Staffing Administration Insights

Multi-state employment models have become increasingly common and popular in the last few years. Through new technologies, remote work is more accessible than ever before, leading it to become one of the greatest trends in business and HR in the last few years. 

However, in order to reap the benefits of being a multi-state employer, you need to understand the challenges faced by multi-state businesses.

Payroll is a critical function of your business operations, and it should be handled with great care. There is no room for error, as one small mistake can be costly to your organization. As such, it's important to be able to evaluate whether or not your payroll provider is taking good care of you, and it's important to know when it's time to make a change. 

Here is everything you should know about switching payroll providers.

All workers in Oregon are entitled to receive an hourly Minimum Wage rate according to Oregon Labor Laws and the Fair Labor Standards Act (FLSA). Oregon minimum wage differs depending on the location the employee performs their work.

According to the Boston College of Retirement Research, half of the people in the U.S. won't have enough funds saved to keep their standard of living during retirement. Additionally, over a third of workers have less than $1,000 in retirement savings.

The Oregon Bureau of Labor and Industries (BOLI) is responsible for administering and enforcing a variety of Oregon Labor Laws. As such, Oregon BOLI reserves the right and authority to enter business premises, gather facts, and examine working conditions at any reasonable time. This is also known as a workplace investigation. 

Here is everything you need to know about Oregon BOLI investigations, so you can keep your business prepared.

When an employee departs your business, via choice or termination, you need to know what the rules are for ensuring they receive any final compensation that is due. Here is everything Oregon businesses need to know about Oregon Final Pay Laws when processing payroll.

Employees in Oregon are considered “at-will” employees, meaning that the employee can be terminated without warning, at any time, and for any reason or no reason at all.

Here is what you need to know about Oregon At-Will Employment.

On August 8th, 2017, Oregon governor Kate Brown signed the Oregon Predictive Scheduling Law which went took effect in July of 2018. The legislation was updated in 2020, with an extended notice period of 14 days as opposed to seven days. Oregon’s Predictive Scheduling Law is meant to protect employees against last-minute scheduling changes that could negatively impact their income. 

As of January 2023, Oregon businesses must manage compliance with Oregon Paid Lave, a new paid leave law creating requirements regarding a state-paid leave fund. Oregon employers need to ensure they are prepared to comply with and understand the contribution rates as well as other responsibilities under the new legislation.