[dragonwriter]

> I haven't been effected by this sort of thing in years, but I've always felt that they should have to pay you for hours they schedule you, whether they use you or not.

What I think would make sense in a regime where minimum wage exists, given that people often work multiple jobs and such scheduled-but-canceled-at-the-last-minute hours effectively exclude other work is to include hours scheduled or where the employee is required to be "on call" for work that are not cancelled sufficiently far in advance -- obviously, one needs to decide where to set the bar here -- are counted as hours worked for minimum wage purposes (including for calculation of overtime pay due at minimum wage -- and for hours worked for related purposes like "full time" status as it relates to any benefit mandates, etc.), but not as hours worked at the actual wage for the position, or overtime entitlement based on the actual wage. So, you can't use schedule-and-cancel to drop the pay for the "reserved" time of an employee below minimum wage.