Oregon Conditions of Employment - Mandatory Workshops
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How to fill out Conditions Of Employment - Mandatory Workshops?
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FAQ
Oregon labor laws require an employer to pay overtime, unless otherwise exempt, at the rate of one and a half times the employee's regular rate of pay for all hours worked in excess of 40 hours in a workweek. OR Bureau of Labor FAQs: Overtime. See FLSA: Overtime for more information.
If your contract is clear and says that your employer can make the specific change that they want to make e.g. to vary or reduce your hours, then your employer may be able to make the change without your agreement. Although you may still have rights to protest the change.
Race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, ancestry, place of birth, HIV status, retaliation, genetic testing, pregnancy, credit history.
Protected Class: The groups protected from employment discrimination by law. These groups include men and women on the basis of sex; any group which shares a common race, religion, color, or national origin; people over 40; and people with physical or mental handicaps.
Meeting / Training TimeTime spent in meetings or trainings is typically paid time. When an employer requires employee attendance, the time must be counted as hours worked, even though employees may not be performing their usual duties.
Applicants, employees and former employees are protected from employment discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age (40 or older), disability and genetic information (including family medical history).
Oregon law protects you from discrimination based on race, color, religion, sex, sexual orientation, national origin, marital status, age if the individual is 18 years of age or older, individual's juvenile record that has been expunged pursuant to ORS 419A.
The seventh amendment of the Civil Rights Act of 1964, Title VII, outlines five major protected classes: race, color, religion, sex and national origin.
Yes. The law requires that time spent waiting to perform work for the benefit of and at the request of the employer, be paid.
Legally, you do not have to pay employees if they request time off for training or study that isn't required for them to carry out their job.
