A Simple Guide to final time, final checks and final good-byes! Remember when (oh, about 20 years ago, maybe?) the standard “good bye” that was expected from an employee was the “Two-Week Notice” that they were quitting? Then laws were passed – the Oregon “at will” employment law became the norm and voila! Both employee and employer can “leave at will” which translates to “gone at any moment” terminations or an employee’s quick phone call […]
Dear HR: I want to hire a 17-year-old that has already been working for me through a WorkSource GED program. The job duties include mowing, weed-whacking, gardening, fencing repair, painting, cleaning, etc. What are the rules I need to keep in mind when moving forward with hiring a minor? A. First, and most importantly, an Oregon employer who hires minors 14 through 17 years of age must apply to the Bureau of Labor and Industries […]
Details on Penalties for not having an employee retirement plan in place RECAP: On November 15, 2017, the OregonSaves plan came into being mandating that all Oregon employers offer access to an employment retirement savings plan to all employees. Oregon employers are required to implement a state-run savings plan called OregonSaves if they do not offer their own employer-sponsored retirement plan. IMPLEMENTATION DEADLINE: The deadline for compliance with this law is determined by the number […]
Dear HR: Can I offer different Paid Time Off (PTO) policies to employees based on their position? I would like to offer PTO for full -time staff, but keep our temporary staff on accrued sick time only. Is that allowed under labor laws? A. In Oregon, employers are not required to provide employees with vacation benefits, either paid or unpaid. So yes, you can offer different PTO policies to different employees, as long as the […]