They can ask you for your preferred salary, but can’t require you to provide a history of past wages. Can a potential employer still ask me for my preferred salary? This law covers all employees who perform work in the state of Oregon. The lawĪll employers with one or more employees performing work in the state of Oregon must follow this law. Workers can file complaints and receive the back pay or wage differential they were owed by their employer for two years prior to filing the complaint or the period of time the worker was subjected to an unlawful wage differential. If you have questions or think your employer may be violating this law, please contact us call 97, or An unlawful compensation practice occurs each time workers are paid pursuant to a discriminatory compensation decision or other practice.Employees who assert violations of the pay equity law may file complaints with the Civil Rights Division of the Bureau of Labor and Industries or take civil action with a private attorney within one year after the occurrence of the unlawful practice.Amounts owed to an employee because of a failure of an employer to comply with the requirements of the pay equity law are considered “unpaid wages” under the law, which means workers can file a claim to recoup that money.Employers may not reduce the compensation of any employee in order to comply with the law.Employers cannot discriminate against an employee because they make a complaint or are testifying in any investigation related to the pay equity law.Employers cannot determine compensation for a job based on the current or past compensation of a potential new employee (not including internal transfers)Īdditional protections under Oregon’s pay equity law.
Employers cannot screen job applicants based on current or past salary/pay history.Employers cannot ask for a worker’s salary/pay history before they make an offer of employment.SB 1514 (2022) employers need not consider a hiring bonus offered to a prospective employee or a retention bonus offered to an employee to be “compensation” for purposes of pay equity requirements – There must be a consistent and verifiable system for this pay structure. A difference in pay may be based on specific bona fide factors including one or more of the following: a seniority system, a merit system, a system that measures earnings by quantity or quality of production, including piece-rate work, workplace location, travel, education, training, or experience. * There are limited circumstances where different pay may be allowed.
0 kommentar(er)
