Oregon Hours of Work laws & compensation compliance analysis

Oregon Hours of Work: What you need to know

Coverage. Oregon’s scheduling and predictability pay law affects retail, hospitality, and food services establishments that employ 500 or more employees worldwide, including but not limited to a chain or an integrated enterprise. To determine the number of employees, the calculation is based on the average number of employees employed on each working day during each of 20 or more workweeks in the current calendar year or immediately preceding calendar year.
Separate entities will be considered an integrated enterprise and a single employer where a separate entity controls the operation of another entity. The factors to consider in determining whether separate entities form an integrated enterprise include, but are not limited to:
• The degree of interrelation between the operations of multiple entities;
• The degree to which the entities share common management;
• The degree to which the entities have centralized control of labor relations; and
• The degree of common ownership or financial control over the entities.
Good-faith estimate of work schedule. Employers must provide a new employee with a written good- faith estimate of the employee’s work schedule at the time of hire. The good-faith estimate:
• Must state the median number of hours the employee can expect to work in an average 1-month period;
• Must explain and provide written notice required regarding the voluntary standby list;
• Must indicate whether an employee who is not on the voluntary standby list can expect to work on-call shifts and, if so, set forth an objective standard for when an employee not listed on the voluntary standby list may be expected to be available to work on-call shifts; and
• May be based on a prior year ...

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