February 2026
The Oregon Employment Department (OED) recently finalized new Paid Leave Oregon administrative rules that went into effect on January 1, 2026.
Here is a summary of the changes:
Cascade will continue to monitor changes to Paid Leave Oregon. If you have any questions, please do not hesitate to reach out to us. We’re here for you!
McKenna Arnold, Survey and Research Manager
surveys@cascadeemployers.com
In today’s market, guessing at compensation isn't an option. At Cascade, we are committed to ensuring our members have the tools to make competitive, data-driven decisions that keep their teams whole and their budgets balanced. We have heard your feedback: you need more than just national averages. You need granular, regional data that reflects your specific labor market. To that end, we have a significant expansion to Payscale, our online compensation benchmarking tool.
Better Regional Data
The primary challenge for HR professionals today isn’t finding data, it’s finding relevant data. National averages work great for a starting point, but don’t provide the context of regional labor markets or niche roles. Cascade’s partnership with Payscale addresses this by providing granular, regional data that reflects the specific economic realities of our members’ locations and industries.
A Payscale subscription now provides a powerful approach through two distinct data sources:
Benefits of Payscale
Our goal is to move you beyond static, compensation sources. With a Payscale subscription, you gain access to:
Access and Membership Benefits
Cascade has structured access to these tools to fit organizations of all sizes. While a direct Payscale subscription is valued at over $7,000, Cascade is able to offer an extreme discount to our members:
Getting Started
To maintain the integrity of our Peer data, all users are required to submit their own organization’s compensation data before access to Payscale will be provided. This give-to-get model ensures the database remains accurate and relevant for everyone in our community. Once your data is successfully submitted, your full access to the Payscale platform will be granted.
Why This Matters
Ultimately, compensation is about more than just numbers on a spreadsheet; it is about the people who power your organization. When you have access to precise, local data, you can move forward with the confidence that you are treating your employees fairly and staying competitive in a crowded market. By removing the guesswork, we help you focus on what really matters: building a workplace where both your people and your business can thrive.
Get started today by purchasing or contacting Cascade for access.
Lindsay Hill, Director of Compensation Services
compensation@cascadeemployers.com
When budgets are tight, it’s easy to focus only on base pay. But employees experience compensation as much more than a paycheck. Benefits, flexibility, growth opportunities, and workplace culture all shape how they feel about their total rewards.
Expanding total rewards can increase perceived value without adding significant cost. When dollars are limited, creativity, prioritization, and clarity matter far more than simply spending more.
Pay Competitively, Then Get Creative
Market-competitive pay is the foundation, without it, nothing else works. Organizations that fall behind the market often struggle to attract and keep top talent, no matter how strong their benefits or culture may be. The goal isn’t to lead the market in every role but to stay credible. Once base pay is competitive, things like flexibility, career development, and culture can become real differentiators.
In tight budget times, this means making thoughtful tradeoffs. Focus pay where it matters most, address internal equity, and avoid across-the-board increases that dilute impact. With base pay aligned, you can turn attention to creating meaningful value through other rewards.
Reward Performance Without Adding Fixed Costs
Variable pay such as annual bonuses, spot incentives, or team-based rewards, let you recognize contributions without permanently increasing payroll. When designed thoughtfully, these programs motivate performance, reinforce priorities, and give employees a sense of ownership over results. The key is tying rewards to clear, measurable outcomes and communicating how they work. Even modest incentives can make employees feel valued and engaged, especially when budgets don’t allow across-the-board raises.
Flexibility Pays Off
Flexibility consistently ranks among the most valued benefits and it’s one of the least expensive to provide. Remote work, flexible schedules, compressed workweeks, or predictable hours can dramatically improve satisfaction and retention. These options often cost very little and can reduce turnover-related expenses like recruiting, onboarding, and lost productivity. In some cases, they even cut operational costs. When budgets are tight, flexibility can deliver the highest return on investment in total rewards.
Development Matters
Employees stay when they can see a future. Career development programs don’t have to break the bank. Clear paths for advancement, cross-training, mentorship, and stretch assignments provide meaningful growth without immediate pay increases. Even modest investments in learning platforms or tuition support often pay off through engagement and internal promotions. Promoting from within also avoids the higher costs and risks of hiring externally.
