Oregon’s Predictive Scheduling Law goes into effect on July 1, 2018. This law applies to retail, hospitality, and food service employers with 500 or more employees worldwide, and governs the working schedules of non-exempt employees.
Starting July 1, 2018, these employers will be required to:
· Provide employees a good faith estimate of their work schedule upon hire,
· Post work schedules at least seven calendar days in advance (NOTE: Starting July 1, 2020, schedules must be posted 14 calendar days in advance),
· Compensate employees for any changes to their schedules after that time period (subject to certain exceptions), and
· Provide certain rights to rest between shifts. Continue reading NEW RULES: Oregon BOLI Publishes Rules Regarding New Predictable Scheduling Law
Starting January 1, 2016, Oregon employers with 10 or more employees (6 or more in Portland) are going to be required to provide their employees with paid sick leave benefits. For more information regarding Oregon’s paid sick leave law, please see our previous blog entry.
In preparation for the new sick leave law, the Oregon Bureau of Labor and Industries (BOLI) has issued new guidance materials to help employers comply with the new law’s requirements. These guidance materials consist of: (1) the Final Administrative Rules; (2) a model Sick Time Notification to employees, which must be posted in a conspicuous location starting January 1, 2016; and (3) answers to Frequently Asked Questions about the new paid sick leave. In addition to these new materials, BOLI will also be conducting two-hour training sessions on the new sick law throughout the state – the dates and times of which will be available on the BOLI website.
Oregon employers should use the newly available materials and consider attending the training sessions to verify that their sick leave policies are in compliance with the new law.