; (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; (ix) whether an employer maintains and utilizes an easily accessible and universally available voluntary standby list of current employees willing to work additional hours due to unanticipated need or unexpected absence; (x) whether an employee avoids consistent or systematic under-scheduling which would result in employees consistently working significantly more hours than written in work schedule; (xi) whether an employer allows employees to request not to be scheduled for work shifts during certain times or at certain locations, and to identify preferences for the hours or locations of work; and (xii) whether an employer guarantees its employees will not be subject to informal or formal retaliation (such a demotion, reduction in hours, harassment, or termination) for requesting predictable schedules; (F) whether the employer has a policy of guaranteeing access to paid sick leave, the quality of which shall be assessed by determining— (i) whether an employer guarantees a minimum of 56 hours paid sick leave annually for all employees; (ii) in the case of an employer with 10 or more employees, whether the employer guarantees more than 56 hours of paid sick leave annually for all employees; (iii) whether this paid sick leave is distinct from time accrued as part of a paid time off policy; (iv) whether an employer provides leave as an upfront allocation at the start of employment and the start of subsequent year of employment as opposed to requiring that employees accrue paid sick leave; (v) whether an employer allows paid sick leave to be used by its employees to recover from illness, injury, medical condition as well as to seek medical diagnosis, preventive care, and other medical reasons