Here are the key Oregon Legislative Updates for 2011:
HB 2240: Meal Periods for Tipped Employees – Effective January 1, 2012
Eliminates the sunset on provisions that permit tipped employees serving food or beverages to waive his/her meal period. Employers still must use “Request and Agreement to Waive Meal Periods” form provided by BOLI and signed by employee.
Permits BOLI Commissioner to assess a penalty not to exceed $2,000 against an employer that has coerced an employee into waiving a meal period, and each violation is considered a separate and distinct offense.
HB 2241: Definition of “Uniformed Service” Expanded – Effective April 14, 2011.
“Uniform Service” definition under state law relating to employment protections for members of uniformed service (ORS 659A.082) is expanded to match federal definition.
HB 2828: Health Insurance during Jury Duty – Effective January 1, 2012
Creates a new unlawful practice for employer (with 10 or more employees) who ceases to provide health, disability, life or other insurance during period employee is on jury duty, where employee has notified employer of election to have coverage continued.
HB 3034: Jury Duty Leave – Effective January 1, 2012
Employer may not require an employee to use vacation leave, sick leave, or annual leave for time spent responding to a summons for jury duty.
Employer shall allow an employee to take leave without pay for time spent on jury duty.
Judge or Clerk of the Court may allow a person more than one deferral of jury duty only for good cause.
People seeking deferral of jury duty must provide a list of not less than 10 dates within the six-month period following the request that he/she would be able to commence jury duty.
HB 3186: Motor Vehicle Cell Phone Use – Effective January 1, 2012
Removes exception for person operating a motor vehicle in the scope of employment while using a mobile communication device.
Permits use for person operating a tow vehicle or roadside assistance vehicle within the scope of employment.
HB 3450: Arbitration Agreements – Effective January 1, 2012
Reduces to 72 hrs. minimum time before first day of employment that an employer is required to notify an employee that arbitration is required as a condition of employment.
Acknowledgement must be signed by the employee and contain specific statutory language.
HB 3482: Unpaid Leave to Address Harassment Issues – Effective August 2, 2011
Revises domestic violence leave law to include victims of harassment, and permits them to take unpaid leave to address such issues.
Source: Bullard Law
