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Oregon Callback/ Report-In Pay: What you need to know

The law requires that time spent waiting to perform work for the benefit, and at the request, of the employer be paid. Thus, employers are required to pay workers for time spent waiting for a work assignment (OR Admin. Rules Sec. 839-020-0041). If the employee is required to remain on the employer's premises or is otherwise prevented from using the time for his or her own purposes, the waiting time must be compensated just as if the employee had spent it working. Whether the time is long enough to enable the employee to use the time effectively for the employee's own purposes depends on all the facts and circumstances of the case. So, when employees show up for work but there is no work for them to do, they should be sent home promptly. Delays are likely to be deemed working time, compensable at the employee's usual hourly rate. If the employee performs no work and is not required to wait on the employer's premises for any period of time, no wages are due. There is no legal obligation to compensate adult employees for any other portion of their scheduled shift, unless the employer has promised to do so in its policies or under a wage agreement with the employee.
Minor employees. An employer may not require a minor to report for work without providing adequate work to earn a reasonable compensation or paying the minor reasonable compensation in lieu thereof. Employees younger than 18 years of age who are required to report to work must be provided sufficient work to earn at least 1/2 the amount earned during their regularly scheduled shift or be paid reasonable compensation if the work is not provided (OR Admin. Rules Sec. 839-021-0087(5)). "Reasonable compensation" is defined as the greater of:
• The amount ...

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Oregon Callback/ Report-In Pay Resources

TypeTitle
Policies On-call pay policy (standard)

Callback/ Report-In Pay Products

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Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave


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