Oregon Leave of Absence (FMLA) laws & HR compliance analysis

Oregon Leave of Absence (FMLA): What you need to know

In addition to the federal Family and Medical Leave Act (FMLA), some states have their own comprehensive family leave laws that may also require employers to grant employees time off for the birth or adoption of a child or to care for a family member with a serious illness.
Oregon does have such a law.
A number of jurisdictions, including Arizona, Arkansas, California, Colorado, Connecticut, Florida, Hawaii, Illinois, Kansas, Maine, New Jersey, New Mexico, North Carolina, Oregon, Virginia, Washington, and the District of Columbia require private-sector employers to provide leave or other benefits to victims of domestic violence. Cities such as Philadelphia, Portland and Seattle have similar requirements. While the amount of time off, reasons for leave, notice and other requirements vary under these laws, all enactments generally require job-protected leave for medical attention and psychological counseling, obtaining social services, relocating, seeking legal assistance and participating in legal proceedings. Discriminating or retaliating against an employee who requests or takes leave for reasons related to domestic violence may be prohibited under these laws. In addition, some jurisdictions, such as Connecticut, Washington, D.C., Jersey City, NJ, New York City, NY, Philadelphia, PA, Portland, OR, San Francisco, CA, and Seattle, WA, require covered employers to provide paid leave.
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UPDATE:As of January 1, 2022, OFLA eligibility rules have changed to allow for an interruption in employment or hours worked of up to 180 days without affecting eligibility. In addition, during a public health emergency, such as COVID-19, employees become eligible for OFLA ...

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