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Oregon Passes Bill to Obliterate the Redundancies Between OFLA and PLO 

16 Apr

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Update Applicable to:Effective date
All covered employers Immediately


What happened?

On March 22, 2024, Governor Kotek signed SB 1515 into law harmonizing Oregon’s overlapping and confusing set of leave laws between the federal Family Medical Leave Act (FMLA), the Oregon Family Leave Act (OFLA), and Paid Leave Oregon (PLO).


What are the details? 

  • The new law differentiates several types of leave events and prevents them from being taken at the same time.
  • It was introduced due to the confusion faced by Oregon employers because of multiple leave laws being in effect simultaneously.
  • Oregon employers are subject to federal and state leave laws, including the Family Medical Leave Act (FMLA), Oregon Family Leave Act (OFLA), and Paid Leave Oregon (PLO).
  • The recent initiative may simplify compliance but expands the total amount of leave employees can take and the situations in which they can take it.
  • SB 1515 has removed scenarios that were covered by both OFLA and PLO.
    • Significantly modifies OFLA and introduces minor amendments to PLO.
  • Oregon employers must still comply with OFLA and PLO.
  • OFLA is not eliminated as it still covers certain situations not included in PLO.
  • OFLA leave is now restricted to pregnancy disability, leave related to a child’s illness, and bereavement.
  • PLO leave is no longer capped. Employees can take the full entitlements of OFLA and PLO in a benefit year.
  • Under the previous law, the maximum leaves an employee could take for the benefit year was capped at 16 weeks (or 18 weeks if pregnancy disability were involved).


Business Considerations 

  • Update your policies so they are aligned with the new law. 
  • Plan training and communication of the changes required by the new law. 
  • Update all leave tracking systems to comply. 


Resources


Source References

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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