it hard to plan for childcare, school, or a second job.

• Last-minute changes: Shifts are added, removed, or changed after posting. In covered jurisdictions, this should trigger predictability pay.

• Pressure for open availability: Employees are told to be available for any shift, but aren’t guaranteed work.

• Uneven distribution of hours: Some employees get plenty of hours, while others are cut—sometimes due to favoritism or retaliation.

• Clopening shifts: Closing one night and opening the next morning, leaving inadequate rest time.

• Retaliation through scheduling: Hours are cut or schedules changed unfavorably after protected activity (complaints, union support, etc.).

When Hour Cuts May Be Illegal

Hour cuts may be illegal if:

• They’re retaliatory (timing suggests a link to protected activity like complaints or union support).

• They violate predictive scheduling laws (cuts after the advance notice deadline without predictability pay).

• They’re discriminatory (targeting a protected group).

• They breach a written agreement guaranteeing minimum hours.

Hour cuts are likely legal if they affect everyone equally due to business needs, are based on legitimate, consistently applied factors, and comply with all laws.

Assess your situation:

• What’s the timing of the cuts?

• Who is affected?

• What’s the stated reason, and does it make sense?

• Are similarly situated employees treated the same way?

Addressing Scheduling Issues Internally

• Talk to your supervisor or team lead: Explain the problem and ask for solutions.

• Document the conversation: Note dates, what was said, and responses.

• Escalate if needed: Go to the store director, then HR, and use formal complaint procedures.

• Reference your rights: If you’re in a predictive scheduling jurisdiction, mention the law. If you suspect retaliation, note that it’s illegal.

• Request accommodations: For disability, religion, or other protected reasons, make a formal request and keep records.

Filing Complaints with Labor Agencies

If internal steps don’t work:

• Predictive scheduling violations: File with your city or state labor standards agency. Include documentation of late posting, missing pay, or denied rest time.

• Retaliation: File with the EEOC (discrimination), NLRB (union activity), OSHA (safety), or DOL/state agency (wage complaints). Each has strict deadlines—don’t delay.

The Connection to Other Legal Claims

Scheduling issues often overlap with other employment law violations:

• Discrimination: If certain groups consistently get fewer hours.

• Retaliation: If hours are cut after protected activity.

• Wage and hour: If you’re not paid for on-call time, schedule changes, or overtime.

• FMLA/ADA: If hours are cut after protected leave or accommodation requests.

Protecting Yourself

• Know your rights: Understand local laws and Target’s policies.

• Document everything: Save schedules, track hours, note when schedules are posted, and keep records of changes and complaints.

• Communicate in writing: Written records are harder to dispute.

• Build relationships: Good rapport can help, but don’t let it stop you from asserting your rights.

• Have a backup plan: If hours are unpredictable, consider your options.

• Act quickly: Don’t let deadlines for complaints pass.

Using Caira to Track and Analyze Scheduling

Caira can help you:

• Track when schedules are posted and changes made,

• Calculate predictability pay owed,

• Organize requests and responses,

• Compare your hours to others,

• Prepare documentation for complaints.

Questions to ask Caira:

• “Does my city have a predictive scheduling law?”

• “What’s the advance notice requirement?”

• “Is this hour cut retaliation?”

• “How do I calculate predictability pay?”

Review Checks for Scheduling Issues

• Do I know if my area has a predictive scheduling law?

• Am I tracking posted schedules and changes?

• Am I documenting requests and responses?

• Are my hours being cut, and is there a pattern?

• Have I raised concerns internally?

• Do I know which agency to contact if needed?

• Am I within the deadlines for complaints?

Caira can help. She's delightful to chat to.

She helps you feel more confident and less anxious about employment law issues—whether you’re facing discipline, termination, or just want to understand your rights. Backed by 50,000 legal documents for all 50 states, Caira can:

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Try Caira for free—no credit card required.

Scheduling affects your income, benefits, and work-life balance. If Target isn’t respecting your rights, document everything and act quickly. Laws and protections vary by location, so always check your local requirements.This information is for educational purposes and is not legal, financial, or tax advice. Outcomes vary depending on the evidence submitted and its strength. Scheduling laws vary by jurisdiction.