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Until 12/31/99 my work group had a 9/80 work schedule (work 80 hours in nine days and get the tenth day off). In December our manager resigned and we got a new acting manager who decided to no longer offer the 9/80 work schedule. Many of us were under the impression that this was part of our benefits. We have even found paper work from 1995 that suggests that it was treated as part of the company's benefits package. However, an HR representative has stated to us that 9/80 is/was a priviledge and not a benefit, and it is up to the manager's discretion to offer the alternative work schedule. The acting manager of our group also told us that it is not the parent company's policy to offer 9/80. However, we recently received a company-wide email that reminded us of new California state legislation (Assembly Bill 60) which will not affect those of us on the "alternative work schedule"---this in itself seems to imply that THERE IS A COMPANY POLICY ALLOWING 9/80. We can't seem to get any straight answers. Can anyone tell me whether there is any California state legislation (or federal?) that governs or impacts alternative work schedules? Is there any law that governs hiring an individual under one benefits package and then changing the package after s/he has been hired? Also, we've been through a few merger/acquisitions in the past 2+ years, so can the aqcuiring company take away employee's perceived benefits (e.g., we see this as a benefit, but HR is telling us it is a priviledge) and offer lesser benefits to the newly acquired company?