Oregon's minimum wage will increase to $8.80 per hour, effective January 1, 2012. Print and post this required poster in a place accessible to all employees.
Washington's minimum wage will increase to$9.04 per hour, effective January 1, 2012. Washington has eliminated its Minimum Wage poster. Information concerning minimum wage is included in the "Your Rights in the Workplace" poster, which must be printed and posted in a location accessible to all employees.
As of November 14, 2011, most private sector employers are required to post a notice advising employees of their rights under the National Labor Relations Act. The noticeshould be posted in a conspicuous place, where other notifications of workplace rights and employer rules and policies are posted. You can view more details regarding this posting by visiting the NLRB website at https://www.nlrb.gov/poster.
Effective November 21, 2009, the new Genetic Information Nondiscrimination Act (“GINA”) takes effect. This new federal law makes it unlawful for employers of 15 or more employees to request, require, or purchase genetic information with respect to an employee or family member of the employee. The EEOC has issued a new “The Law” poster to incorporate GINA requirements.
New I-9 Form The Department of Homeland Security has issued a new I-9 form that must be used by all employers as of April 3, 2009. Click the link above to download the revised I-9 form.
New COBRA Model Notices New COBRA Model Notices have been created by the Department of Labor. Use this link to download the new Model Notices and stay in compliance with ARRA regulations.
Effective January 16, 2009 The Department of Labor revised certain conditions of the Family Medical Leave Act (FMLA) and issued a new FMLA Poster. The Final Regulations (PDF) implement two important new military family leave entitlements for eligible specified family members:
(1) Up to 12 weeks of leave for certain qualifying exigencies arising out of a covered military member's active duty status, or notification of an impending call or order to active duty status, in support of a contingency operation, and
(2) Up to 26 weeks of leave in a single 12-month period to care for a covered servicemember recovering from a serious injury or illness incurred in the line of duty on active duty. Eligible employees are entitled to a combined total of up to 26 weeks of all types of FMLA leave during the single 12-month period.
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Pacific HR
PO Box 86124
Portland, OR 97286
Phone: 503-810-2787
Email: pacifichr@comcast.net
