|
|

Oregon Equal Pay/Comparable Worth: What you need to know

The Oregon Equal Pay Law (OR Rev. Stat. Sec. 652.220) requires that men and women be paid equally for work of comparable character, the performance of which requires comparable skills. The only permissible reasons for pay differentials are:
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
• Seniority systems
• Merit pay systems
• Other good-faith factors other than sex
Employers are prohibited from retaliating against an employee for complaining about an equal pay violation or participating in the investigation or hearing of a complaint under the Equal Pay Law.
The Oregon Fair Employment Practice Act prohibits employers from discriminating in compensation or other terms and conditions of employment (OR Rev. Stat. Sec. 659A.030). Protected classes include race, religion, color, sex, sexual orientation, national origin, marital status, age, and disability.
The Equal Pay Law and the Fair Employment Practice Act apply to all employers in the state; however, the sections pertaining to disability discrimination apply only to employers with six or more employees.
Under the Lilly Ledbetter Fair Pay Act, federal fair employment laws were amended so that each paycheck affected by an employer's prior discriminatory pay practice or decision constitutes an unlawful discriminatory act that triggers a new deadline for filing a pay discrimination claim. An employee alleging discrimination must be able to show that the paycheck or other compensation was affected by a discriminatory pay decision or practice of the employer.
The Oregon Equal Pay Law is enforced through the state courts. Employees are entitled to make complaints, either individually or as a class, for the difference between the wages paid to them and the ...

>> Read more about Equal Pay/Comparable Worth

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | 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 Equal Pay/Comparable Worth Resources

Equal Pay/Comparable Worth 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.