Two employees complained to their supervisors about not getting paid overtime. In a groundbreaking decision from the U.S. Ninth Circuit Court of Appeals, these employees were protected from retaliation under Oregon law.
Read More…
Nine Oregon counties have successfully sued the state, claiming that the Oregon sick leave requirements, which took effect on January 1, 2016, create an unfunded mandate and therefore violate the state constitution. This means that unless the state appeals the decision, the counties who brought the lawsuit don’t have to provide paid…
Read More…Q: We give employees the choice of whether to apply paid time to sick leave absences or hold on to it for vacation. Several employees used up all of their protected leave for vacation, but now they’re calling in sick. Do we have to give them more time off for sick leave or can we count the absence under our attendance policy?
Read More…
In response to 2015 changes to employment laws, the Oregon Bureau of Labor and Industries (BOLI) has finalized revised administrative rules regarding employees’ social media accounts, medical insurance during Oregon Family Leave, and domestic workers. Social Media: Employee Use and Privacy This revision clarifies that, not only is it an unlawful employment practice to…
Read More…
The Oregon Bureau of Labor and Industries (BOLI) recently published final rules on the new Oregon paid sick leave law, which takes effect on January 1, 2016.
Read More…Q: Can I use my existing paid time off policy to comply with the new Oregon Sick Leave law without adding any additional time off?
Read More…Oregon recently joined a handful of other states across the nation to implement mandatory sick leave for employers.
Read More…
Governor Kate Brown has officially signed into law Oregon’s paid sick leave bill (SB 454).
Read More…
The November 4, 2014, ballot results of Measure 91 are clear: Oregon voters have joined their Washington neighbors in approving recreational marijuana for individuals who are 21 or older.
Read More…
An employer’s failure to prove that it gave the required notices under the federal Family and Medical Leave Act (FMLA) led to an employee suing the employer for being terminated for failing to return from leave within 12 weeks.
Read More…