Employee files laws oregon

Discrimination at Work Equal pay Sexual harassment Pregnancy accommodations at work Breaks to express breast milk Domestic violence protections for workers Hiring discrimination and "Ban the Box". You get breaks and meal periods to rest during your shift, and sick time to care for yourself and your loved ones when you need it. If you have a child or someone in your family needs longer-term care, you can rest assured your job will be waiting for you when you return.

If your employer is breaking the law, we are here to help you take action. You can learn more about filing a complaint here , in the sections below, or contact us: or help boli. Minimum wage. Your employer can offer more breaks if they want to. If your shift is longer or shorter than 8 hours, please refer to this chart. There are some exceptions but they are uncommon. Learn more. Paydays may not be more than 35 days apart. Employers may not withhold or delay your paychecks as a form of discipline or in exchange for the return of employer-owned items held by the employee.

Your paycheck must show the amount and purpose of each deduction. Equal pay for equal work. Every worker must get equal pay for equal work regardless of your gender, race, age, or other protected characteristics. Employers may charge a reasonable fee to recover the actual cost of providing the records. Time records must be retained for two years, and payroll records for three years.

Many employers have expressed concern about automatically being required to produce time and pay records going back three years if an employee requests access to or copies of their personnel records. Nothing in ORS Clarifying what records the employee would like to inspect or obtain might narrow the number of documents to be provided. However, if the employee requests all of the time and pay records, the statute requires them to be provided.

Most employers prefer and offer to provide copies of the records rather than allowing the inspection of originals, however, an employee must be provided a reasonable opportunity to inspect records at their place of employment or place of work assignment if requested.

There is no formal process to certify personnel records. A cover letter signed by the custodian of records or the Human Resources manager certifying the copies as true and correct should be sufficient to meet this requirement. The statute of limitation for a wage or contract claim is six years. Share this: Twitter Facebook. Like this: Like Loading Follow Following.

Sign me up. Already have a WordPress. If an employee disagrees with the information in the files, and cannot reach an agreement with employers to remove or correct it, the employee may submit an explanatory written statement. The rebuttal must be maintained as part of the file.

In the state of Delaware, all employers are subject to the state personnel file law. Employees that are current, laid off, with reemployment rights, or on leave of absence may inspect personnel records.

Employer may limit access to once a year. Employer may require that employees view files on their own time and may also require that files be viewed on the premises and in the presence of a designated official. Employers are not required to allow employees to copy records, however, employees may take notes.

If employees disagree with information in the file, and cannot reach an agreement with the employer to remove or correct it, the employee may submit an explanatory written statement.

In the state of Florida, current and former employee, or their representatives, have a right to access medical record concerning their exposure to toxic substances. Employers may charge a reasonable fee for duplicating records,. In the state of Illinois, employers with 5 or more employees are subject to the state personnel file law.

Current employees, or former employees terminated within the past year, are permitted to inspect records twice a year at reasonable intervals, unless a collective bargaining agreement provides otherwise. An employee involved in a current grievance may designate a representative of the union or collective bargaining unit, or other agent, to inspect personnel records that may be relevant to resolving the grievance.

An employer must make records available within 7 business days after the employee makes the request. Employers may require the request of certain personnel files be in writing.

After reviewing recrods, employee may get a copy and the employer may charge only for the actual cost of duplication. If employee disagrees with any information on the personnel file and cannot reach an agreement with employer to remove or correct it, employee may submit an explanatory statement. The rebuttal must remain in file with no additional comment by employer.

Employers may however, withhold medical records, letters of reference, test documents, staff planning materials, information about a person other than the employee, records subject to a court proceeding, or any records alleging criminal activity. In the state of Iowa, all employers with salaried employees or commissioned salespeople are subject to the state personnel file law.

Employees may have access to personnel files at a time agreed upon between employers and employees. Employers may charge a copying fee for each page that is relevant to a commercial copying service fee. In addition, any current or former employee has the right to access records indicating the employee's exposure to toxic materials or harmful agents.

In the state of Maine, all employers are subject to the state personnel file law. Employees can access records ten days within submitting a request. These include employees, former employees or authorized representatives, who all can view and copy personnel files.

The request must be in writing. Employees may view records during normal business hours at the location where the files are kept, unless the employer, at its own discretion, arranges a time and place more convenient for the employee. If files are in electronic or any other non-print format, the employer must provide equipment for viewing and copying.

Employees are entitled to one free copy of files during each calendar year, including any materials added to the file during that year. Employee must pay for any additional copies. In the state of Massachusetts, all employers with twenty or more employees must maintain personnel records for three years after termination.

Employees or former employees must have the opportunity to review personnel files within five business days of submitting a request. The law does not apply to tenured or tenure-track employees in private colleges and universities. Employees may view their records at the workplace during normal business hours and they must be given a copy of their records within five business days of submitting a written request.

Employer must notify an employee within 10 days of placing in the employee's personnel record any information to the extent that the information is, has been, or may be used, to negatively affect the employee's qualification for employment, promotion, transfer, additional compensation, or the possibility that the employee will be subject to disciplinary action. If an employee disagrees with information in the file, and cannot reach an agreement with the employer to remove or correct it, the employee may submit an explanatory written statement.

Rebuttals become part of the file. In the state of Michigan, employers with four or more employees are subject to the state personnel file law. Current or former employees are entitled to review personnel records at reasonable intervals, generally not more than twice a year, unless a collective bargaining agreement provides otherwise.

Employees must describe the record s they request to review in writing.