; (IV) have trouble getting time off; and (V) work clopening shifts, as described in paragraph (3)(B). (ii) The statistics described in clause (i) remain true after controlling for demographics, human capital, worker power, firm segregation, and discordance with the race or ethnicity of the worker and the manager. Race gaps in job quality are greater for women of color. (F) Workers who receive shorter advance notice, who work on-call shifts, who experience last-minute shift cancellation and timing changes, or who have more volatile work hours are more likely to experience hunger, residential hardships, and greater overall economic hardship. (7) Unpredictable and unstable work schedules are common in a wide range of occupations, with evidence of particular concentration in food service, retail, cleaning, hospitality, and warehouse occupations. These occupations are critically important to the United States economy. (8) Employers that have implemented fair work scheduling policies that allow workers to have more control over their work schedules, and provide more predictable and stable schedules, have experienced significant benefits, including reductions in absenteeism and workforce turnover, and increased worker morale and engagement. For example, when Gap Inc. piloted strategies to make work schedules more stable and predictable for employees, the Gap Inc. stores that implemented these strategies experienced higher productivity and a 7 percent increase in sales, compared to those Gap Inc. stores that did not implement these strategies. (9) This Act is a first step in responding to the needs of workers for a voice in the timing of their work hours and for more predictable schedules. 2. Definitions In this Act: (1) Bona fide business reason The term bona fide business reason means— (A) the identifiable burden of additional costs to an employer, including the cost of productivity loss, retraining or hiring employees, or transferring employees from one facility to another facility