|
|
Claim your Copy of
Top 100 FLSA
Overtime Q&As
Your email address will not be published. Required fields are marked *

Oregon Maternity and Pregnancy: What you need to know

The Oregon Fair Employment Practices Act prohibits employment practices that discriminate on the basis of sex (OR Rev. Stat. Sec. 659A.001 et seq.).
Discrimination on the basis of sex includes discriminating because of pregnancy, childbirth, and related medical conditions.
The Act covers all employers, regardless of size.
For a Limited Time receive a FREE Compensation Market Analysis Report! Find out how much you should be paying to attract and retain the best applicants and employees, with customized information for your industry, location, and job. Get Your Report Now!
Oregon's Family Leave Act (OFLA) requires covered employers to grant eligible employees unpaid time off for a variety of family- and health-related reasons, including parental leave, care for a family member’s serious health condition, and the employee’s recovery from his or her own serious health condition. (OR Rev. Stat. Sec. 659A.150 et seq., OR Admin. Rules 839–009–0200 et seq.).
Eligible employees are entitled to a total of up to 12 weeks of OFLA leave within any 1-year period.
The Act covers employers (public and private) with 25 or more employees in Oregon for each working day during each of 20 or more calendar workweeks, either in the calendar year the leave is taken or in the immediately preceding calendar year.
Please see the Leave of Absence (FMLA) topical analysis for additional discussion of the OFLA.
The OFLA also provides additional leave under the following circumstances:
• In addition to the 12 weeks of family leave granted by the OFLA, an eligible female employee may take an additional 12 weeks of leave for pregnancy- or childbirth-related illnesses, injuries, or conditions that disable the employee from performing any available job duties offered by the employer (OR Rev. Stat. Sec. 659A.162).
• Employees who have exhausted their 12 weeks of parental leave (family leave to care ...

>> Read more about Maternity and Pregnancy

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

Oregon Maternity and Pregnancy Resources

Maternity and Pregnancy Products

Free Special Reports
Get Your FREE Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
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.
Download Now!


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


Download Now!