Time Off That Truly Supports Employees
Time off directly supports wellbeing and prevents burnout. Creative PTO programs can improve the employee experience without adding significant cost. Options like front-loaded PTO, floating holidays, volunteer time, or additional leave tied to tenure or performance often feel more generous than traditional accrual models, even when total hours remain similar. Clear communication around leave reduces unexpected absences, which is especially valuable for lean teams.
Recognition That Actually Works
Employees want to feel seen and appreciated. Recognition programs like spot bonuses, peer recognition, milestone awards, or experiences, can motivate without permanently increasing payroll. Even small, consistent recognition can make a big difference in morale. And when budgets are tight, it matters more than ever.
Make Benefits Work Harder
Total rewards isn’t always about adding more programs, it’s often about making what you already offer work better for employees. Too often, organizations invest in benefits people don’t fully use or understand.
Take a close look at how your employees are using benefits and what they’re paying for them. Small tweaks to healthcare contributions, plan options, or cost-sharing strategies can make benefits feel more accessible and valuable without increasing overall spend. Review utilization, renegotiate vendor contracts, and improve benefit education. Tools like financial wellness programs, employee assistance, and decision support help employees get the most from what’s already available, boosting perceived value without spending more.
Culture Wins Where Money Can’t
Culture shapes day-to-day experience more than any single benefit. Feeling connected to a mission, respected by leaders, and supported by colleagues carries real value. Kindness, empathy, and trust drive engagement, retention, and team performance. Employees who feel part of something bigger are more motivated and resilient, even when pay growth is limited.
Strong cultures come from consistent leadership, inclusive decision-making, clear expectations, and shared accountability. They cost little to implement but shape how work feels every day.
Talk About It Clearly
Even the best total rewards program falls short if employees don’t understand it. People often underestimate the value of their benefits, especially in complex organizations. Annual total rewards statements, manager talking points, and onboarding education help employees see the full value of what they receive. When they recognize the investment being made in them, conversations about pay feel fairer and more grounded.
Bottom Line
Total rewards work because they focus on what employees value most while protecting financial flexibility. By broadening the definition of compensation and aligning rewards with workforce priorities, you can strengthen retention and engagement without locking your organization into unsustainable costs.
In a tight labor market and tight budget environment, the organizations that win aren’t just the ones that pay the most, they’re the ones that design rewards, culture, and communication around the people who make the work happen.
Want to make your compensation and benefits strategy more effective without breaking the budget? Let’s talk!
Cascade Compliance Team
compliance@cascadeemployers.com
Question: Does FMLA cover travel time to and from appointments?
Answer:
Generally, yes. When FMLA leave is taken for a qualifying medical appointment, the time an employee needs to travel to and from the appointment is treated as part of the FMLA-protected leave, even if that time is not indicated on the employee’s medical verification.
For example, if an employee is approved for an hour-long appointment under FMLA and that appointment is three hours away from the employee’s home, then the three hours spent traveling to the appointment, the one hour at the appointment, and the three hours spent traveling back from the appointment would be covered under FMLA.
Any travel time unrelated to obtaining medical treatment, such as time spent running personal errands or engaging in non-medical activities during the trip, would not be covered under FMLA-protected leave.
By Sheryl Kelsh, Membership Development Manager
skelsh@cascadeemployers.com
In a world full of online articles, AI searches, and “quick fixes,” it’s easy to get information but much harder to get the right answer for your specific situation. That’s where Cascade shines. Your membership gives you direct access to experienced HR professionals who know employment law, understand real-world workplace challenges, and are invested in your success. Why spend time hunting for answers when you already have a trusted HR partner at your fingertips?
When HR gets tricky, there’s one benefit members turn to again and again: Cascade’s HR Helpline, consistently ranked as our top member benefit.
With a simple phone call (866.232.7378), email, or online form submission, the HR Helpline connects you with our team of HR experts for clear, reliable guidance when you need it most. Whether you’re navigating a compliance question, sense-checking a difficult employee situation, or just want a second opinion before taking action, you don’t have to go it alone. We’re here to help you move forward with confidence.
The HR Helpline provides general HR guidance, and you can contact us as often as you need. No ticket systems. No guesswork. Just practical answers from people who understand the nuances of HR management.
If you haven’t used the HR Helpline yet, consider this your invitation to try it. We’re ready when you are.
And remember: no question is too big or too small. If it’s on your mind, it’s worth a call.
