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Oregon: Senate Bill Implements Fixes to Equal Pay Law

APPLIES TO

All Employers with OR Employees

EFFECTIVE

January 1, 2020

QUESTIONS?

Contact HR On-Call

(888) 378-2456

Senate Bill 123 provides clarity to a few aspects of the Oregon Equal Pay Act (EPA), as well as a voluntary equal pay analysis safe harbor.

Under the EPA, employers are required to pay employees the same rate for work of comparable character, unless the pay differential can be attributed to one or more bona fide factors, such as a seniority system, merit system or system that measures earnings by quantity or quality.  SB 123 updates the definition of a “system” to mean “a consistent and verifiable method in use at the time that a violation is alleged.”

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Oregon: New Oregon Equal Pay Act of 2017 Takes Aim at Pay Inequality

APPLIES TO

All Employers with OR Employees

EFFECTIVE

October 6, 2017 and January 1, 2019*

QUESTIONS?

Contact HR On-Call

(888) 378-2456

Similar to California’s expansion of equal pay protections early this year, the Oregon Equal Pay Act of 2017 (the “Act”) now further restricts an employer’s ability to seek past salary history as part of a nationwide trend of targeting discriminatory pay practices.  Specifically, the Act expands upon existing Oregon pay equality provisions by rewording policy language to require equal pay between “protected classes,” rather than simply indicate equal pay between “the sexes.”