Oregon’s sick leave law, senate bill 454, mandates five days of paid sick leave for full-time employees in businesses that employ ten or more workers. If the employer has fewer than ten employees, they must provide unpaid sick leave.
What does the new Oregon Sick Leave Law require? Effective January 1, 2016, the law requires all private businesses with employees working in Oregon to provide "sick time" for their employees. Employees include full-time, part-time, temporary, seasonal and on-call workers.
Employers in Oregon need to know about a new statewide Paid Sick Leave law and its effect on similar measures in Portland and Eugene. The State of Oregon enacted a Paid Sick Leave law that takes effect January 1, 2016, and it may trump similar laws at the municipal level in Oregon.. Portland already has a similar law in effect – the Portland Protected Sick Time Ordinance.
Oregon’s sick leave measure is now law. Governor Kate Brown signed SB 454 in June of 2015. The law takes effect January 1, 2016. If you employ even one employee in the State of Oregon, you must provide sick leave (paid or unpaid), with a few limited exceptions.
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Yes, Oregon law provides that employees can use their paid sick leave to care for children, spouses, same-sex partners, parents, a spouse or partner’s parents, grandparents, and grandchildren.
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In the fall of 2016, Washington State voters approved, by initiative, a new law that requires employers to provide paid sick leave to employees beginning January 1, 2018. The Oregon-Columbia AGC has prepared the following FAQ for our members to answer some of the industry specific questions that we are hearing from our members.
Under the law, employers must provide paid-instead of unpaid-sick leave if they either: 1) employ at least 10 employees working anywhere in Oregon; or 2) employ an average of at least six.
The Paid Sick Leave Law has been amended allowing employers to cap accruals. For businesses that retain Social Security numbers, Oregon has issued new privacy protections on how businesses secure and dispose of that information. The most significant new employment law takes effect in July of 2018.