The United States Department of Labor (DOL) has changed the overtime exempt wage test rules under the Fair Labor Standards Act (FLSA) for some employee classifications. To be considered an exempt employee the new yearly minimum salary level is $47,476.00.
Dear HR, My employee has used all of their family leave and sick time and now he still cannot return to work, can I terminate? HR Answer: Maybe. You should apply your absenteeism and leave policies to determine if you will allow extra time off. Just remember that absences counted as family leave may in no way count against your employee, or be used as grounds for discipline. Other laws, such as injured worker […]
Dear HR, I would like to hire my 14-year-old daughter to work in my retail store. Is it legal to pay her less than minimum wage? HR Answer: Yes and No. Yes, you may employ your child—but you must pay minimum wage. Under Oregon Law, parents who employ their own children must still comply with similar rules for other employers such as: Obtaining appropriate BOLI Employment Certificates Complying with the maximum hours and working […]
Dear HR, I would like to offer more vacation time and a higher level of insurance to my managers. Is it legal for me to offer different benefit packages to my employees based on their job classification or work duties? HR Answer: Yes. It is legal to offer your employees different benefits as long as you are not distinguishing between your employees based on a protected class such as disability, religion, gender, race etc. […]
Mail is slow … That is why it is called “Snail Mail”. Duh. You could be having a really fun weekend, but you wanted your paycheck mailed and didn’t arrive until after 5 p.m. on Friday so you can’t cash it until Monday. I guess you could clean your garage. Waste of Time — & Gas – Driving to the bank to wait in line to cash your check. Huge waste of time! You waste […]
Tips for Minimum Wage Hike Survival: Employee Retention Employees are key to the success of your business. Just think how many of your employees interact with your customers, deliver service or sell your product. Once you have taken the time and effort to hire the right people, train and actively engage them, the next step is to KEEP those good employees.
Dear HR, My onsite manager has been requiring staff to pay till shortages out of our own pockets when shortages occur. Is this practice legal? HR Answer: No. Oregon Law does not allow deductions from wages or reimbursement for shortages, breakages, losses, or theft. Managers/Employers should clearly communicate their cash handling procedures and policies. If an employee does not follow proper cash handling procedures and policies, then corrective action such as discipline up to, and […]
Dear HR, I’m writing for help—How do I file a report that my supervisor has been making racial comments directed towards me and is making me feel uncomfortable? What can I do to stop the problem? HR Answer: Thank you for reporting this issue to HR immediately since talking to your supervisor is not an option. We take reports of harassment and discrimination very seriously. HR will conduct a prompt and thorough investigation. If a […]
Tips for Minimum Wage Hike Survival: Employee Performance & Engagement Congratulations! You are well on your way to having the most cost-efficient workforce! Now that you have learned how to conquer the roadblocks of Hiring Right, Tracking Time and Attendance, and understanding the importance of Employee Training – our last couple of tips for Surviving the Oregon Minimum Wage series will focus on Engaging and Retaining your staff. With the Oregon Minimum Wage […]
Dear HR, A current employee has inquired about alcohol rehab programs. My question is, if they took a couple of months off to get “sorted out” would they be able to continue employment after treatment? Would that be a situation that falls under OFLA/FMLA? HR Answer: Alcoholism could be considered a “serious health condition” under the FMLA/OFLA. An employee may take FMLA/OFLA leave to enter a treatment program. FMLA/OFLA will not protect absences resulting […]
