Staffing Administration Insights

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.

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.

Under the Equal Pay Act of 1963, the U.S. Department of Labor prohibits wage discrimination based on gender. Many states, including Oregon, have reinforced this law with new legislation to ensure that employees receive equal pay for equal work as a part of Oregon payroll requirements. Governor Kate Brown signed Oregon's Equal Pay Act of 2017 (OEPA) into law in June 2017.