Labor Law Compliance

There are a myriad of state and federal laws and regulations that apply to employers - the list is costantly changing and expanding. Every session of the Oregon legislature has seen new laws affecting the workplace, and the most recent session was no exception. The listings below are not all-inclusive; contact us or call 541.389.2141 for more information.

Laws that apply if you have at least one (1) employee:

  • Drug-Free Workplace Act: Requires an ongoing effort to maintain a drug-free workplace.
  • ERISA: Rules covering pensions, profit-sharing, stock bonus, insurance, and other benefits.
  • Employee Right to Know Laws: Requires communication and training regarding hazardous substances.
  • Equal Pay Act: Forbids pay discrimination on the basis of gender.
  • Fair Labor Standards Act: Regulates minimum wage and overtime payments.
  • Immigration Reform and Control Act: Requires verification of eligibility to work in the US.
  • National Labor Relations Act: Employees have the right to organize and bargain collectively for wages, hours and working conditions.
  • Oregon Health Plan Continuation: Upon termination of employment, employees can continue group health insurance for 6 months.
  • USERRA: Prohibits discrimination against those who serve in the military; mandates military leave of absence.
  • Veterans Employment Opportunities Act: Applies to Federal government sub/contractors .
  • HB2222: Mandatory safety committees or safety meetings.
  • HB 2007: Domestic partner application of spousal benefits.

Additional laws for employers with six (6) or more employees:

  • OR Injured Worker Law: No discrimination or retaliation for using the worker comp system.
  • SB 946, 610: Provide unpaid domestic violence and victims of crime leave.
  • OR Disability Law: Make reasonable accommodations for a qualified individual with a disability. Prohibits discrimination against the disabled.

Yet more laws for those with fifteen (15) employees:

  • Title VII - Civil Rights Act of 1964: Prohibits discrimination/harassment on the basis of race, color, religion, sex, and national origin; Oregon law adds sexual orientation and gender identity to this list.
  • Pregnancy Discrimination Act: Forbids discrimination based on pregnancy, childbirth, or related medical conditions.

More for employers of twenty (20) or more:

  • Age Discrimination in Employment Act: Forbids discrimination against those age 40 or older.
  • COBRA: Terminated employees can continue group health insurance for up to 18 months.

Additional laws for those with twenty five (25) or more employees:

  • HB237: Unpaid rest periods for nursing mothers.
  • HB2744: 14 days of unpaid leave to military spouses after notoice of impending call to active duty; counts against OFLA leave (below).
  • Oregon Family Leave Act: Mandates to 12 weeks of protected leave in any leave year for qualifying situations.

Ands just a few more for employers of fifty (50) or more employees:

  • Affirmative Action: Requires the development of Affirmative Action plans for employers with 50 or more employees and $50,000.00 or more in federal contracts.
  • Family and Medical Leave Act: Mandates up to 12 weeks' leave in any 12-month period under certain circumstances.

If you are considering outsourcing all or part of your human resource processes, contact an advisor at 541.389.2141 or 800.541.5937. We would be happy to provide you a free consultation.

We also offer on-going support agreements to our clients. For more information, check out our Support Agreement page.