The employee's or a covered family member's serious health condition; The employee's child has an illness, injury or condition that requires home care, but does not have a serious health condition; The birth, adoption or placement for foster care of a child; Bereavement following the death of a family member. Retail, hospitality and food services establishments with 500 or more employees worldwide, including chain and integrated enterprises, must: Be aware that where there is overlap between federal, state and/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply. Ashtrays and receptacles for smoking must be positioned to more than 10 feet from building access points. Crime victim leave (covering employers with six or more employees); Domestic violence leave (covering employers with six or more employees); Legislative leave (covering employers with 10 or more employees). Use the contact form on the profiles to connect with an Oregon lawyer for legal advice. Select Oregon employment requirements are summarized below to help an employer understand the range of employment laws affecting the employer-employee relationship in the state. Under state law, it’s illegal to fire employees due to religion, sex or sexual orientation, nation of origin, retaliation for exposing unlawful work practices, pregnancy and/or childbirth, domestic violence incident, credit history, race, disability, … Oregon Employment Law Services Discrimination, Wrongful Termination, Harassment, and more Employment Attorneys serving all of Oregon Our experienced employment law team represents employees on a contingency fee basis in cases involving discrimination, harassment, retaliation, employment contracts, wage claims, and wrongful termination. The statement must include the following information: Upon request, an employer with five or more employees during any calendar month must provide an annual pay statement for the previous year by March 10. From defining the state’s minimum wage, overtime pay, and pay day requirements, to regulating more complex issues like union membership and organization, Oregon’s employment statutes cover just about everything. Oregon law prohibits an employer from discriminating and retaliating against employees in a variety of protected classes. Oregon law prohibits an employer from discriminating and retaliating against employees in a variety of protected classes. An employee who has access to wage information as part of his or her job and who discloses the information to any individual without authorized access is not protected, unless the disclosure is in response to a charge or complaint or in conjunction with an investigation, proceeding or hearing, including internal investigations. Key Oregon requirements impacting EEO, diversity and employee relations are: Oregon's fair employment practices law applies to employers with one or more employees. Whereas criminal law or discrimination law are governed by statutes, contract disputes are decided using “common law,” which is made up of all of the previous cases decided by courts. In Oregon, ORS 15.320 provides that Oregon law will apply to a contract for services to be performed primarily in Oregon by an Oregon resident. Amount and brief description of each deduction from the gross payment; Total number of hours worked during the time covered by the gross payment; Total number of hours worked at each rate of pay, if employee is paid under multiple pay rates; Number of completed pieces and rate of pay per piece, if employee is paid on a piece rate; Employer's name, address, telephone number and business registry or business identification number; Pay period for which the payment is made; Employee's payment method (i.e., by the hour, shift, day, week, salary, piece rate or commission); Allowances, if any, the employer is claiming as part of the minimum wage; and. Exceptions apply to employees in a retail or service establishment, employees who work fewer than five hours in any continuous 16-hour period, employees who work alone and employees who are allowed to leave their work station to use the restroom facilities as needed. We recommend using Google Chrome , Firefox , or Microsoft Edge . Oregon has many laws that provide greater protections to employees than federal law, including broader antidiscrimination protections, a higher minimum wage and health care continuation coverage obligations for smaller employers, but generally follows federal law with respect to topics such as jury duty leave and occupational health and safety. For nonexempt employees, the regular hourly rate(s) of pay, the overtime rate(s) of pay, the number of regular hours worked and pay for those hours, and the number of overtime hours worked and pay for those hours. Key Oregon requirements impacting health and safety are: Oregon operates its job safety and health programs covering the private sector under a state plan approved by the federal Occupational Safety and Health Administration (OSHA). Oregon law goes even further and protects employees who are at least 18 years old, so it is possible that younger employees may experience “reverse” discrimination if they are treated differently than older employees. 1 Answer | Asked in Employment Discrimination and Employment Law for Oregon on Jan 18, 2021. Smoking is also prohibited within 10 feet of all entrances, exits and accessibility points, such as windows or air-intake vents. Under Oregon law, employees are entitled to certain leaves or time off, including family leave, paid sick leave, domestic violence leave, bone marrow donation leave and time off on Veterans Day. , Attorney Erik Gunderson has given peace of mind to his employment law System Benefits! Employee has a need to express milk for the employee has a to! Is paid or unpaid depends on the profiles to connect with an accurate, itemized pay! The minimum wage, as well as post signage at all building entrances and.. 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