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The following is a list of Labor Laws as recognized by the state of Oregon.
Deductions
Deductions from wages are lawful only when the employer is required to do so by law, the employee has authorized the deduction in writing, or the deduction is provided for in a collective bargaining agreement.
Employees MAY make deductions for the fair market value of meals or lodging provided for the private benefit of the employee.
Employees MAY NOT make deductions for the cost of breakage or loss.
Employers MAY NOT make deductions from employees earning the minimum wage for uniforms or tools or their maintenance.
Final Wages
When an employee is fired, all wages earned by that person are due no later than the end of the first business day after discharge.
If an employee quits with at least 48 hours of notice, wages are due the last working day, excluding Saturdays, Sundays and Holidays.
If an employee quits without at least 48 hours of notice, wages are due in five (5) days, excluding Saturdays, Sundays and Holidays or on the next pay day, whichever occurs first.
Final wages may not be held pending return of supplies and/or uniforms and equipment.
Holiday
Vacation pay, holiday pay, bonuses, sick leave and severence pay are examples of wage agreements which may be made between employee and emloyees as a part of the employee's total compensation. There is no requirement to offer these benefits.
Meal Periods
Meal periods of 30 minutes must be provided if the workday is six (6) hours or longer. The employee cannot be relieved due to the nature or circumstances of the work, then the meal period must be paid. The scheduling of meal periods is flexible and depends on the length of the workday.
Pay Days and Periods
Payment to a new employee must be made no later than 35 days from the time their work begun. Pay periods may be established more frequently but may not exceed 35 days.
Wages may be paid to an employee via direct deposit, ATM card, payroll card or other means that is mutually agreed upon without cost to the employee.
When an employer has notice that an employee has not been paid the full amount the employee is owed on a regular payday, and there is no dispute between employee and employer regarding the amount owed, if the unpaid amount is five (5) percent or more of the employee's gross wages due on that payday, the employer must pay the employee the unpaid amount within three (3) days after notification, excluding Saturday, Sunday and Holidays.
Rest Periods
Paid rest periods of at least ten (10) minutes must be provided during each four (4) hour work period or major part thereof. The rest of the period is to be taken approximately in the middle of each work segment. Rest periods may not be added to the meal period or deducted from the beginning or end of the work period in order reduce the length of the work period.
Certain emloyers are required to provide additional unpaid rest periods to employees to express milk for a child.
Vacation
Vacation pay, holiday pay, bonuses, sick leave and severence pay are examples of wage agreements which may be made between employee and emloyees as a part of the employee's total compensation. There is no requirement to offer these benefits.