Title 51, Labor and Employment; Unlawful Discrimination

Notwithstanding any other provision of ORS 653.305 to 653.370: (1) Minors 16 years of age and 17 years of age may be employed as assistants on chartered fishing or pleasure boats. (2) Minors 14 years of age and 15 years of age may be employed at dock areas used by chartered fishi…

The provisions of ORS 653.305 to 653.370 do not apply to a person under 18 years of age serving as a referee or assistant referee in a youth or adult recreational soccer match. [2001 c.765 §2]

The provisions of ORS 653.370 do not apply when minors under 18 years of age are employed under the following circumstances: (1) The minor is employed by the parent of the minor; or (2) The minor is employed by a person standing in the place of the parent of the minor and who has…

(1) In addition to any other penalty provided by law, the Commissioner of the Bureau of Labor and Industries may impose upon any person who violates ORS 653.305 to 653.370, or any rule adopted by the Bureau of Labor and Industries under ORS 653.305 to 653.370 or 653.400, a civil …

The Bureau of Labor and Industries may prepare, adopt and promulgate rules for the carrying into effect of this section and ORS 653.305 to 653.370, 653.560 and 653.565. [Formerly 653.525]

(1) The Bureau of Labor and Industries or anyone authorized by the bureau in writing may visit any place of business to ascertain whether any minors are employed contrary to ORS 653.310, 653.315, 653.320 and 653.340 and the rules adopted by the bureau pursuant to ORS 653.307. The…

As used in ORS 653.412 to 653.485, unless the context requires otherwise: (1) “Chain” means an establishment that is part of an affiliation of two or more establishments within the United States, each of which is owned by the same person or entity and operate under identical or s…

(1) ORS 653.412 to 653.485 apply to an employee who is employed by an employer, as defined in ORS 652.310, that is also one or more of the following: (a) A retail establishment that employs 500 or more employees worldwide, including but not limited to a chain or an integrated ent…

(1) An employer shall provide a new employee with a written good faith estimate of the employee’s work schedule at the time of hire. The good faith estimate: (a) Shall state the median number of hours the employee can expect to work in an average one-month period; (b) Shall expla…

(1) An employer may maintain a standby list of employees whom the employer will request to work additional hours to address unanticipated customer needs or unexpected employee absences if the listed employees have requested or agreed in writing to be included on the standby list …

(1) An employer shall provide an employee with a work schedule in writing at least 14 calendar days before the first day of the work schedule. (2) The employer shall post the written work schedule in a conspicuous and accessible location, in English and in the language the employ…

(1) Unless the employee requests or consents to work such hours, an employer may not schedule or require an employee to work during the following rest periods: (a) The first 10 hours following the end of the previous calendar day’s work shift or on-call shift; or (b) The first 10…

(1) At time of hire and during employment, an employee may identify any limitations or changes in the employee’s work schedule availability, including but not limited to child care needs. The employee may also request not to be scheduled for work shifts during certain times or at…

(1) As used in this section: (a) “Group communication” means communication to all eligible employees, either written or oral. (b) “Ticketed event” means a sporting, entertainment, civic, charitable or other event that requires a ticket for admission. The ticket may be electronic,…

(1) The Commissioner of the Bureau of Labor and Industries shall make available to employers a template of a poster giving notice of the rights described in ORS 653.412 to 653.485. The poster must be in English. (2) Employers shall display the poster at the workplace. If displayi…

An employer shall retain records that document the employer’s compliance with ORS 653.412 to 653.485 for three years. [2017 c.691 §9] Note: See second note under 653.412.

It is an unlawful practice for an employer to: (1) Interfere with, restrain, deny or attempt to deny the exercise of any right protected under ORS 653.412 to 653.485; or (2) Retaliate or in any way discriminate against an individual with respect to hire or tenure or any other ter…

(1) An employee asserting a violation of ORS 653.470 may file a complaint with the Commissioner of the Bureau of Labor and Industries under ORS 659A.820 or a civil action as provided in ORS 659A.885. (2) The commissioner has the same enforcement powers with respect to the rights …

Nothing in ORS 653.412 to 653.485 is intended to: (1) Limit employee rights or protections otherwise provided by law; (2) Create an additional remedy for an employee if a remedy equal to or better than a remedy in ORS 653.442 or 653.455 is required by a collective bargaining agre…

(1) As used in this section: (a) “Enact” includes but is not limited to adopt, amend, refer or pass with a delayed operative or effective date. (b) “Local government” includes a county, city, district or other public corporation, authority or entity organized and existing under s…

(1) As used in this section: (a) “Domestic service” means services related to the care of persons in private homes or the maintenance of private homes or their premises. (b)(A) “Domestic worker” means an individual who works in the home of another person for the purpose of caring…

(1) The Bureau of Labor and Industries shall adopt rules necessary for the implementation and administration of ORS 653.547. (2) Rules adopted under this section shall include, but are not limited to: (a) Meal periods, rest periods and paid personal leave for domestic workers; an…

(1) Except as provided in subsection (4) of this section, any violation of ORS 653.547 or rules adopted under ORS 653.549 by an employer is an unlawful employment practice. (2) Domestic workers may file complaints alleging a violation of ORS 653.547 or of a rule adopted under ORS…

