The Bureau of Labor and Industries (BOLI) has published an updated minimum wage poster that employers are required to post when the new minimum wage law takes effect on July 1, 2016. As a reminder, this poster must be posted in a conspicuous location where all employees can view it.
The English version of the poster can be downloaded at:
The Spanish version can be downloaded at:
If you purchased Cascade’s all-in-one poster, we will be sending you a sticker to place on top of the current minimum wage information on your posters.
Of course, if you haven’t purchased one of our all-in-one posters but would like to, we’d be happy to take care of that for you. Just place your order here.
If you have any questions about this posting requirement or the new law, contact us. We’re here to help.
On June 14, 2016, OFCCP issued its final rule about sex discrimination for federal contractors. It will go into effect on August 15, 2016. The rule defines sex discrimination as discrimination on the basis of pregnancy, childbirth, and related medical conditions; gender identity; transgender status; and sex stereotyping. It goes on to define specific practices that could be viewed as disparate treatment (intentional discrimination), as well as examples of neutral policies or practices that could potentially have a disparate impact (unintentional discrimination).
Specific topics such as sex-based compensation discrimination, pregnancy discrimination and sex stereotyping discrimination are also covered. Finally, the rule suggests several best practices to avoid sex discrimination or harassment violations. Each of these topics are summarized in more detail in the full alert article on our website.
More detail can be found in the complete final rule. While these rules apply only to federal contractors with a contract or contracts of more than $10,000, the discriminatory and best practices found in these rules are applicable in most situations to any employer.
For additional questions on obligations as a federal contractor, affirmative action plans, or sex discrimination in general, contact Cascade today.
Do you receive Cascade’s monthly newsletter, NewsBrief? If you don’t, you may be missing our new recurring column, Tips for HR Ninjas.
April’s HR Ninja Tip was: Workers’ Compensation – Lower Premiums and Less Time Loss, Is This For Real?
Did you know that as an employer who maintains Oregon’s workers’ compensation insurance, your company may be eligible for up to $5000.00 to assist with worksite modification EACH time a worker is injured at your place of business?
This money can be used to rent, purchase or modify existing equipment so the worker can return to work earlier (with restrictions), which leads to less time loss and lower premiums.
For more information on eligibility, additional benefits and how the Employee At Injury Program (EAIP) works, contact your business’ workers’ compensation insurance company.
You can also visit these Workers’ Compensation Division EAIP pages to learn more:
If you aren’t receiving our newsletter, and would like to see future editions of this column, contact us to let us know and we’ll sign you up right away!
Whether you’re new to Cascade or you’ve partnered with us for decades, here are a few things you may not know about us. Did you know…
- It all started in 1947 when a small group of construction companies found themselves in need of labor relations help as they navigated the issues associated with a unionized business. They had heard about other states with employer associations that focused on supporting businesses with labor issues and laws, thus pooled their financial resources and set out to model a similar association for Oregon, Cascade Employers Association.
- As more employment and labor laws came about, nonunion businesses from other industries began looking to Cascade for support with their compliance obligations on the employment side of business.
- By the early 1960’s employers realized they needed help with more than labor and employment laws. They began looking to Cascade for training to improve the skills of their supervisors and managers as well as a single source to call upon for various employment-related guidance and products. Cascade’s scope of services soon expanded to include a human resource consulting department (back then it was called “personnel consulting”), a training department, a pay survey department, and a benefits department offering health and retirement options for employees.
- Fast forward 56 years and Cascade Employers Association is now Oregon’s largest diverse industry human resource consulting association with nearly 450 member organizations, ranging in size from one to hundreds of employees.
- So far in 2016, Cascade’s top three requested services are: help with critical compliance issues (this year alone we’ve seen the new sick leave, minimum wage and overtime laws emerge); training on best HR and supervisory practices, and compensation structure design/review.
As one member said, “For me, the most valuable aspect of Cascade membership is the ability to ‘phone an HR friend’ whenever I need advice, direction or just a shoulder to cry on.” We hope our story continues to confirm why you’ve chosen the most comprehensive resource in Oregon.