How Oregon Tackles Paid Sick Time

Paid sick leave is a current legislative trend across America. With 50 states and 39,000 municipalities In the U.S., new rules and regulations are being mandated rapidly. Five states – Oregon, California, Connecticut, Vermont, and Massachusetts – have policies in place, as does the District of Columbia. Over 25 local jurisdictions in California, Maryland, New York, New Jersey, Oregon, Pennsylvania, and Washington also have passed laws.
Here is a look at where Oregon stands on paid sick leave, and how it affects average American workers:
Oregon Family Leave Act (OFLA) of 2016 enacted the following rules.

• All employers subject to provide up to 40 hours per year of paid sick leave.
• Employers with 10 employees or more to provide employees with one hour of paid sick leave at a rate of employee’s regular rate of pay for every 30 hours worked up to 40 hours a year.
• Portland implemented similar law in 2014 that requires employers with six or more employees to follow the actions listed above.
• The use of paid sick leave can be allocated towards the diagnosis or treatment of family member – family member extensively defined.
• Employers cannot discipline employees for exercising paid sick leave, but can set terms for required notice unless provided the circumstance.
• If need for sick time is foreseeable and projected to last more than three days, employer may require verification or certification before the sick time commences or as soon as practical (medical certification or certification relating to domestic violence).
• If employer chooses to require verification and documentation for paid sick time, the employer must include the requirement and consequences in paid sick time policy so all employees are aware.
• Employer may discipline employee for not exercising sick time – coming to work sick.
• Employers can choose to front load the 40 hours of paid sick time a year or use an accrual method.
• New businesses that have been operating less than 20 weeks must calculate the number of employees employed after it has employed one or more employees for 90 calendar days.
• Employers must provide written notice of new law to all employees.
• Employers must ensure timekeeping, payroll, and benefits systems properly calculate, track, and detail accrued and used sick time.