Our work to implement the provisions of the Oregon Equal Pay Act is intended to strengthen the university’s pay practices in order to attract and retain top talent. Our goal is to build and implement compensation programs that are equitable, competitive, and compliant with federal and state laws.

Overview

Oregon legislature passed a new law in 2017 that greatly extends pay equity protections to a variety of protected classes, prohibits employers from asking applicant’s about their salary history, and expands existing remedies available to employees. The university is working to implement the requirements of the law that went into full effect January 1, 2019.

Key components of the new law include:

• Additional protected classes
• “Work of comparable character” standard
• Stipulated exceptions
• Prohibited inquiry of salary history

The Oregon Equal Pay Act Overview webpage provides more details about the law.

University Action

Through a coordinated effort of interim and longer-term changes, systems and processes will not only implement the law, but also strengthen compensation practices at the University of Oregon.

The university has taken the following actions:

• Formed the Oregon Equal Pay Act Advisory Group and subcommittees to evaluate systems, structures, and processes, and to recommend updated pay actions across our diverse portfolios.
   
• Implemented process changes for position and pay actions to ensure institution-wide consistency and fit with overall compliance:

  • TTF positions
    Academic departments have already received guidance from the Office of the Provost (OtP) regarding the TTF hiring process and immediate changes that are being made. If you have questions about that process, please contact Brad Shelton.

  • NTTF positions (instructional, research, and librarians)
    Visit the NTTF pay action guidance outlines updated NTTF pay action process including the new hire offer, reclassification, and retention increase.

  • OA positions
    The OA position and pay actions information provides new guidance regarding changes to the expansions of duties, new hire offer, and retention increase processes.

  • Classified and other staff positions
    Generally, the hiring, reclassification, and special merit increase procedures for staff have not changed; however, units should expect greater scrutiny and review of all pay actions.

As implementation continues, units and departments should expect additional discussion about all compensation decisions related to recruitment of new hires, expansion of duties for existing staff, reclassifications, stipends, special merit increases, cash awards, and interim assignments.

Likewise, interim actions and additional process changes will be implemented as the advisory group and subcommittees continue their work.

Information and Resources

An employee with concerns about their individual pay can always contact the Office of Investigations and Civil Rights Compliance (OICRC) to discuss their concerns. We encourage employees who believe their pay has been impacted by prohibited discrimination to contact OICRC by email at icrcinfo@uoregon.edu or by phone at 541-346-3123.

The following resources provide additional information about the Oregon Equal Pay Act:

• BOLI Technical Assistance for Employers
• Oregon Equal Pay Act Summary

Oregon Equal Pay Act Advisory Group

The university is committed to evaluating, building, and implementing compensation programs that are equitable, competitive, and compliant with federal and state laws. To facilitate this process and fully implement the new Oregon law, the university formed the Oregon Equal Pay Act Advisory Group. This cross-functional team of leaders representing a variety of departments and units include:

Dan Currier, Project Manager, Human Resources
Kassy Fisher, Associate Vice President for Campus Services, Finance & Administration
Missy Matella, Senior Director of Employee & Labor Relations, Human Resources
Jamie Moffitt, Vice President and CFO, Finance & Administration
JP Monroe, Director, Institutional Research
Cass Moseley, Senior Associate Vice President, Office of Research and Innovation
Nancy Nieraeth, Director of Talent Acquisitions, Human Resources
Doug Park, Deputy General Counsel, Office of General Counsel
Kelly Pembleton, Assistant Vice President, Division of Equity and Inclusion
Sonia Potter, Director of HR Operations, Human Resources
Brad Shelton, Executive Vice Provost for Academic Operations, Office of the Provost
Diana Sobczynski, Senior Compensation Analyst, Human Resources

Recognizing the complexity of the work and the impact on various employee groups, subcommittees have been formed to investigate and address specific issues. Subcommittees and a list of members are provided below.

Subcommittees