BOLI Wage Enforcement The Bureau of Labor and Industries supports the strong enforcement of wage and hour laws to ensure that workers receive the wages to which they’re entitled and employers have a level On July 1, 2019, the minimum wage and minimum salary increase for all Oregon employees. For more information on Oregon’s minimum wage laws, visit our Oregon Minimum Wage Laws page, which includes topics such as minimum wage, tip minimum wage, tip sharing and pooling, and subminimum wages. Recordkeeping Requirements (from BOLI Wage & Hour Laws 2012 Edition) It is the employer's responsibility to maintain accurate time and payroll records. Employers must provide employees under the age of 18 with paid, uninterrupted 15-minute rest breaks for every four (4) hour segment or major portion thereof that they work in a work period. On July 1, 2019 standard minimum wage will increase to $11.25. OAR 839-020-0050(8)(b). (1) Except as provided in subsections (2) and (3) of this section, if an employer willfully fails to pay any wages or compensation of any employee whose employment ceases, as provided in ORS 652.140 (Payment of wages on termination of employment) and 652.145 (Payment of wages for seasonal farmworkers), then, as a penalty for the nonpayment, the wages or compensation of the employee shall continue from the due date thereof at the same hourly rate for eight hours per day … Oregon labor laws do not require employers to provide employees with severance benefits. Call 971-673-0761 or email help@boli.state.or.us. The requirement that employers provide paid sick leave and expanded family and medical leave under the Families First Coronavirus Response Act (FFCRA) expired on Dec. 31, 2020. An employee must be relieved of all work duties during the meal period. Consider an apprenticeship program. Through the Wage and Hour Division, the commissioner administers state laws relating to wages, hours of employment, basic working conditions, child labor and prevailing wage rates, and licenses certain labor contractors to protect the workers they employ. Whether your business is faced with a discrimination claim, wage and hour claim, or a different employment claim, records are important. For purposes of the meal period requirements, undue hardship means significant difficulty or expense when considered in relation to the size, financial resources, nature or structure of the employer’s business. They include: Meal periods where employees are relieved of all duties are not included in the meaning of work period. Unpaid Wage Claims in Oregon. Your browser is out-of-date! The Bureau of Labor and Industries is here to enforce these laws and protect you. The employers retain and keep available for inspection copies of the employees’ requests to waive their meal periods for as long as the employees work for the employers plus at least an additional six (6) months after the separation from employment; The employers provide the employees with reasonable opportunities to consume food during any work period of six (6) hours or more while continuing to work; The employers pay the employees for any and all meal periods during which the employees are not completely relieved of all duties; The employers do not require the employees to work longer than eight hours without receiving a 30-minute meal period during which the employees are relieved of all duties; The employers make and keep available for inspection accurate records of hours worked by each employee that clearly indicate whether or not the employee has received meal periods; The employers post notices provided by the commissioner of the Bureau of Labor and Industries regarding rest and meal periods in a conspicuous and accessible place where all employees can view it; and, The employers do not coerce employees to waive their right to meal periods. 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