; (C) whether the employer provides paid overtime for any work that exceeds 40 hours per work week; (D) whether employers are paid at least $15 an hour, and wages are otherwise reflective of the prevailing wage; (E) whether the employer has a policy of providing employees with guaranteed predictive scheduling, the quality of which shall be assessed by determining— (i) whether the policy is crafted for the purpose of ending unstable scheduling and allows workers to effectively provide for their families financially and emotionally; (ii) whether an employer has clear consistent processes in place to provide all employees with a good faith written estimate of (1) how many shifts an employee is scheduled to work per month, (2) the days and hours these shifts will occur, and (3) whether the employee will be expected to work on-call shifts; (iii) whether an employer provides employees with their final schedules not less than two weeks in advance, including whether such final schedules are written and posted in the workplace, or posted on an electronic portal easily accessed by all employees; (iv) whether an employer reports changes to an employee’s schedule within a reasonable amount of time and compensates employees when the employer cancels or alters shifts; (v) whether an employer limits “on call” scheduling practices and provides reasonable compensation, in addition to regular pay, to employees that are given less than 24 hours notice before the start of a scheduled work shift; (vi) whether an employer reasonably compensates each employee who reports to work anticipating that the employee will work a certain number of hours (determined by the employer) but is sent home by the employer before such hours are complete; (vii) whether an employer guarantees a reasonable rest period when employees work consecutive shifts; (viii) whether an employer consistently offers any “extra” hours or shifts to existing employees before hiring new employees, using a temp agency, or using contractors or subcontractors