The U.S. Department of Labor (DOL) recently stated that it will not enforce an employee-friendly independent contractor rule implemented by the Biden administration in 2024 (“Biden Rule”). The Biden Rule made it more difficult for businesses to classify workers as independent contractors. In contrast, the DOL’s announced approach will renew focus on a factor that
2024 EEO-1 Data Collection Opens
As of yesterday—May 20, 2025—EEO-1 data collection is open. The deadline to file the 2024 EEO-1 Component 1 report is June 24, 2025. The EEOC stated there will be no extensions, so covered employers should act promptly to file their reports. For detailed information on the EEOC’s substantive filing requirements, employers may refer to the
Oregon Lawmakers Eye Major Employment Changes: Three Bills Employers Should Watch Closely
As the 83rd Oregon Legislative Session approaches its end, several employment-related bills are still in play, and they could carry significant implications for businesses across the state. While none have been signed into law yet, the momentum behind them makes this a critical time for employers to pay attention and speak up.
Three proposals—SB 916
EEO-1 Component 1 Reporting Updates
Edited May 20, 2025
Last month, the Equal Employment Opportunity Commission (“EEOC”) submitted a proposed 2024 EEO-1 instruction booklet to the Office of Management and Budget. If the proposal is approved, the EEO-1 reporting period will begin on May 20, 2025 and run through June 24, 2025. As employers prepare to file their 2024 EEO-1
What to Know About Recent Non-Compete and Salary Basis Changes in Light of Expected Legal Challenges
Two administrative agencies within the federal government have been busy lately publishing new rules that govern important aspects of employers’ relationships with their employees. Read more below for further updates.
DOL Rolls Out Final Rule Increasing Minimum Salary For Exempt Employees
The U.S. Department of Labor (“DOL”) has rolled out its long-awaited update to the
Employers Face June 1 Deadline to Inform Employees Whose Approved OFLA Leave Is Affected by Recent OFLA Amendments
As we previously advised, under Oregon Senate Bill 1515 (“SB 1515”) effective July 1, 2024, most of the Oregon Family Leave Act (“OFLA”)—including leave for the employee’s or a family member’s serious health condition—will sunset. (Pregnancy disability, sick child, and bereavement leave remain available under OFLA.) Employees may instead look to other applicable leave
Governor Kotek Signs New Law Amending Oregon Leave Laws
On March 21, 2024, Oregon Governor Tina Kotek signed into law Senate Bill 1515, amending the Oregon Family Leave Act (“OFLA”) and the Paid Leave Oregon program (“PLO”). The bill is intended to better align the OFLA and PLO. This alert highlights the most significant OFLA and PLO changes, which will take effect July 1
Oregon Health Authority Suspends COVID-19 Vaccine Mandate for Health Care Workers
On May 10, 2023, the Oregon Health Authority (“OHA”) announced that, effective May 11, it is suspending the statewide rule requiring that health care workers be fully vaccinated against COVID-19 unless they have an approved medical or religious exception. The news coincides with the end of the federal public health emergency on May 11, along
Oregon Supreme Court Rules That Oregon Law Follows Federal Definition of “Work Time.”
In a recent decision titled Buero v. Amazon.com Services, Inc., 370 Or. 502 (2022), the Oregon Supreme Court ruled that Oregon’s wage and hour law uses the same definition of “work time” as the federal Fair Labor Standards Act (“FLSA”). The Buero decision resolves what had been a hotly contested legal issue for many years and clarifies that Oregon employers (most of which are subject to Oregon law and the FLSA) satisfy their legal obligation to calculate employees’ compensable time using the same legal standard for both sets of laws. Continue Reading Oregon Supreme Court Rules That Oregon Law Follows Federal Definition of “Work Time.”
Oregon Supreme Court Enforces Employment Arbitration Agreement
Oregon employers that require arbitration for employment-related disputes recently received some good news from the Oregon Supreme Court. In Gist v. ZoAn Management, Inc., the Court rejected the plaintiff’s argument that his arbitration agreement was unenforceable because it limited the arbitrator’s authority to award him relief. Instead, the Court ruled that the arbitration