Oregon's Compressed Work Week Policy is a state law that allows eligible employees to work longer hours on certain workdays in exchange for having shorter or no work hours on other days of the week. This flexible work arrangement provides numerous benefits to both employees and employers, promoting work-life balance, reducing commute time and expenses, enhancing productivity, and supporting environmental sustainability. Under the Oregon Compressed Work Week Policy, eligible employees can mutually agree with their employer to compress their work schedule. This typically involves working longer shifts, such as 10 hours a day for four days a week instead of the traditional eight hours a day for five days. The compressed schedule allows employees to enjoy an additional day off, often resulting in an extended weekend. The policy offers various types of compressed work week arrangements based on employee and employer preferences. These include: 1. Four 10-Hour Days: This arrangement entails working for four consecutive days, each with a 10-hour shift, and having the fifth day off. It provides employees with a full extra day for personal activities or leisure. 2. 9/80 Schedule: This type of compressed work week involves working 80 hours within nine days instead of the typical 10. Employees work eight 9-hour days and one 8-hour day within a two-week period, allowing them to enjoy a three-day weekend every other week. 3. Four 9-Hour Days and One 4-Hour Day: In this variation, employees work for four days with 9-hour shifts and have a shorter 4-hour day on the fifth day. It provides employees with some additional time off while still ensuring that essential tasks are completed. By offering different types of compressed work week options, the Oregon policy caters to the diverse needs and preferences of employees and employers across various industries and job roles. It promotes a healthier work-life balance, reduces stress, and increases job satisfaction for employees. Furthermore, it can result in cost savings for employers through reduced energy consumption, extended coverage during operational hours, and improved employee retention. As with any policy, there are certain guidelines and eligibility requirements that need to be followed. Both employers and employees should ensure compliance with labor laws and maintain open communication to establish mutually beneficial compressed work week arrangements. Organizations may need to develop clear policies regarding scheduling, time-off requests, and any specific requirements related to the compressed work week. In summary, the Oregon Compressed Work Week Policy provides employees and employers with flexible alternatives to the traditional work schedule, fostering improved work-life balance, productivity, and employee satisfaction. This policy acknowledges the changing dynamics of the modern workforce and recognizes the value of accommodating diverse work arrangements.
Oregon Compressed Work Week Policy
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How to fill out Oregon Compressed Work Week Policy?
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There are several ways in which a compressed schedule can work. The two most common are: 5-4/9 in which you work 8 9-hour days and 1 8-hour day in the pay period and get an extra day off. 4-10 in which you work 4 10-hour days each week of the pay period and have an extra day of each week.
Normal hours of work. The normal hours of work of any employee shall not exceed eight (8) hours a day.
What are compressed hours? Staff working compressed hours work their total contracted hours over fewer working days. For example, a full-time staff member could work 36.5 hours over 4.5 days or a 9 day fortnight rather than 5 days.
One perk that may help your business attract and keep top talent is the flexibility to work a compressed schedule. A compressed work schedule allows employees to work a full 40-hour week in fewer than the typical five days. A shorter workweek can help increase productivity and give employees more personal time.
Oregon employers may not pay you under $12.75 per hour unless you or your occupation are specifically exempt from the minimum wage under state or federal law. If you have questions about the Oregon minimum wage, please ask us and someone will respond to you as soon as possible.
Oregon employers must compensate all hours worked. This guidance clarifies what Oregon's wage and hour laws consider to be paid time. Unless a specific exemption applies, employees must receive at least the minimum wage for all hours worked.
Congress Passes Compressed Workweek Bill. Last week, the House of Representatives approved on final reading House Bill 6152 a bill that allows companies to opt for a 4-day or compressed workweek. Under this setup, employees can work beyond 8 hours a day in exchange for up to 3 rest days per week.
Unless your employment contract expressly allows unpaid or reduced pay lay-offs or short-time working, or you agree to any reduction, your employer is not legally permitted to cut your pay.
Basically, you work more than 7.5 hours each day (if that's your standard workday) with the goal of reducing the total number of days you work in a given period. This is more commonly known as a compressed workweek.
According to an employment law expert, An employer should give an employee who works an irregular shift pattern reasonable notice of their hours. Normally this would be included in the contract of employment and the standard notice period is around 7 days.
