By Calvin Gower, Trüpp.
Oregon recently passed a law that clears up some confusion in the daily overtime rule. The update addresses non-union employees working in mills, factories, and manufacturing establishments. The main clarification to come out of this revision is that employees who are entitled to both daily and weekly overtime should only be paid the greater of the two. Other elements of the bill include new limits on weekly hours, new undue hardship exemptions to employers, enforcement provisions, and a private right of action in favor of employees in the case of a violation.
The interpretive clarification is effective immediately and the new weekly hour cap and private right of action will come into play on January 1, 2018.
If you are interested in the background of this state overtime law and the details on the new changes, we suggest reading this informative article from Lexology.