The Oregon governor is expected to soon sign Senate Bill 828, which will impose predictive scheduling requirements on large employers in certain industries. In addition, an employee may request not to be scheduled for work shifts during certain times or at certain locations, but an employer may require the employee to provide reasonable verification of the need for such a request. Covered Employers. Overtime Pay. The estimate may be based on previous years’ hours. Prior to that, employers need to provide a 7-day schedule to employees. Oregon may be the first state to enforce Predictive Scheduling regulations. One hour at the regular rate of pay, in addition to wages earned when the employer: Adds more than 30 minutes of work to the employee’s shift; Changes the date or start time or end time of the employee’s work shift with no loss of hours; or. Yes. Instead of printing out pages of mandatory Oregon and Federal labor law posters, you can purchase a professional, laminated all-in-one labor law poster that guarantees compliance with all Oregon and federal posting requirements. Preemption Built Into Fair Work Week Act Schedules the employee for an additional work or on-call shift. Laws in the State of Oregon www.laborlawyers.com ... sector employer-labor relations in Oregon, although there are a series of narrower laws governing. The statement is required with every paycheck. Here are answers to some of the most frequently asked questions about the new law. There are also tiers based on if the notice is at least 1 day or at least 7 days advance notice. For example, after the law passed in San Francisco, some employers required employees to submit time off requests at least two weeks prior to the posting of the schedule. At any time after the advance notice of written work schedule is made, an employee may request in writing that the employer add the employee to more shifts. This means that once you set the schedule, you can’t change shifts unless you give at least a week’s notice. It has known security flaws and may not display all features of this and other websites. 2. What’s the “good faith estimate” of hours to new hires? Oregon law requires employers to keep regular paydays, such as weekly or monthly. Provide current employees with their work schedules in writing at least seven calendar days in advance. regarding employer relief from penalties and obligations for providing additional compensation under extenuating circumstances. This results in fewer employees needing to cover more responsibilities. Oregon labor laws require employers to provide employees with at least one 30-minute unpaid and uninterrupted meal period when the work period is six (6) hours or greater. Started by mjenkins.626, 04-19-2012, 09:56 PM. Some laws require the employee to accept or refuse, other laws simply require the employer to pay a premium and the employee must accept the … Retail, hospitality and food services establishments with 500 or more employees worldwide, including chain and integrated enterprises, must: Provide detailed, written estimates of work schedules; ... Child Labor. The Oregon Legislature gave Oregon’s Bureau of Labor and Industries (BOLI) responsibility for enforcing SB 828, but didn’t give BOLI any additional resources for that purpose. The law applies to companies with at least 500 employees, and especially impacts retail, hospitality, and restaurant workers, reports hrdive.com. Starting in 2020, employers must provide employee schedules at least 14 days in advance. The most significant new employment law takes effect in July of 2018. 3,184 views. Many jurisdictions have considered, or are considering, passing predictive scheduling laws. The first 10 hours following the end of a previous calendar day’s work or on-call shift; or. An employer shall provide a new employee with a written good faith estimate of the employee’s work schedule at the time of hire. Your employer must pay you one-half times your regular rate of pay, per hour, for each scheduled hour that you do not work when your employer: Subtracts hours from your work shift before or after the employee reports for duty, Changes the date or start time or end time of your shift, resulting in a loss of work shift hours, Does not ask you to perform work when you are scheduled for an on-call shift. Learn how, Domestic violence protections for workers. 1, chapter 591, Oregon Laws 2015; repealing section 2, chapter 591, Oregon Laws 2015; and de-claring an emergency. In some locations, Fair Workweek is also known … One-half times the employee’s regular rate of pay, per hour, for each scheduled hour that the employee does not work when the employer: Subtracts hours from the employee’s work shift before or after the employee reports for duty; Changes the date or start time or end time of the employee’s shift, resulting in a loss of work shift hours; Does not ask the employee to perform work when the employee is scheduled for an on-call shift. An existing employee on the first day of work after a leave of absence. Fully updated for 2021! A new employee on or before first day of work; or. May be based on prior year schedule if it is a good-faith