Staffing Administration Insights

Oregon's health insurance market is undergoing significant changes heading into 2027. Several major insurance companies are leaving portions of the market, while others are changing the types of businesses they will cover.

For Oregon employers, these changes could mean finding a new health insurance carrier, evaluating different plans, or simply paying closer attention to the options available at their next renewal.

Here is a high-level look at what is changing and what employers need to know.

Combating employee turnover and preventing employee burnout is one of the core, trending challenges that HR managers and businesses must manage in today’s business world. Maintaining effective employee retention and preventing burnout, however, starts with understanding what your current employee turnover looks like.

Here is everything you need to know about employee turnover calculations to understand how effective your business is at retaining talent.

Keeping employees engaged in their work is crucial for maintaining a positive work environment that gives employees a sense of belonging. Employees who are engaged in their work are far less likely to leave for a new job. However, before employers can do anything to boost employee engagement, they need a way to measure and monitor it.

Oregon OSHA Division II covers general rules regarding health and safety. While its subdivisions pertain to specific safety hazards, they do not pertain to any singular industry. The following guide, while not a complete overview, outlines the most important and most commonly applicable provisions for Oregon employers.

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.

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.

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. 

Processing payroll in Oregon has a lot of moving parts. Before paying an employee in the state, you must consider several areas of Oregon Payroll Law, including the minimum wage, hours worked, overtime, allowed deductions, payroll tax, and more.

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