Compliance Stuff

 Back in April, our Compliance Department reported on the redundancy of the  Oregon Family Leave Act --the Governor signed into law a Senate Bill which eliminated some qualifying leave reasons for leave under the Oregon Family Leave Act as it overlapped with qualifying reasons for leave under Paid Leave Oregon--effective July 1, 2024. On May 8, 2024, the Oregon Bureau of Labor and Industries issued a  temporary administrative order  to address the fact that some employers will have approved employees take OFLA leave for reasons that, as of July 1, 2024,  will no longer qualify for OFLA leave but that will qualify for Paid Leave Oregon . Under the temporary administrative order, Oregon employers may rescind a designation or approval of protected leave under OFLA that is scheduled to occur on or after July 1, 2024. H owever, as soon as practicable, but no later than  June 1, 2024 , employers must notify such employees, in writing and in the language the emplo...

Compliance reported on how Oregon removed some of the redundancy that was within several paid leave laws already established in Oregon back in  March . Employees will still have the option to use available paid time off available through their employer, such as PTO or vacation to cover them Oregon Family Leave Act leave or Paid Leave Oregon “leaves”.  Employers will be able to cap the use of these benefits with an employee is on PLO leave, so the combined payment to the employee while on leave equals 100% wage replacement.  As it stands right now (before July 1, 2024, employees are able to exceed 100% wage replacement.   It is expected that Oregon Bureau of Labor and Industries will issue regulations to clarify the new law and employers should be cognizant of any additional guidance.   The Compliance Department will report any new changes as they become available.    Source(s):  GovDocs , received on April 18, 2024.