ORS 653.547 to 653.551 may be referred to as the Domestic Workers’ Protection Act. [2015 c.457 §4] Note: See note under 653.547. WAREHOUSE WORKER PROTECTIONS

As used in ORS 653.555 to 653.558: (1) “Defined time period” means any unit of time measurement equal to or less than the duration of an employee’s shift, including but not limited to hours, minutes, seconds and any fraction of those units of time. (2)(a) “Employee” means an empl…

(1) An employer shall provide each employee with written documentation summarizing any quota to which the employee is subject. The documentation must include: (a) The quantified number of tasks to be performed, or materials to be produced or handled, within a defined time period;…

(1) If a current or former employee of an employer believes that the employee has been disciplined for failing to meet a quota, the current or former employee shall have a right, upon request, to receive records as follows: (a) If the requesting employee is a current employee, th…

ORS 653.556 and 653.557 do not apply to an employer who is subject to a collective bargaining agreement: (1) Under which employees are subject to a performance evaluation metric that is subject to review and negotiation according to the terms of the agreement; and (2) That provid…

Nothing in ORS 653.555 to 653.557 relieves an employer of the obligation to comply with any other provision of law, including the provisions of ORS chapter 652, 653 or 654. [2024 c.36 §6] Note: 653.559 was enacted into law by the Legislative Assembly but was not added to or made …

The Bureau of Labor and Industries shall administer, execute and carry out the provisions of ORS 653.010 to 653.565 and 653.991. [Formerly 653.520]

The Bureau of Labor and Industries shall, from time to time, investigate and ascertain whether employers are observing and complying with its rules under ORS 653.010 to 653.565 and take such steps as may be necessary to prosecute employers that are not observing or complying with…

As used in ORS 653.601 to 653.661: (1)(a) “Employee” means an individual who renders personal services at a fixed rate to an employer if the employer either pays or agrees to pay for personal services or permits the individual to perform personal services. (b) “Employee” includes…

(1)(a) Employers that employ at least 10 employees working anywhere in this state shall implement a sick time policy that allows an employee to accrue at least one hour of paid sick time for every 30 hours the employee works or 1-1/3 hours for every 40 hours the employee works. E…

(1) An employer with a sick leave policy, paid vacation policy, paid personal time off policy or other paid time off program that is substantially equivalent to or more generous to the employee than the minimum requirements of ORS 653.601 to 653.661: (a) Must, at a minimum, compl…

An employee may use sick time earned under ORS 653.606: (1) For an employee’s mental or physical illness, injury or health condition, need for medical diagnosis, care or treatment of a mental or physical illness, injury or health condition or need for preventive medical care. (2)…

(1)(a) Upon request of an employee with accrued sick time available, an employer must allow the employee to use sick time. If possible, the employee shall include the anticipated duration of the sick time requested in the request. (b) Sick time earned under ORS 653.606 shall be t…

(1)(a) If an employee takes more than three consecutive scheduled workdays of sick time for a purpose described in ORS 653.616 (1) to (5), an employer may require the employee to provide verification from a health care provider of the need for the sick time, or certification of t…

(1) An employer shall: (a) Provide written notification at least quarterly to each employee of the amount of accrued and unused sick time available for use by the employee. Inclusion of the amount of accrued and used sick time on the statement required under ORS 652.610 meets the…

ORS 653.601 to 653.661 establish minimum requirements pertaining to sick time and may not be construed to preempt, limit or otherwise affect the applicability of any employer policy, standard or collective bargaining agreement that provides for greater use of paid or unpaid sick …

It is an unlawful practice for an employer or any other person to: (1) Deny, interfere with, restrain or fail to pay for sick time to which an employee is entitled under ORS 653.601 to 653.661; (2) Retaliate or in any way discriminate against an employee with respect to any term …

(1) An employer signatory to a collective bargaining agreement to which the employer has agreed to contribute to a multiemployer-employee trust or benefit plan that is maintained for the benefit of the employees subject to the agreement shall be considered to have met the require…

(1) An employee asserting a violation of ORS 653.641 (2) or (3) may file a complaint with the Commissioner of the Bureau of Labor and Industries under ORS 659A.820 or a civil action as provided in ORS 659A.885. (2) The commissioner has the same enforcement powers with respect to …

The Commissioner of the Bureau of Labor and Industries: (1) Shall enforce the provisions of ORS 653.601 to 653.661; and (2) May adopt rules necessary for the implementation and enforcement of ORS 653.601 to 653.661. [2015 c.537 §14]

The State of Oregon preempts all charter and statutory authority of local governments as defined in ORS 174.116 to set any sick leave requirements. [2015 c.537 §15]

Violation of any provision of this section or ORS 653.010 to 653.565 or of any rule adopted by the Bureau of Labor and Industries under ORS 653.307 is punishable as a misdemeanor. [1971 c.626 §6; 1993 c.18 §138; 2013 c.296 §28]

ORS 654.001 to 654.295, 654.412 to 654.423, 654.750 to 654.780 and 654.991 may be cited as the Oregon Safe Employment Act. [1973 c.833 §2]