Oregon Key Employee Notice
Description
How to fill out Key Employee Notice?
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FAQ
In addition to medical leave, the birth of a newborn or the placement of a child in adoption or foster care is also considered an FMLA qualifying event.
Under certain circumstances, an employer may deny job restoration to "key employees." A "key employee" is a salaried, FMLA-eligible employee who is among the highest paid 10 percent of all the employees employed by the employer within 75 miles of the employee's worksite.
A key employee is an employee with major ownership and/or decision-making role in the business. Key employees are usually highly compensated either monetarily or with benefits, or both. Key employees may also receive special benefits as an incentive both to join the company and to stay with the company.
The key employee exception to reinstatement places a difficult burden on the employer to meet the standard of a substantial and grievous economic injury and provide related timely notices.
Oregon laws allow the termination of an employment relationship by either the employer or the employee, without notice and without cause.
Yes, in some cases. Generally, unless an employment contract or a collective bargaining agreement states otherwise, an employer may change an employee's job duties, schedule or work location without the employee's consent.
What is an Employee Wage Notice? Employee wage notices often fall under the heading of Wage Theft. Wage notices are provided to employees to ensure their expected pay is not different from what was originally noted by employer.
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.
Advance notice of work schedule. The employer must provide an employee with a work schedule, in writing, at least 14 calendar days before the first day on the schedule.
A Key Employee is one who in the prior plan year met one or more of these criteria:An officer of the company earning $185,000 or more annually;A 1% owner with a salary of $150,000 or more; and,A 5% (or more) owner regardless of salary.
