If you have employees in Eugene, recent changes
in the law can leave you feeling confused. No, this is not another article
about dazed employees due to recreational marijuana becoming in legal in
Oregon. But it in many ways it is a similar situation due to conflicting laws
at different levels of government.
Sick leave advocates have used municipality
elections as a battleground to advance their cause. In Oregon, Portland passed
a sick leave ordinance in 2013 and Eugene followed suit the following year. But
just days before Eugene was able to pass their law, Lane County preempted it
with a series of ordinances that nullified Eugene’s ability to pass laws pertaining to sick
leave. Undaunted, the Eugene City Council moved ahead with passage of a leave
law and is in the development of rules phase. You can view the particulars of
the Eugene sick leave law here.
- Get a HR checkup - This is a proactive approach to ensure the legal compliance
and effectiveness of your entire HR program before a crisis happens. Ask our HR experts for a consultation!
-
Review and update Employee Handbook - We recommend this be done on an annual
basis. Many new laws come into effect at the beginning of each year, so the
earlier you get this update done, the better. What policies need to be updated?
Social Media, Drug and Alcohol, and Family leave, for starters.
-
BOLI required postings - Make sure your 2015 postings are in compliance. The
only required posting change for this year is the new Oregon Minimum Wage which
went up to $9.25 per hour. Need to update your poster ... Request here!
-
Make your stance on marijuana known - Provide a written notice to employees on marijuana
use reminding employees that recreational use of marijuana is not currently
legal because they may think differently. Your communication should clearly
tell employees your position on use and the impact on their jobs. For most employers, it is business as usual.
-
Affordable Care Act - Have you been
staying up to date on Affordable Care Act (ACA) changes and regulations? Did you know that the employer mandate is
effective 1/1/15?
Sick leave advocates have used municipality
elections as a battleground to advance their cause. In Oregon, Portland passed
a sick leave ordinance in 2013 and Eugene followed suit the following year. But
just days before Eugene was able to pass their law, Lane County preempted it
with a series of ordinances that nullified Eugene’s ability to pass laws pertaining to sick
leave. Undaunted, the Eugene City Council moved ahead with passage of a leave
law and is in the development of rules phase. You can view the particulars of
the Eugene sick leave law here.