As we conclude 2015, be sure you are prepared for the Oregon employer legal measures that become effective on January 1, 2016:
✓ Ban the Box
Employers will no longer be able to inquire into or consider a job applicant’s conviction history on a job application or prior to an initial job interview.
✓ Oregon Mandatory Sick Time
Employees will now accrue up to 40 hours of sick time per year and use it for a wide variety of covered purposes. Employers must implement policies and communication consistent with the various requirements under this law.
✓ Expanded Use of Paid Sick Leave for Domestic Violence and other related leaves
Employees may use paid sick leave in addition to other paid leave benefits for protected leave related to domestic violence, harassment, sexual assault or stalking.
✓ Continued Insurance Benefits during OFLA leaves
Employee health benefit plan coverage must continue during leaves of absence qualifying under Oregon Family Leave Act. Employees must cover their regular employee-portion of the premium.
✓ Employee Rights to Discuss/Disclose Wages
Employers may not discriminate or retaliate against an employee (ex. adverse employment action) for inquiring about or disclosing wage information of the employee or another employee, or for making a related complaint based on such disclosure of wage information.
✓ Expanded Employee Social Media Account Protections
Employers may not require an employee or job applicant to establish or maintain a personal social media account or to require authorization for the employer to advertise on the employee’s or an applicant’s social media account.
✓ Enforceability Limit for Non-Compete Agreements
In addition to the existing criteria/requirements, the limit on enforceability of non-competition agreements is now reduced from two years post-termination to 18 months post-termination (applies to any agreements entered into on or after January 1, 2016.)
Xenium is working with clients to update policies and practices consistent with the new requirements. If you have any questions about how these new laws apply to you and may impact your organization, please contact us.
Xenium is hosting a 2016 Legal Update session on January 14 where you can receive employment law guidance around how you can effectively manage under the shifting employer requirements.
