GreatWork Blog

Building better workplaces through compliance, culture, connection

Meal breaks might seem like a simple part of the workday, but in Oregon, the law has very specific requirements about how they must be provided and when they must be paid. Understanding these rules can help employers stay compliant and avoid unnecessary penalties.

As religious accommodation requests become more common in today’s workplaces, many employers in Oregon and Washington are left wondering what exactly they’re required to do, and what’s changed recently. The rules aren’t as complicated as they seem, but they are significantly stricter than they used to be. Here’s a clear breakdown of what every employer should know.

On April 23, 2025, the Trump Administration issued an Executive Order Restoring Equality of Opportunity and Meritocracy. This order focuses on eliminating the use of disparate impact liability by federal agencies, such as the Equal Employment Opportunity Commission (EEOC), in their enforcement of civil rights laws.

As 2025 unfolds, employers face a rapidly evolving HR compliance landscape shaped by legislative shifts, economic pressures, and technological advancements. From rising state minimum wages to the growing emphasis on pay transparency, businesses must stay ahead of regulatory changes to avoid costly penalties and maintain fair workplace practices. Meanwhile, DEI initiatives face growing challenges, creating uncertainty for companies working to balance compliance with workplace inclusion efforts. At the same time, the rise of AI in HR processes presents new concerns around bias, privacy, and ethical use. 

We know it’s tough to keep up with all of the changes that happen each year, but now is the time to make sure you’re ready for the new year.  Here are a couple of suggestions as we look at the end of 2023:

Ever find yourself wondering how you’re supposed to keep up with all the changes to laws, rules and regulations? It’s TOO much! You’re not wrong. In fact, in a recent study we did with new members of Cascade, keeping up with legal changes was ranked as the No. 1 challenge they have. We're sharing six resources to help you keep up. 

The Oregon Legislature passed several employment related bills this session. Many of these will take effect at the beginning of 2022, but some were passed by emergency order, meaning they’ve already taken effect.

With restrictions easing and more employees returning to the workplace, we know you have questions about both the legal and practical issues around the impact of COVID-19 vaccines and the new mask requirements. We hope you can join us for this one-hour live conversation on May 26th to participate and ask questions as you make critical decisions for your organization. 

The EEOC recently announced that the data collection portal for Component 1 of the 2019 and 2020 EEO-1 Report will open on April 26th, 2021. The deadline for submitting 2019 and 2020 data will be Monday, July 19th, 2021.

With the COVID-19 vaccination process continuing to roll-out, employers are faced with novel employment issues. We can help you understand the legal framework surrounding vaccinations in the workplace and practical implications including employee morale and retention. If this is a conversation your organization is having or needs to have, we have a webinar for you.

In 2020, Oregon had 222 discrimination claims filed with the EEOC.  The largest number of complaints (56.3%) came in the area of retaliation.

Many businesses have had positive results since moving to a remote work format. However, one of the concerns when working with a remote workforce is staying compliant with employment laws when one or more employees live in a different state than where the employer is located or a different state than where they previously worked for that employer. Or, possibly, the employer finds themself willing to hire new, remote employees who reside in another state already.

The Equal Employment Opportunity Commission (EEOC) announced that it will open the collection period for the EEO-1 Report in April 2021. The exact open date and deadlines are not yet available. The 2020 reporting period will require employers to submit their data for 2019 in addition to 2020.

With the arrival of COVID-19 vaccines, a common question is whether employers can require employees to get the COVID-19 vaccine once it is widely available. On December 16th, the Equal Employment Opportunity Commission (EEOC) updated its guidelines regarding vaccinations in the workplace.

With many Oregon employers wondering what their workplace obligations are in the wake of the Coronavirus Outbreak, abbreviated COVID-19, we developed some FAQS. Please keep in mind that the Centers for Disease Control (CDC) and the Occupational Safety and Health Administration (OSHA), along with local public health authorities, should be where employers turn for specific workplace safety guidance.

It’s all the rage in the world of human resources . . . Pay Equity! You have heard about it. Stressed about it. Maybe even cried about it. By following some consistent steps, you will get through this with flying colors.

In times of need, there are always people who will step up and offer to help. One of the many ways people help others is offering to donate their paid time off to a co-worker who may be struggling with a personal emergency.

Every business has, at some point, struggled with recruitment. The inability to find applicants means that sometimes you hire someone just to get a “warm body” in the seat, and hope they can complete the duties well enough to get by. In cases like these, staffing agencies may be utilized to help fill those roles that are harder to fill, or keep filled.

Essentially, unless the business is exempt, or qualifies for a limited-duration hardship waiver, employees in manufacturing environments are only allowed to work up to 55 hours a week, with a maximum of 60 if they sign a voluntary waiver, which can be rescinded at any time.

Early this month, the Trump Administration announced it was going to rescind the Deferred Action for Childhood Arrivals (DACA) program established by the Obama Administration in 2012. DACA authorizes young adults who were brought to the US as children illegally by their parents to live and work legally in the United States. The Administration set a rescission date of March 5, 2018 in order to allow Congress time to address this issue through legislation such as the DREAM Act of 2017.

As an employer you have an obligation to maintain a safe workplace. When employees report to work under the influence of drugs and/or alcohol, it puts everyone at risk.

The Bureau of Labor and Industries (BOLI) has released its 2017-2018 Minimum Wage Poster that all employers must have updated as of July 1, 2017.

One critical factor of compensation administration that is often overlooked by employers is compliance with various employment laws. Employment laws often tie to compensation and create boundaries for acceptable employment practices and employee rights.