Oregon employment law compliance requirements

Sexual harassment is a form of sex discrimination prohibited under Title VII.

42 U.S.C. § 2000e-2 · effective Jan 2020

Prohibits employment discrimination based on race, color, religion, sex, or national origin.

42 U.S.C. § 2000e et seq. · effective Jan 2020

WARN notices must include: whether closing/layoff is permanent or temporary, expected date, whether bumping rights exist, name/contact for company representative.

29 U.S.C. § 2102 · effective Jan 2020

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must offer affordable, minimum-value health coverage to full-time employees and their dependents or risk an employer shared responsibility payment.

26 U.S.C. § 4980H · effective Jan 2015

Agreement must advise employee to consult with attorney

29 U.S.C. § 626(f)(1)(E) · effective Oct 1990

Eligible employees entitled to 12 weeks unpaid leave

29 U.S.C. § 2612(a)(1) · effective Aug 1993

Employers must maintain anti-harassment policies

42 U.S.C. § 2000e-2 · effective Jul 1964

Employers with 10 or more employees (6 or more in Portland) must provide up to 40 hours of paid sick leave per year, accruing at 1 hour per 30 hours worked.

ORS 653.601 to 653.661 · effective Jan 2016 · source

Provides employees with up to 12 weeks of paid family, medical, or safe leave per year, funded by employer and employee contributions.

ORS Chapter 657B · effective Sep 2023 · source

Employers must provide 60 days advance notice of plant closings (50+ employees) or mass layoffs (500+ or 50-499 if 33% of workforce).

29 U.S.C. § 2101 et seq. · effective Jan 2020

60 days advance notice for plant closings and mass layoffs

29 U.S.C. § 2102 · effective Feb 1989

Final wages must be paid by the end of the next business day if an employee is discharged, and within 5 days or on the next payday if they quit without 48 hours' notice.

ORS 652.140 · effective Jan 2020 · source

Employees 40+ must be given 21 days to consider individual severance agreements

29 U.S.C. § 626(f)(1)(F)(i) · effective Oct 1990

Employees 40+ in group terminations must be given 45 days to consider

29 U.S.C. § 626(f)(1)(F)(ii) · effective Oct 1990

Employees 40+ must be given 21 days to consider a separation agreement that includes a release of age discrimination claims.

29 U.S.C. § 626(f)(1)(F) · effective Jan 2020

In group terminations, employees 40+ must be given 45 days to consider a separation agreement.

29 U.S.C. § 626(f)(1)(H) · effective Jan 2020

Oregon state minimum wage

ORS 653.025 · effective Jan 2024

Federal minimum wage rate

29 U.S.C. § 206(a)(1) · effective Jul 2009

Employers are prohibited from asking job applicants about their past salary history before making an offer of employment.

ORS 652.220 · effective Jan 2019 · source

Non-compete agreements are void unless the employee meets specific salary thresholds, receives 2 weeks' advance notice, and the duration is limited to 1 year.

ORS 653.295 · effective Jan 2022 · source

All Oregon employers must adopt and distribute a written policy containing specific provisions to prevent sexual assault and discrimination.

ORS 659A.370 · effective Oct 2020 · source

Group terminations must disclose job titles and ages of affected employees

29 U.S.C. § 626(f)(1)(H) · effective Oct 1990

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must file annual information returns (Forms 1094-C and 1095-C) with the IRS and furnish Form 1095-C to each full-time employee.

26 U.S.C. § 6056 · effective Jan 2015

Private employers with 100 or more employees (and certain federal contractors with 50 or more) must annually file the EEO-1 Component 1 Report with the EEOC, reporting workforce demographic data by job category, sex, race, and ethnicity.

42 U.S.C. § 2000e-8(c) · effective Jan 1966

Employees in mills, factories, and manufacturing establishments must be paid overtime for hours worked over 10 in a single day.

ORS 652.020 · effective Oct 2017 · source

Overtime pay for hours worked over 40 in a workweek

29 U.S.C. § 207(a)(1) · effective Oct 1938

Employers must provide a 30-minute unpaid meal period for shifts of 6 hours or more, and a 10-minute paid rest period for every 4 hours (or major fraction thereof) worked.

OAR 839-020-0050 · effective Jan 2010 · source

Employees 40+ must have 7 days to revoke after signing

29 U.S.C. § 626(f)(1)(G) · effective Oct 1990

Employers cannot inquire about an applicant's criminal history on an initial job application or before an initial interview.

ORS 659A.360 · effective Jan 2016 · source

Large retail, hospitality, and food service employers must provide employees with written work schedules at least 14 days in advance.

ORS 653.415 to 653.480 · effective Jul 2018 · source