Oregon Payroll Services

This guide covers everything employers need to know regarding Oregon payroll processing.

All Oregon employers must comply with the Oregon Minimum Wage Law.

The Portland Metro Oregon Minimum Wage Rate applies to employees working within the urban growth boundary, as well as parts of Clackamas, Multnomah, and Washington Counties.

Oregon Overtime Laws require employers to pay employees at an overtime rate for every hour of work done beyond the standard 40 hours per week.

Oregon employees need to be compensated for all "hours worked". However, in order to maintain compliance and process payroll in Oregon, employers need to understand the definition of hours worked in Oregon.

In Oregon, there are four different types of travel in regard to Oregon Labor Laws. Each one has its own rules and regulations regarding compensation.

Here is what employers should know about Oregon Travel Time Pay.

Oregon Equal Pay requirements apply to all employers in the state, and are aimed at ensuring employees receive equal pay for equal work.

The law includes definitions of what is considered comparable work, rules around seeking salary history, and more.

Final pay refers to final compensation due when an employee is fired, laid off, or quits. Depending on the circumstance, different rules may apply. 

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, when it's due, under Oregon Final Pay Laws.

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.

Here are some general Oregon Payroll Forms for eay access.

Here are four types of Oregon Payroll Calculators for easy access.

Employers planning to hire minors for their Oregon business must be familiar with Oregon Child Labor Laws, which cover things such as the legal working age, breaks, compensation, and more.

Every employer in the state is subject to the Oregon Paid Sick Time Law, which provides time off to employees to treat or recover from being sick or injured, have other health conditions, and more.

There are also additional requirements for employers to comply with.

The Oregon Family Leave Act (OFLA) applies to employers with 25 or more employees, and provides up to 12 weeks of protected leave for employees under certain circumstances. 

The law also includes additional requirements for employers to comply with.

In addition to Oregon Sick Time and Oregon Family Leave, businesses must also manage compliance with Paid Leave Oregon, a state-run paid leave program that makes paid leave available to employees who may otherwise not have any.

Oregon Break Laws include requirements for meal and rest breaks, as well as lactation and excessive heat breaks.

Oregon Predictive Scheduling Law is meant to protect employees against last-minute scheduling changes that could negatively impact their income. 

Requirements include rules for creating and changing schedules, hiring requirements, and more.

Employers and businesses that are located in the state of Oregon must consider both federal and state laws regarding pre-employment screening and background checks when it comes to hiring new employees. 

Here is a rundown on Oregon Background Checks & Screening Laws.

Oregon employers are required to report all newly hired employees, rehired employees, and independent contractors.

Here is everything you need to know regarding Oregon New Hire Reporting.

Under the Oregon Retirement Plan Mandate, all employers in Oregon are required by law to facilitate OregonSaves if they don't offer a retirement plan for their employees. 

Oregon employers can find OregonSaves Alternative Options on this chart.

GNSA is an expert in carrier integrations that help you simplify your benefits administration processes, including 401k and retirement management.

Check out our provider network by downloading our Oregon 401k & Retirement Provider List.

While Federal COBRA law covers private-sector employers with 20 or more employees, smaller employers are covered by Oregon mini-COBRA law.

The impact of the Affordable Care Act (ACA) in Oregon has been very large and has helped many employees and residents throughout the state. 

Employers can learn more about the impact of ACA in Oregon by checking out this blog post.

Oregon employers with at least one employee, full or part-time, must carry workers’
compensation insurance or be self-insured under Oregon Workers' Compensation requirements.

Employers in Oregon need to understand what is required regarding Unemployment Insurance such as taxes, reporting, and recordkeeping.

Here is everything businesses need to know about Oregon Unemployment Insurance.

BOLI Workplace Investigations are conducted to ensure that businesses are maintaining compliance with the laws and requirements administered by the Oregon Bureau of Labor and Industries (BOLI). 

It's important for employers to maintain compliance and stay prepared for any investigations that may take place.

In addition to federal discrimination laws, employers are also subject to compliance with the Oregon Workplace Fairness Act (OWFA), which addresses discrimination and sexual harassment in the workplace.

Employers can view a rundown of recent Oregon Labor Law Updates by checking out our blog.