Oregon Statewide Rule
Oregon Fair Workweek Predictive Scheduling Statewide
Key Facts
- Applies To 500
- Applies to 500+ employee chains
- 14day Advance Schedule
- 14-day advance schedule required
- 10hour Rest Between
- 10-hour rest between shifts
- Local Scheduling Rules
- Local scheduling rules preempted
Summary
ORS 653.412 to 653.485 require large retail, food, and hospitality employers to provide advance schedules and predictability pay.
653.436 Advance notice of work schedule. (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 accessi- ble location, in English and in the language the employer typically uses to communicate with the employees.
Full Breakdown
Oregon's Fair Workweek Act, SB 828 (2017), applies to retail, hospitality, and food-services employers with 500 or more employees worldwide. Employers must provide written schedules 14 days in advance, post a Good Faith Estimate at hire, and pay predictability premiums when shifts change late. Employees have the right to rest between shifts (10 hours) and to decline non-requested hours without retaliation. ORS 653.412 contains broad definitions, while ORS 653.485 preempts cities and counties from enacting different scheduling ordinances. BOLI enforces violations through civil penalties, back pay, and reinstatement remedies.
Violations & Penalties
Predictability-pay violations and retaliation can lead to BOLI penalties up to $1,000 per violation.
Frequently Asked Questions
Does my small business need to comply?
What is predictability pay?
Sources
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