The 2017 Oregon legislative session included some significant updates to Oregon employment law:
- Pay equity. House Bill 2005, also known as the Equal Pay Act of 2017, prohibits pay disparities based on an employee’s gender, race, color, religion, sexual orientation, national origin, marital status, veteran status, disability or age. Employees will be able to file lawsuits for pay disparities under the Act starting January 1, 2018. The Act also prohibits most inquiries into a job applicant’s pay history, and forbids setting compensation levels based on pay history. This part of the Act takes effect September 9, 2017.
- Predictive scheduling. Senate Bill 828, also known as the Fair Work Week Act, applies to large employers (those with more than 500 employees worldwide). The Act will require employers to provide employees with a written schedule one week in advance until July 1, 2020, when schedules will need to be provided two weeks in advance. Last-minute schedule changes may result in additional wages.
- Manufacturing overtime. The Oregon Bureau of Labor and Industries had long maintained that certain manufacturing employees were entitled to daily overtime or weekly overtime compensation, whichever was greater. When the Bureau changed its position in January 2017 to entitle manufacturing employees to both daily and weekly overtime, the legislature enacted House Bill 3458 to clarify that the Bureau’s earlier position was the correct one.