Oregon Wage Regulations - ELH / HR4Sight (2023)

Frequency of salary payments

The employer must pay employees at least once every 35 days on regular paydays designated by the employer.LUB Statute 652:120

Method of payment of salaries

An employer can pay employees:

• cash,
• a check exchangeable for a nominal amount without deductions at a bank or other institution in the poviat where the employee lives or works,
• direct deposit system, ATM card, payroll card or other means of electronic transfer, if the employee agrees and can:
  • make an initial payment of the entire net salary at no cost to the employee; Or
  • decide on a different method of payment of remuneration, which does not involve any costs for the employee,
• payroll card, if the employee agrees and can:
  • make an initial payment of the entire net remuneration at no cost to the employee; Or
  • choose a different payment method that does not involve any costs for the employee.

If an employee wishes to withdraw their consent to any form of electronic deposit, they must give the employer written notice of withdrawal of consent. The appeal becomes effective 30 days after it is received by the employer.

LUB Statute 652.110

Direct Deposit

The employer may pay wages in the form of a direct deposit, provided that the employee agrees. If an employee wishes to withdraw their consent to any form of electronic deposit, they must give the employer written notice of withdrawal of consent. The appeal becomes effective 30 days after it is received by the employer.LUB Statute 652.110

Payroll card

The employer may pay wages in the form of a direct deposit, provided that the employee agrees. If an employee wishes to withdraw their consent to any form of electronic deposit, they must give the employer written notice of withdrawal of consent. The appeal becomes effective 30 days after it is received by the employer.LUB Statute 652.110

Payment in the event of separation from work

Employees who have been laid off, terminated, terminated or made redundant

If an employee is dismissed or leaves employment by mutual agreement with the employer, including in the event of dismissal without reasonable expectation of return, the employer must pay the employee all wages due no later than the end of the first working day after the date of termination.LUB Statute 652.140;OR Admin. Policy 839-001-0420

Employees who have left or resigned

If an employee leaves or resigns from work and gives the employer at least 48 hours' notice of his intention to leave, excluding Saturdays, Sundays and holidays, the employer is obliged to pay the employee's wages on the employee's last employment day.

If an employee leaves or resigns without prior notice to the employer, the employer must pay the employee the amount within five (5) days, excluding Saturdays, Sundays and holidays, or until the next regularly scheduled pay day, whichever comes first .

If an employee leaves but is regularly required to submit time records to the employer to enable the employer to determine the wages owed to them, the employer must pay the employee an estimate of all wages owed within five (5) days of the date on which the employee resigns. The employer must pay wages due within five (5) days of the employee submitting the time records.

If an employee employed under a fixed-term contract of employment, which has not expired, leaves the job with or without notice, the employer is obliged to pay all the remuneration due up to the next regularly scheduled payday.

The employee may request that final wages be sent by post.

A collective agreement may provide for different payment requirements when an employee is terminated.

LUB Statute 652.140;OR Admin. Policy 839-001-0420

Employees suspended or leaving office due to labor dispute (strike)

If an employee leaves work to take part in a strike, the employer must pay the employee all wages owed by the next normal pay day after the start of such strike, or within 30 days, whichever comes first.LUB Statute 652.170

Dispute wages

In the event of a pay dispute between an employer and an employee, the employer must timely pay all wages awarded by the employer as owed, leaving the employee with any remedies that he or she might otherwise be entitled to in relation to any balance that the employee might be entitled to. demand.LUB Statute 652.160;OR Admin. Policy 839-001-0460

Salary deductions

An employer may not withhold or withhold any part of an employee's wages for the following reasons:

• cash shortages
• breakage, damage or loss of the employer's property
• defamed or returned checks
• uniforms required
• required tools
• other things necessary for work

An employer may not withhold, withhold or transfer any portion of an employee's wages unless:

• the employer is required to do so by state or federal law;
• the deductions are authorized in writing by the employee, are made in his favor and are recorded in the employer's books;
• the employee voluntarily signed an authorization to deduct another item, provided that the final recipient of the deduction is not the employer and the deduction is entered in the employer's books;
• the deduction is allowed by a collective labor agreement to which the employer is a party;
• the deduction is an addition permitted under Articles OR 18.736; Or
• the deduction is made from the payment of remuneration at the time of termination of the employment relationship and is due under a written agreement between the employee and the employer for the repayment of a loan granted to the employee by the employer, if the following conditions are met jointly:
  • the employee voluntarily signed the contract;
  • the loan was paid to the employee in cash or as otherwise permitted under OR 652.110;
  • the loan was granted solely for the benefit of the employee and was not used directly or indirectly for any purpose required by the employer or related to the employment of the employee with that employer;
  • the amount of the deduction on termination of employment does not exceed the amount allowed for garnishment under Statute OR 18.385; AND
  • the deduction is recorded in the employer's books.

