Oregon Hours of Work: What you need to know

While on duty. Waiting time is paid work time when waiting is an integral part of the job and employees cannot use the time effectively for their own purposes (OR Admin. Rules Sec. 839-020-0041). Waiting time is not work time if employees can use it effectively for their own purposes and they are completely relieved of duty (i.e., when they are told in advance that they may leave the job and will not have to return to work until a specific time) .
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
While on-call. Compensation is required for on-call time if employees are required to remain on the employer's premises or so close to the premises that they cannot use the time for their own purposes. Employees who are free to go home or only required to leave word where they may be reached are not “working” and need not be paid for such waiting time. Employees carrying cell phones or pagers need not be compensated while on-call unless they are contacted excessively to the point that they cannot use the time for their own purposes.
Under certain circumstances, an employee is considered to be working even though some time is spent in sleeping or in certain other activities (OR Admin. Rules Sec. 839-020-0042). An employee required to be on duty for less than 24 consecutive hours is working even though permitted to sleep or engage in other activities when not busy. If an employee is required to be on duty for 24 consecutive hours or more, the employer and the employee may agree to exclude bona fide meal periods and a bona fide regularly scheduled sleeping period of up to 8 hours from hours worked. If there is no expressed or implied agreement to exclude the sleeping and meal periods from hours worked, those periods constitute hours worked.
Facilities must be furnished by the employer so that the employee can “usually” enjoy an uninterrupted sleep period. If there is no expressed or implied agreement to the contrary, the 8 hours of sleeping time and lunch periods constitute hours worked. If the sleeping period is interrupted by a call to duty, the interruption must be counted as hours worked. If the sleep period is interrupted so that the employee cannot get a reasonable sleep period, the entire period is work time. A reasonable night's sleep is at least 5 continuous hours.

>> Read more about Hours of Work

Related Topics

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | California | Colorado | District of Columbia | Florida | Georgia | Idaho | Illinois | Indiana | Iowa | Kentucky | Maine | Maryland | Massachusetts | Michigan | Minnesota | Missouri | Montana | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Texas | Utah | Washington | West Virginia | Wyoming |

Oregon Hours of Work Resources

Hours of Work Products

Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!

This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.