Total Articles: 10
Fisher Phillips • November 12, 2017
The Oregon state agency charged with enforcing the state’s wage and hour laws has announced the largest civil penalty against an employer in its long history – nearly $277,000. According to the Oregon Bureau of Labor and Industries (BOLI), Portland’s Legacy Emanuel Medical Center will be forced to pay over a quarter-million dollars to resolve allegations that many of the organization’s workers were not receiving mandatory meal periods and paid breaks in accordance with state law. What can other Oregon employers learn from this situation to avoid a similar fate?
Littler Mendelson, P.C. • August 20, 2017
A new Oregon law clarifies Oregon’s daily and weekly overtime laws and sets new maximum-hour limits for certain Oregon employers. The new statute, which Oregon Governor Kate Brown signed on August 8, 2017, requires most employers in the manufacturing sector to pay employees the greater of daily or weekly overtime if an employee works more than 10 hours in a single day and more than 40 hours total in the course of a single workweek. The law also sets a firm 55-hour weekly limit for most manufacturing-sector employees.
Littler Mendelson, P.C. • August 16, 2017
A new Oregon statute will require certain large employers to provide their Oregon employees with advance notice of their work schedules. The notice period will initially be 7 days starting next year before increasing to 14 days in 2020. “Predictive scheduling” requirements have been considered by legislatures in several states in recent years, and a number of cities have adopted predictive scheduling ordinances, but Oregon’s is the first to actually become a statewide law.
Fisher Phillips • August 16, 2017
There’s good news for Oregon employers about the recently concluded 2017 legislative session: unlike years past, there were only a very small number of workplace laws passed. In fact, the Oregon Legislature only passed four pieces of workplace legislation that are even worth discussing
Ogletree Deakins • August 15, 2017
Food service, hospitality and retail industry employers operating in Oregon with at least 500 employees will soon be required to comply with a new law that regulates how they are to schedule employees' work hours. The signing of this law on August 8 by Governor Kate Brown makes Oregon the first state to regulate such practices. Similar laws have been enacted at the local level in New York City, San Francisco and Seattle.
Jackson Lewis P.C. • August 10, 2017
Oregon has become the first U.S. state to regulate employer scheduling practices in the food service, hospitality, and retail industries. The new law, S.B. 828, will take effect July 1, 2018.
Ogletree Deakins • August 08, 2017
In July 2017, the Oregon Legislature passed House Bill 3458, which is expected to be signed by Governor Kate Brown. The new law will permit employers to pay nonexempt employees in mills, factories, and manufacturing establishments the greater of daily or weekly overtime, reversing recent guidance from the Oregon Bureau of Labor and Industries (BOLI) that had required manufacturing employers to “pyramid” (i.e., pay both) daily and weekly overtime hours. However, the law will also impose new maximum limits on hours in the workweek for manufacturing employees.
Littler Mendelson, P.C. • July 14, 2017
Oregon Governor Kate Brown recently signed Senate Bill 299 into law, which makes some clarifications and changes to Oregon’s Paid Sick Time law, which took effect on January 1, 2016.
Ogletree Deakins • July 14, 2017
The Oregon governor is expected to soon sign Senate Bill 828, which will impose predictive scheduling requirements on large employers in certain industries. Here are answers to some of the most frequently asked questions about the new law.
Jackson Lewis P.C. • June 15, 2017
The Oregon Equal Pay Act of 2017 greatly extends pay equity protections to a variety of protected classes, prohibits employers from asking for applicants’ salary history, and expands existing remedies available to employees. House Bill 2005 also offers key protections and a safe harbor for employers.