General Information

The following links are provided for general information.

Meal and Rest Periods

Required Break Periods

Oregon law provides BOLI with the authority to assess civil penalties against employers of up to $1,000 for each violation of the meal and rest period provisions of the law. 

Rest Periods      

Oregon law requires an employer to provide a paid rest period of not less than 10 minutes for every segment of four hours or every "major portion thereof" (meaning two hours and one minute through four hours) worked in a work period to each non-exempt employee.   OAR 839-020-0050(6)(a)(B) 

  • This time must be taken in addition to and separately from required meal periods.   
  • The rest period should be taken as nearly as possible in the middle of the work segment.   
  • It is prohibited for an employer to allow employees to add the rest period to a meal period or to deduct the rest periods from the beginning or end of the employee's work shift.

Meal Periods    

Oregon law requires an employer to provide an unpaid meal period of not less than 30 minutes to each non-exempt employee who works six or more hours in a work period. OAR 839-020-0050(3)(c)

  • An employee must be relieved of all work duties during the meal period.   
  • If an employee is not relieved of all work duties during a 30-minute meal period, the employer must pay the employee for that time.   
  • For work periods that are less than six hours, no meal period is required.

Required rest and meal periods based on length of work period:

Length of work period Rest Break(s)* Meal Periods**
2 hour or less 0 0
2 hours, 1 minute to 5 hours and 59 minutes 1 0
6 hours 1 1
6 hours and 1 minute to 10 hours 2 1
10 hours and 1 minute to 13 hours and 59 minutes 3 1
14 hours 3 2
14 hours and 1 minute to 18 hours 4 2
18 hours and 1 minute to 21 hours and 59 minutes 5 2
22 hours 5 3
22 hours and 1 minute to 24 hours 6 3

Lactation Breaks 

HB 2593 requires all employers, regardless of size, to provide nursing mothers with "a reasonable rest period to express milk each time the employee has a need to express milk." This language allows nursing mothers to take unpaid lactation breaks when needed. While these rest breaks are unpaid, there is an exception if a nonexempt employee takes their lactation break during a paid rest period.

Guidance regarding unpaid rest periods for the expression of milk can be found on the Bureau of Labor and Industries website. If you have additional questions, please contact the HR Service Center at hrinfo @uoregon.edu or 541-346-3159.

Employee Assistance Program

The University of Oregon contracts with Cascade Centers, Inc. to provide a comprehensive employee assistance program for eligible employees, their dependents and eligible household members. The services are available at no cost. More information about the program is available from Human Resources, 346-3159. Call Cascade directly at 1-800-433-2320 to schedule an appointment.

http://www.cascadecenters.com/index.php?tray=topic&tid=top10557&cid=26

Supervisor Obligations Memo 10/31/2014

Description: 

October 31, 2014
MEMORANDUM
TO:        Supervisors of Classified Staff
FROM:        Bill Brady, Sr. Director of Employee and Labor Relations
SUBJECT:    SUPERVISOR OBLIGATIONS REGARDING NOTIFICATION OF SUPERVISORY FILES
If you maintain a supervisory file for the classified employees who report to you, you are obligated to let them know that you are keeping such a file.  Article 16, Section 2(A) of the SEIU collective bargaining agreement states:  “Supervisors may keep records and/or anecdotal notes on subordinate employees.  Employees shall be notified if a supervisory file is being kept.”  
Supervisory files may include both positive and negative information about employees, such as commendations, training records, certificates and licenses, notes on attendance, reports of specific incidents, and so forth.  Regardless of the content, supervisors must notify employees of the files’ existence.  Employees may review their supervisory file with reasonable notice to the supervisor.  It is not appropriate to keep medical information in supervisory files.
Here is sample language for such notification:  “As required under the SEIU collective bargaining agreement Article 16, Section 2, I am hereby notifying you that I maintain a supervisory file on you.”
The full text of this section on supervisory files follows:

(A) Supervisors may keep records and/or anecdotal notes on subordinate employees. Employees shall be notified if a supervisory file is being kept.  Supervisory files will be maintained under conditions that ensure the integrity and safekeeping of the files.
(B) The employee may inspect the supervisory file upon reasonable notice to the supervisor. Upon employee request, a copy of the records and anecdotal notes within the file will be provided.
(C) At the employee’s request, rebuttal documents will be placed in the supervisory file.
(D) If the employee severs his/her employment with the university, the supervisory file will be expunged. If the employee promotes, transfers or demotes within the university, the supervisory file will be retained in the former department for a period of up to one (1) year from the effective date of such action, at which time the file will be expunged.
Please contact me if you have questions at wbrady@uoregon.edu

 

Vacation Accrual Maximums for Classified Employees

File attachments: 
Description: 

Family Medical Leave Act (FMLA)

Details about FMLA