Oregon Employee Time Report (Nonexempt) is a document utilized by nonexempt employees in Oregon to record their daily work hours, breaks, and overtime, as required by the Oregon Bureau of Labor and Industries (BOLD). This report serves as a crucial tool for both employers and employees in ensuring accurate and fair compensation for work performed. The primary purpose of the Oregon Employee Time Report (Nonexempt) is to maintain compliance with state labor laws, specifically those related to minimum wage and overtime pay. By meticulously documenting hours worked, employers can ensure that employees receive proper compensation and benefits while adhering to legal obligations. Key elements included in the Oregon Employee Time Report (Nonexempt) are: 1. Employee Information: This section captures essential details of the employee, such as their name, employee identification number, department, and job title, ensuring accurate records are maintained for each individual. 2. Date and Time: Employees are required to record the date and starting/ending times of their work shift. Additionally, break periods (both paid and unpaid) should be documented, as per company policies and state regulations. 3. Hours Worked: This section provides space to calculate and record the total hours worked each day. Regular hours and any overtime hours exceeding the standard 40 hours per week should be separately noted. Overtime is subject to higher pay rates, typically 1.5 times the regular rate of pay. 4. Meal and Rest Periods: According to Oregon labor laws, employees are entitled to reasonable meal breaks and rest periods during their shift. This report allows employees to document the duration and timing of these breaks, based on the length of their workday. 5. Signature and Approval: Both the employee and the supervisor should sign and date the time report to validate its accuracy. This ensures that supervisors review and authorize the reported hours, providing an added layer of verification. It's important to note that while the core structure of the Oregon Employee Time Report (Nonexempt) remains the same, variations may exist based on company-specific requirements or industry standards. Different organizations might utilize their own customized versions of the time report, incorporating additional fields or using specialized software to track employee work hours efficiently. In conclusion, the Oregon Employee Time Report (Nonexempt) is an essential document for nonexempt employees and employers in Oregon. Its meticulous completion ensures compliance with state labor laws, facilitates accurate payment for work, and maintains transparent records of hours worked for both parties involved.
Oregon Employee Time Report (Nonexempt)
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FAQ
Exempt or Nonexempt. Employees whose jobs are governed by the FLSA are either "exempt" or "nonexempt." Nonexempt employees are entitled to overtime pay. Exempt employees are not. Most employees covered by the FLSA are nonexempt.
Comp time is calculated by multiplying 1.5 times overtime hours worked.
Normal hours of work. The normal hours of work of any employee shall not exceed eight (8) hours a day.
The FLSA sets the maximum amount of comp time that may be accumulated: nonexempt employees who work in "a public safety activity, emergency response activity, or seasonal activity" may accumulate up to a maximum of 480 hours of comp time, while other employees are limited to 240 hours.
"Yes," your employer can require you to work overtime and can fire you if you refuse, according to the Fair Labor Standards Act or FLSA (29 U.S.C. § 201 and following), the federal overtime law. The FLSA sets no limits on how many hours a day or week your employer can require you to work.
Unless your employment contract expressly allows unpaid or reduced pay lay-offs or short-time working, or you agree to any reduction, your employer is not legally permitted to cut your pay.
A. Yes, you are entitled to one hour of reporting time pay. Under the law, if an employee is required to report to work a second time in any one workday and is furnished less than two hours of work on the second reporting, he or she must be paid for two hours at his or her regular rate of pay.
Oregon employers must compensate all hours worked. This guidance clarifies what Oregon's wage and hour laws consider to be paid time. Unless a specific exemption applies, employees must receive at least the minimum wage for all hours worked.
Compensatory time off is paid time off the job which is earned and accrued by an employee in lieu of immediate cash payment for employment in excess of the statutory hours for which overtime compensation is required by section 7 of the FLSA.
Oregon employers may not pay you under $12.75 per hour unless you or your occupation are specifically exempt from the minimum wage under state or federal law. If you have questions about the Oregon minimum wage, please ask us and someone will respond to you as soon as possible.
