Many of us have our special traditions to ring in a new year: taking down holiday decorations, making New Year’s resolutions, and organizing our homes and offices. But employers, especially in the Pacific Northwest, now have another New Year’s tradition: bracing themselves for a host of new employment laws. But have no fear! Read on for how employers in Oregon and Washington can welcome 2024 with open arms (and updated policies).
Employers should double-check to ensure they are complying with these Oregon employment laws that became effective during 2023:
The Department of Labor and Industries has also amended its sick leave regulations to make significant changes affecting employers’ sick leave policies and practices, especially for Paid Time Off (PTO) plans. These changes include: (1) employers cannot deduct from an employee’s Paid Sick Leave (PSL) balance unless the employee has authorized the use of leave because the use of sick leave is the employee’s choice; (2) new requirements for PTO programs, including that employers must notify employees of their intent to utilize a PTO program to satisfy PSL requirements; (3) employers may set different requirements for employees to access more generous PTO accruals if certain conditions are met, including separately tracking types of leave; and (4) employers who allow employees to enter into negative PSL balances are engaging in frontloading and must follow rules applicable to frontloaded leave plans.
Lane Powell’s team of attorneys is here to help employers develop and implement strategies that support their organization and employees. For more information or assistance on these new laws, contact Priya Vivian, Hannah Ard, Katheryn Bradley, Heather St.Clair, or another member of our Labor, Employment & Benefits Team.
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