The Oregon tent. 652.610;OR Job and Industry Office FAQs

An employer may require an employee to pay for a required "employer-specific" uniform as long as this does not bring the employee's effective rate of pay below the minimum wage. An employer may require an employee to pay for a "general uniform" regardless of whether this brings the employee's effective rate of pay below the minimum wage.

The "general uniform" would consist of clothing suitable for street wear. If an employer decides to require an employee to purchase a uniform, the cost of the uniform cannot be averaged over more than one pay period. Nor can the employer deduct the cost of the uniform from the employee's salary.OR Job and Industry Office FAQs

Pre-employment medical, physical or drug screening

There is no law in Oregon that prevents an employer from requiring an applicant or employee to pay for medical examinations or provide documentation required by the employer as a condition of employment.

Notification of salary reduction

There are no laws in Oregon that govern when and how an employer can reduce an employee's pay, or whether an employer must notify an employee before taking a pay cut. However, the wage reduction can only be applied to hours worked after the shift and cannot be applied to hours already worked.

Salary Statement (Payslip)

Oregon labor law requires employers to provide employees with a payslip (payslip) at least once each calendar month that includes the following items:

• payment date;
• Deadlines for the work covered by the payment;
• Name and surname of the employee;
• Name and business registration number or company identification number;
• Employer's address and telephone number;
• Wage rate or rates;
• Whether the employee is paid by the hour, shift, day or week, or on a wage, part or commission basis;
• gross wages;
• net wages;
• The amount and purpose of each deduction made during the relevant service period for which the payment relates;
• Allowances, if any, payable under the minimum wage;
• Unless an employee is paid on a wage basis and exempt from overtime compensation under local, state or federal law, the normal hourly rate or rates, the overtime rate or rates, the number of normal hours worked and compensation for those hours hours and the number of overtime hours worked and remuneration for these hours; AND
• If the employee receives a piece rate, the applicable piece rate or rates, the number of pieces made at each piece rate and the total pay for each piece rate.

Employers may attach a pay statement to a cheque, money order, voucher or other payment instrument, or be part of, or be provided separately from, the cheque, money order or other payment instrument.

Employers may provide payroll statements (payslips) electronically if:

• The statement contains the information described in point (b) of this paragraph;
• The employee agrees to receive the statement in electronic form; AND
• The employee has the option to print or store the statement as soon as it is received.

LUB Statute 652.610

Record keeping requirements

The employer must maintain and maintain a payroll or other record containing the following information for each employee:

• the name used for Social Security records, and in the same register, the employee's symbol or identification number if it is used in place of the name on any time, work, or payroll records;
• home address, including postcode;
• date of birth if you are under 19;
• profession in which he is employed;
• the time of day and day of the week on which the employee's working week begins. If the worker is part of the workforce or is employed in or by an establishment whose working week begins at the same time on the same day, a single indication of the time and day of the beginning of the working week applies to each employee, the entire workforce or establishment is sufficient;
• a regular hourly rate for each week of work for which overtime pay is payable, and an explanation of the basis of pay by indicating the amount of money paid per hour, day, week, piece, sales commission, or other basis, and the amount and nature of any payment excluded from " regular pay rate. (These records may be in the form of coupons or other payment details.);
• hours worked on each working day and the total number of hours worked on each working week (for the purposes of this section, "working day" means any fixed period of 24 consecutive hours and "working week" means any fixed and regularly recurring period of seven consecutive working days) ;
• total daily or weekly direct earnings or wages payable for hours worked during the working day or week, excluding additional overtime pay;
• total overtime bonus. This amount does not include direct overtime compensation recorded under subsection (h) of this section;
• total allowances or deductions from wages paid each pay period, including employee orders or wage allotments. In addition, in the individual employee records, the dates, amounts and nature of the items that make up the sum of allowances and deductions;
• total remuneration paid in each accounting period;
• payment date and billing period covered by the payment; AND
• for tipped employees, a symbol, letter or other notation placed on payroll records identifying each employee.

In the case of employees employed according to a fixed time schedule, the employer may keep records in which instead of the hours worked on each day and each week of work in accordance with the requirements of this provision, the employee's daily and weekly working time is provided, provided that:

• In weeks where the employee adheres to this schedule, he shall indicate by a flag, statement or otherwise that the hours in question were actually worked by the employee; AND
• In a week where more or less hours were worked than scheduled, it shows the exact number of hours worked each day and week.

