Now is the time for employers to ensure compliance with new employment-related laws enacted by the Oregon Legislature this year, including by updating employment handbooks and other relevant policies as necessary, and also by updating policies to adhere to changing employment best practices.

See our previous blog post on the new changes to Oregon non-compete requirements that also go into effect next year. We also encourage you to watch our webinar discussing some of these new laws, presented earlier this summer.

Oregon Family Leave Act Amendments – HB 2474

Effective January 1, 2022

• Summary: All employees of a covered employer are eligible to take protected leave during a statewide public health emergency as proclaimed by the Governor, except:
  • Employees who worked for the employer for fewer than 30 days immediately before the date on which the leave would commence; or
  • Employees who worked for an average of fewer than 25 hours per week in the 30 days immediately before the date on which the leave would commence.
• In addition: Time that an employee is deemed to have worked for a covered employer prior to a break in service or temporary cessation of scheduled hours shall be restored to the employee when the employee is reemployed within 180 days.
• New protected reason to take OFLA leave: To care for a child who requires home care due to the closure of the child's school or childcare provider as a result of a public health emergency.

Oregon CROWN Act – HB 2935...

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