Oregon Employment Law Update: Oregon’s New “Predictive Scheduling” Law

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Oregon Employment Law Update: Oregon’s New “Predictive Scheduling” Law

From the desk of John M. KreutzerThe Oregon legislature recently passed the “Fair Work Week Act,” which sets new scheduling standards for employers in the retail, hospitality, and food service industries. Oregon is the first state to enact predictive scheduling legislation, although a similar law went into effect for the city of Seattle on July 1, 2017.

Starting July 1, 2018, covered employers in Oregon will be required to: (1) give a new employee a written good faith estimate of the employee’s work schedule at the time of hire; (2) provide employees with a written work schedule at least seven days in advance (increased to 14 days starting in 2020); (3) pay additional compensation for any violation of the advance notice requirement, to be calculated based on the type of schedule change; (4) and provide a minimum of ten hours of rest between shifts, or pay the employee time and a half.

The law also imposes notice and record-keeping obligations on employers and prohibits employers from retaliating against employees for expressing a scheduling preference.

We will keep you updated on this law as it comes into effect. If you have any questions or concerns about this or any other employment related issues, please feel free to contact John Kreutzer or Jessica Wilcox.

To email John Kreutzer, please click here.

To email Jessica Wilcox, please click here.

Employment updates are intended to inform our clients and others about legal matters of current interest. They are not intended as legal advice. Readers should not act upon the information contained in this article without seeking professional counsel.

To view the most recent Washington Law Update: Contract Provision May Entitle Prevailing Party to Attorneys’ Fees please click here.

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