For any employee who holds a bona fide managerial, administrative or professional position (including employees employed as academic administrative staff or primary or secondary school teachers) or outside sales, employers are required to maintain and maintain records of:

• the name used for Social Security records, and on the same document, the employee's symbol or identification number if it is used in place of a name on any time, work, or payroll records;
• home address, including postcode;
• date of birth if you are under 19;
• profession in which he is employed;
• the time of day and day of the week on which the employee's working week begins. If the worker is part of the workforce or is employed in or by an establishment whose working week begins at the same time on the same day, a single indication of the time and day of the beginning of the working week applies to each employee, the entire workforce or establishment is sufficient;
• the wage payment basis is detailed enough to allow for the calculation of the employee's total remuneration for each settlement period, including additional benefits and allowances.

With regard to each employee of hospitals and institutions dealing primarily with the care of the sick, the elderly, people suffering from mental illness or mental retardation, residing on the premises of the facility, they are entitled to remuneration for overtime work on the basis of an uninterrupted working period of 14 days in accordance with Article . to a contract or agreement underOR Admin. Policy 839-020-0125(2)(d)employers must maintain and protect:

• the full name used for Social Security record keeping and, in the same register, the employee's symbol or identification number if it is used in place of a name on any time, work or payroll records;
• home address, including postcode;
• date of birth if you are under 19;
• profession in which he is employed;
• the time of day and day of the week on which the employee's working week begins. If the worker is part of the workforce or is employed in or by an establishment whose working week begins at the same time on the same day, a single indication of the time and day of the beginning of the working week applies to each employee, the entire workforce or establishment is sufficient;
• a regular hourly rate for each week of work for which overtime pay is payable, and an explanation of the basis of pay by indicating the amount of money paid per hour, day, week, piece, sales commission, or other basis, and the amount and nature of any payment excluded from " regular pay rate. (These records may be in the form of coupons or other payment details.);
• hours worked on each working day and the total number of hours worked on each working week (for the purposes of this section, "working day" means any fixed period of 24 consecutive hours and "working week" means any fixed and regularly recurring period of seven consecutive working days) ;
• total daily or weekly direct earnings or wages payable for hours worked during the working day or week, excluding additional overtime pay;
• total overtime bonus. This amount does not include direct overtime compensation recorded under subsection (h) of this section;
• total allowances or deductions from wages paid each pay period, including employee orders or wage allotments. In addition, in the individual employee records, the dates, amounts and nature of the items that make up the sum of allowances and deductions;
• total remuneration paid in each accounting period;
• the date of payment and the billing period covered by the payment.
• the time of day and day of the week on which the employee's 14-day work period begins;
• hours worked on each working day and total hours worked on each 14-day working period;
• total lump sum pay paid for hours worked over a 14-day working period;
• total overtime pay paid for hours worked in excess of eight in a working day and 80 in a working period;
• a copy of the contract or agreement on the use of the 14-day deadline for calculating remuneration for overtime work or, if such an agreement or agreement is not in writing, a memorandum summarizing its terms and indicating the date of its conclusion and its effective duration;
• for each employee tipped, a symbol, letter or other notation on the payroll record identifying each employee;
• in the case of employees employed according to a fixed timetable, the employer may keep records in which instead of the hours worked on each day and each week of work in accordance with the requirements of this provision, the employee's daily and weekly working time is provided, provided that:
  • In weeks where the employee adheres to this schedule, he shall indicate by a flag, statement or otherwise that the hours in question were actually worked by the employee; AND
  • In a week where more or less hours were worked than scheduled, it shows the exact number of hours worked each day and week;
• with respect to any employee acting in bona fide executive, administrative or professional positions (including employees employed as academic administrative staff or teachers in elementary or high schools) or involved in outside sales within the meaning of Statute OR 653.010(8) , employers must keep and maintain records containing all the information and data required by subsections (1) (a) to (e) of this principle, and in addition, the basis for payment of remuneration in sufficient detail to allow the calculation of each remuneration period of the employee's total remuneration for work, including benefits additives and additions;
• With regard to each employee of hospitals and institutions dealing primarily with the care of the sick, the elderly, people suffering from mental illness or mental retardation, residing on the premises of the facility, they are entitled to remuneration for overtime work on the basis of an uninterrupted working period of 14 days in accordance with Article . to a contract or agreement under OR Admin. Rule 839-020-0125(2)(e), employers must abide by and protect.

OR Admin. Rule 839-020-0080

Notification requirements

There are no laws in Oregon requiring employers to notify employees, whether employed or otherwise, of pay rates, pay dates, terms of employment, fringe benefits, or other terms and conditions of employment.