Employees who cancel 48 hours in advance and their last day of work is a weekday must receive their last paycheque on the same day, i.e. the last day of work. Oregon`s minimum wage laws require employers to count the time spent by workers waiting for work as hours worked for minimum wage and overtime requirements when employees are required to wait. Employees are forced to wait if they are under the control and direction of their employer and cannot effectively use the waiting period for their own purposes. These employees are considered to be on duty. Employers do not have to compensate employees for the waiting period when workers are waiting to be hired. In these situations, workers are informed by their employers that they are fully relieved of their duties, that they can leave the workplace and that they do not have to return for some time. In addition, the period during which employees are not on duty must be long enough for employees to use it effectively for their own purposes. These employees are considered exempt. OR Administrator. Rules 839-020-0041(1)-(2). The employer is not obliged to count the training period as hours worked if the employee participates independently and on his own initiative in after-work training in a free school, university or vocational school, which took place on his own initiative.

This also applies if the training is related to the employee`s workplace. OR Administrator. Rules 839-020-0044 (4) Oregon employers shall grant up to 40 hours of sick leave to all employees. Any number of hours in excess of 40 hours counts as overtime and must be paid at a higher hourly rate. Employees who leave and give at least 48 hours` notice of their intention (excluding Saturdays, Sundays and holidays) must, under Oregon law, receive all final wages no later than the end of the first business day following the date of separation. Minors aged 16 and 17 Minors aged 16 and 17 may work at any time, but may only work a maximum of 44 hours per week. Employers with at least 10 employees (at least 6 in the city of Portland) must provide up to 40 hours of paid sick leave, and employers with fewer than 10 employees (less than 6 in Portland) must provide up to 40 hours of unpaid sick leave. In addition, Oregon`s civil rights laws protect employment opportunities by making discrimination illegal and based on: the removal of juvenile punishment; Genetic information, including family history; Marital status; relationship with another employee; filing of workers` compensation insurance; status as a victim of domestic violence; credit report or credit history; access to employer-owned housing; workers` compensation claims (6+); Legal use of tobacco products outside the service; garnishment of wages for consumer debts; take legal action for illegal employment practices; Refusal to attend an employer-sponsored meeting whose primary purpose is to communicate the employer`s political or religious views. Even though federal and state labor codes vary widely, what are your rights as an employee in Oregon? How many consecutive days without a day off can you work? Is it possible to be fired for no reason? The purpose of Oregon`s labor laws is to protect employees while promoting the economic well-being of the state. If you can`t find a solution to your problem here, feel free to contact us at Meyer Stephenson and we`ll do our best to help.

We start by looking at key laws and regulations regarding minimum wages, tips, and minimum wages in Oregon. Compliance with Federal, State, or Local Laws User verification purposes to access the user`s own communication and electronic devices Automatic facial recognition services in social media applications If an employee is required to be on duty 24 hours or more, an agreement may be reached between the employer and employee to exclude bona fide meal times and regular sleep hours from the employee`s hours of work. Good faith sleep time, which may be excluded from hours worked, shall not exceed eight (8) hours, and the employer shall provide the employee with adequate sleep arrangements during which the employee can normally enjoy a period of uninterrupted sleep. Any interruption of sleep time during which the employee must perform tasks is considered as hours worked.