For Oregon employers, the minimum wage increased again on July 1, 2019, part of incremental increases under a 2016 law. The new minimum wage rate differs depending on region. Standard: $11.25 Portland Metro Area: $12.50 Non-urban Oregon counties: $11.00. If you are unsure of which rate applies to your employees, visit BOLI’s website for a map of the Portland rate area and list of non-urban counties. Please feel free to contact Sather, Byerly, & Holloway with any questions.
Kaiser Permanente and Sather Byerly & Holloway are sponsoring a work group for Oregon and Washington employers related to leave management. This open-forum roundtable will allow employers to bring their questions and share their insights on how to address various disability and leave requirements under state, federal or local laws. Rebecca Watkins, partner at Sather Byerly & Holloway LLP, will lead the group. She will be joined by Dr. Carrie Davino, Medical Director at Northwest Permanente, PC, who will provide insights from the medical perspective. Come network, learn from, and share with other employers! When: April 17, 2019, 11:30am – 1:30pm Where: Kaiser Permanente- Town Hall Ballroom * 3704 N Interstate Avenue * Portland, OR 97227 Cost: Free… Continue reading
How many times have you heard Human Resources tell you to document, document, document? Well, it’s because of cases like Estep v. Forever 21. This case, from the US District Court of Oregon, is a good reminder of what can happen when you fail to document and discuss performance issues with struggling employees. Forever 21 hired Jonathan Estep in July 2012. He quickly worked his way up to district manager, covering all stores in the state of Washington. By November 2015, he was temporarily assigned to stores in the Sacramento district. Despite his quick rise, Estep was not a top performer. In November 2015, Forever 21 identified the 100 worst performing stores in the US. Estep oversaw 6 of the… Continue reading
The Oregon Bureau of Labor and Industries (BOLI) recently issued final rules implementing the Oregon Equal Pay Law, most provisions of which take effect on January 1, 2019. The full text is available on the BOLI web site here. The final rules contain only minor changes from the proposed rules (see our previous blog post for a detailed discussion). The rules continue to define “work of comparable character” as work that includes substantially similar knowledge, skill, effort, responsibility and working conditions, with no single factor being determinative.” Key to this definition is the emphasis that “no single factor” will be determinative – in other words, employers should point to multiple factors to justify differences in pay… Continue reading
Check out the new Oregon and Washington Absence and Disability Management group on LinkedIn. This new group is aimed at giving employers and HR professionals a forum to share ideas and learn about changes specific to the unique laws and requirements in Oregon and Washington. Join the group and share with others who may be interested!
The Oregon Bureau of Labor and Industries (“BOLI”) recently issued proposed rules implementing the Oregon Equal Pay Law, most provisions of which take effect on January 1, 2019. The full text of the proposed rules is available on the BOLI web site here. Comparable Character The Equal Pay Law prohibits employers from compensating any employee at a rate greater than that at which the employer pays wages or other compensation to employees of a protected class for work of comparable character. BOLI’s proposed rules define “work of comparable character” as work that includes “substantially similar knowledge, skill, effort, responsibility and working conditions.” E.g., “knowledge considerations may include, but are not limited to: certifications, licenses and certificates;… Continue reading
KAISER PERMANENTE AND SATHER, BYERLY & HOLLOWAY EMPLOYEE DISABILITY AND LEAVE ROUNDTABLE Date: Tuesday, October 16, 2018 Time: 11:30 a.m. – 1:30 p.m. Where: Kaiser Permanente- Town Hall Ballroom (3704 N. Interstate Ave., Portland, OR 97227) Cost: Free – Lunch provided Kaiser Permanente and Sather Byerly & Holloway are sponsoring a work group for Oregon and Washington employers related to leave management. This open-forum roundtable will allow employers to bring their questions and share their insights on how to address various disability and leave requirements under state, federal or local laws. Mike Moses, ADA Manager at Kaiser Permanente, and Rebecca Watkins, attorney at Sather Byerly & Holloway LLP, will lead the group in problem-solving discussions… Continue reading
In a nutshell, Oregon’s new law requires certain employers to provide advance schedules for their employees and imposes penalties for last minute changes. SB 828 went into effect on July 1st and BOLI recently issued final rules for the new law, found here. Does it apply to my company? The law applies to retail, hospitality and food service establishments that employ 500 or more employees worldwide. This includes chains and – a more tricky concept – integrated enterprises. If your company operations overlap with another corporate entity (think parent, subsidiary, franchisor, general contractor) then take a look at the factors that determine if the companies would be considered an “integrated enterprise.” Those factors include: Interrelation of operations of the… Continue reading
The next annual rate increase for minimum wage goes into effect on July 1, 2018. The standard rate increases to $10.75 per hour. Those in the Portland Metro area increase to $12.00 per hour and for non-urban counties, the rate increases to $10.50 per hour. If you are not sure which category you fall into, check out BOLI’s website here for a link to the Portland Metro urban growth boundary and a county-by-county map of rates. If you have any questions regarding which rate you are obligated to pay, please contact me directly at (503) 595-2134.
Starting January 1, 2018, Washington employers will have to provide paid sick leave to their employees. All employers are required to provide one hour of paid sick leave to an employee for every 40 hours worked, paid at an employee’s normal hourly compensation. Employees may use paid sick leave: (1) to care for themselves or their family members, (2) when an employee’s workplace or their child’s school or place of care has been closed by a public official for any health-related reason, or (3) for absences that qualify for leave under the state’s Domestic Violence Leave Act. Because you have likely heard or read about the law’s requirements, the focus of this post is to summarize the Department of Labor… Continue reading