Now there is a website!! https://www.oregon.gov/EMPLOY/PFMLI/Pages/default.aspx The website provides general information, a timeline, an option to receive updates on the new law, and an invitation to join an advisory committee. Stay tuned….
As you know, last year a Court issued an order requiring employers to submit pay data broken down by gender and race as part of employers’ EEO-1 filings (Component 2 data). The deadline for submission of Component 2 data for 2017 and 2018 is September 30, 2019. On September 12, 2019, the EEOC published a… Continue reading EEO Component 2 Data – Dead Again?
The FLSA requires employers to include the value of certain kinds of perks, benefits and other items (“Extras”) in an employee’s regular rate of pay for purposes of calculating overtime. This can create a mathematical and economic nightmare for employers where the Extras are provided periodically or at year end, requiring a retroactive recalculation of… Continue reading Coming Soon – DOL’s New Rule on Calculating Regular Rate of Pay
Here is Washington L&I’s summary of a change to Washington’s Equal Pay and Opportunities Act that bars employers from requesting a job applicant’s wage or salary history, except under certain circumstances. This change in the law went into effect on July 28, 2019. http://lni.wa.gov/News/2019/pr190725a.asp
Earlier this week, the DOL issued an opinion letter addressing whether an employee could use intermittent FMLA leave to attend school meetings scheduled to address the employee’s child’s Individualized Education Program (IEP). The employee had two children with qualifying serious health conditions and the employee had been approved to take intermittent leave to take the… Continue reading FMLA Leave to Attend School Meetings
The Oregon Supreme Court has now ruled that the “cat’s paw” doctrine is a viable theory for use in proving discriminatory or retaliatory motivation in Oregon statutory employment discrimination and retaliation cases. The theory, which has been widely adopted in state and federal courts, allows a plaintiff to impute the bias of a supervisor who… Continue reading Cat’s Paw Doctrine in Oregon
This post will discuss employer and employee contributions and employer reporting requirements under the Paid Family and Medical Leave Act. As we previously posted, the new law creates form of insurance which provides benefits (in the form of paid leave) to eligible employees. Contributions are to be paid by employers and employees as a percentage… Continue reading Oregon Paid Family Leave, Part 5
Sorry, another interruption of our posts about the the paid family leave statute. This time to discuss the new Pregnancy Accommodation Act. Beginning January 1, 2020, employers with six or more employees must provide reasonable accommodations to employees and applicants with known limitations related to pregnancy, childbirth or a related medical condition, including but not… Continue reading Pregnancy Accommodation Act
We interrupt our posts about the new paid family leave law to tell you about the Workplace Fairness Act. The Act includes new rules for when employers can require non-disclosure and non-disparagement agreements in connection with harassment and discrimination, what employer anti-harassment policies have to include, and an extended statute of limitations for certain harassment/discrimination… Continue reading Oregon Workplace Fairness Act
The new law includes a number of protections for employees who take leave. Return to Work: Section 10 provides: An employee of an employer with 25+ employees is entitled to be restored to the position of employment held by the employee when the leave commenced, if that position still exists, without regard to whether the… Continue reading Oregon Paid Family Leave, Part 3