2012 Oregon State and Federal Labor Law Poster Includes:
-Workers' Compensation
-Oregon Minimum Wage
(2012 Minimum Wage is $8.80)
-OSHA - Health and Safety Protection
-Adverse Employment
(2010 Updated)
-Agriculture Employees
-Smoke Free Workplace Summary
-No Smoking Sign (Oregon's Smoke Free Workplace Law)
-Family Leave Act
-Workers Compensation Notice of Compliance
-Payday Notice
-Emergency Notice
-Genetic Information Nondiscrimination Act (GINA)
(Updated)
-Federal Minimum Wage
(Updated)-Right to Work
(2011 Updated)-E Verify
(2011 Updated)-Military Leave Act
(Updated)
-Uniformed Services Employment and Reemployment Rights Act (USERRA)
-Equal Employment Opportunity is the Law
-Employee Polygraph Protection Act
-Family and Medical Leave Act
(Updated)
-OSHA - Job Safety & Health Protection
The new NLRA notice comes with a mandatory size
requirement of 11” x 17”. Who is exempt from the NLRA Notice?Most
private employers are required to post the NLRA Poster. The law
specifically excludes public sector employees, agricultural and
domestic workers, independent contractors, workers employed by a parent
or spouse, and employees of air and rail carriers covered by the
Railway Labor Act.
For Oregon Labor Law Poster Facts please click on
Labor Law Quick Facts.
Oregon minimum wage is $8.50 per hour January 1, 2011. 2012 Minimum Wage is $8.80. Employees must be paid time and one-half the regular rate of pay for any time worked over 40 hours a week. Employers may not use tips as credit toward minimum wages owed to an employee. Employers may make deductions for the fair market value of meals or lodging provided for the private benefit of the employee as well as those deductions which are required by law or provided for in a collective bargaining agreement. An itemized statement of deductions made from wages must be provided with each paycheck.*
Time and payroll records must be kept for at least two years. Regular paydays must be established and maintained. A pay period may not exceed 35 days. Meal periods of 30 minutes must be
provided if the workday is six hours or longer. The employee must be relieved of all duty during this time. If the employee cannot be relieved due to the nature or circumstances of the work, then the meal period must be paid. The scheduling of meal periods is flexible and depends on the length of the workday.*
*NOT LEGAL ADVICE OR OPINION. PLEASE CONSULT LEGAL EXPERT IN YOUR LOCAL AREA.
