Oregon Complaint for Unlawful Wage Withholding
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How to fill out Oregon Complaint For Unlawful Wage Withholding?
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FAQ
All workers in Oregon have rights that protect you from being taken advantage of or discriminated against. Laws set the minimum wage, protect breaks, give you overtime pay, provide sick time, and more. Learn more about your rights at work, file a complaint, or ask a question.
If an employer failed to provide rest breaks, BOLI could impose up to a $1,000 fine. However, when BOLI fines an employer, the State of Oregon gets paid, but the employee doesn't receive anything.Employees who miss their breaks can now sue for unpaid wages, penalties and attorney fees.
When an employer fails to pay an employee the applicable minimum wage or the agreed wage for all hours worked, the employee has a legal claim for damages against the employer. To recover the unpaid wages, the employee can either bring a lawsuit in court or file an administrative claim with the state's labor department.
The employer can deduct your next paycheck to correct the error. However, your employer can make adjustments only if errors are detected within 90 days of the error first occurring.
You are entitled to the same pay as anyone doing the same or broadly similar job, or a job of equal value, regardless of gender. There are strict time limits on when you can lodge a claim. If your employer is not treating you equally, they are breaking the law.
Please call 971-673-0761 or email help@boli.state.or.us.
Unpaid wages, unused vacation or accrued vacation time, or. any other time off accumulated by the employee (for instance, vacation days or PTO). vii
If your complaint is about pay, conditions or workplace rights under Commonwealth legislation, enterprise agreements or modern awards, you should contact the Fair Work Ombudsman's Infoline on 13 13 94.
Under a Title VII wage discrimination claim, an employee must first prove: 1) membership in a protected group and that he or she was qualified for the position worked in; 2) an employer is practicing wage differentials based on the employee's membership in the protected group and this has given rise to an inference of