New Hire Documents.pdf

Employers in Oregon must provide a written work schedule at least 14 days in advance, including all work and on-call shifts. Employees have the right to rest between shifts, with at least 10 hours of rest between shifts, unless they agree to work otherwise. Employers must pay additional compensation if they change the schedule less than 14 days ahead of time, unless the employee requests the change. Employees can decline shifts not included in the written schedule.

Employers must also provide an extra hour of pay if they add more than 30 minutes to a shift, change the date or time of a shift, or schedule an extra shift. If an employer subtracts hours from a shift, they must pay the employee half their regular rate for the lost hours. Employees have the right to provide input on their schedule and request changes, but employers are not required to grant these requests.

When hired, employees must receive a written estimate of their work schedule, including average hours and on-call shifts. Employers must also inform employees about their voluntary standby list. The predictive scheduling law applies to retail, hospitality, and food service employers with at least 500 workers worldwide.

Additionally, all Oregon workers are entitled to protected sick time, with at least 1 hour of sick time for every 30 hours worked, up to 40 hours per year. Employers with 10 or more employees must pay employees their regular wage when taking sick time. Employees can start taking sick time after 90 days of work, and employers must regularly inform them of their available sick time.

Employers must also make reasonable accommodations for employees with known physical or mental disabilities, pregnancy, childbirth, or related medical conditions, unless it would cause an undue hardship. Employees have the right to be free from unlawful discrimination and retaliation, including discrimination based on pregnancy, childbirth, and related medical conditions.