estimate of seasonal or episodic work. Employees may stay on shift up to 30 minutes and/or employers can require employees to stay on shift for up to 30 minutes with no predictability pay penalty. So far, two states — Vermont and Oregon — and eight municipalities — San Francisco, Berkeley, Emeryville, San Jose, Seattle, New York, Chicago and Philadelphia — have passed laws. As used in sections 2 to 12 of this 2017 Act, unless the context … Disability Discrimination (ADA) Discrimination Laws. ... GovDocs is one of the leading providers of labor law compliance … Changes to the written work schedule resulting from these written requests are not subject to the advance notice requirements of this law. Your employer must pay you a penalty if they change your schedule without advance notice. This “fair notice” is supposed to allow employees to refuse or accept the changes in the schedule. If a schedule needs to cover a 14-day period, employees have to submit time off requests at least 28 days in advance. In the final version, there is not a penalty if the employer is unable to accommodate the employee’s request and the language clarifies the employer is under no obligation to grant an employee’s request. As more companies deal with the fallout of lax or nonexistent labor policies, Oregon has stepped up to become the first state to address a glaring worker issue: Scheduling uncertainty.. Oregon Gov. However, this law could also work in your favor as research shows giving hourly employees more work-life flexibility is fundamental to keeping them happier and (hopefully) more engaged. Request a Demo. A new Oregon statute will require certain large employers to provide their Oregon employees with advance notice of their work schedules. If you are scheduled for a back-to-back shift within 10 hours, your employer must pay you time-and-a-half your normal pay rate. In the original version, employers were required to attempt to accommodate a worker’s request for schedule and could be penalized if they did not. The regulations apply to businesses with 500+ employees in retail, hospitality and food services. Payday Requirements. Employer must provide the employee with timely notice of the change; and. Oregon was the first state in the U.S. to pass a predictable work week labor law. Franchises are included if the individual franchisee has locations totaling 500 employees or more that work in the type of services covered (i.e., janitors do not count towards 500). Get a 2021 Oregon all-in-one labor law poster . Oregon Bureau of Labor & Industries protects employment rights, advances employment opportunities, and ensures access to housing and public accommodations free from discrimination. About Us Bureau of Labor & Industries … No change shall be made in any schedule, including schedules of joint rates, except upon 30 days’ notice to the Public Utility Commission. For employees this means they can close out tables/checks or finish their work without worrying about losing tips or wages, and for employers it means having some flexibility to overlap shifts if necessary to continue serving customers. The employee may decline any work shifts not included in the employee’s written work schedule. Platform. Mass Layoffs (WARN) Meals and Breaks. Your employer may not retaliate against you for making these requests, but your employer is under no obligation to grant your request.  Oregon only – but uniformly throughout the entire state  Preempts Oregon cities, counties, and other political subdivisions from regulating any requirements relating to “work schedule” – “the days and times during which an employer is required to perform the duties for which the employee will receive compensation.” Most scheduling laws require at least a 24-hour notice, however. The Fair Workweek ordinance outlines a set of labor laws to create a stable, predictable work environment for service-based industries, such as hospitality or retail. Your browser is out-of-date! ... Oregon Bureau of Labor & Industries protects employment rights, advances employment opportunities, and ensures access to housing and public accommodations free from discrimination. 3 discrete aspects of employer-labor relations. Minimum Wage for Tipped Employees. You have the right to seek housing and go to places that do business with the public without being discriminated against. In the final version, there is not a penalty if the employer is unable to accommodate the employee’s request and the language clarifies the employer is under no obligation to grant employee’s request. All changes shall be plainly indicated upon existing schedules, or by filing new schedules in lieu thereof 30 days prior to the time they are to take effect. In advance of the law’s effective date, BOLI has issued final administrative rules that will govern its administration of the law. Search. An employer may not retaliate against an employee for making a request to not be scheduled, but is under no obligation to grant the employee’s request to be taken off shifts. New Oregon Law Imposes Scheduling and Working Hours Obligations on Employers. 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