The coronavirus pandemic has impacted every aspect of life in Oregon and around the world. Find tools and answers for questions you may have about COVID-19 at work.
We are here to answer your questions
If you’re a worker, please call 971-673-0761 or email help@boli.state.or.us
If you’re an employer, please call 971-673-0824 or email bolita@boli.state.or.us
If you’re a member of the press, please call Jenny Smith at 503-805-3853 or email jenny.smith@state.or.us.
Oregon law gives all employees sick time – including part time workers. If your employer has 10 or more employees or 6 or more if they have operations in Portland, you get PAID sick time.
You can use sick time for many reasons, including if you or a family member is sick, injured, experiencing mental illness, or need to visit the doctor.
- You can also use sick time if your child's school is closed by order of a public official for a public health emergency.
- Part time workers get sick time. Workers whose company is headquartered out of state get sick time.
- You get at least 1 hour of sick time for every 30 hours you work OR your employer can front-load 40 hours.
- You are eligible to use sick time on your 91st day of employment, but your employer can let you take leave sooner.
If you run out of sick time, you may be able to use Oregon Family Leave time (see below).
The Oregon Family Leave Act (OFLA) provides for time off for you to care for a sick child for an illness, injury, or condition that is not serious, and now after emergency rulemaking by Commisioner Val Hoyle, employees who need to care for a child whose school or place of care has been closed because of COVID-19.
It also provides for time off if you or a family member has a serious health condition, to grieve the death of a family member or to bond with a new child.
- OFLA time is protected but unpaid. You can use any accrued paid time you have.
- You are eligible for OFLA if you work for an employer with at least 25 employees and you have worked for your employer for 180 days before taking leave.
- For most purposes you must also have worked an average of at least 25 hours per week in the 180 days before taking leave.
- Employers must pay workers by the close of the next business day during a layoff expected to last more than 35 days.
- Employers do not have to pay out unused sick time or vacation time upon termination unless they’ve committed to doing so in their policies. However, employees have a right to their previous unused sick time bank if they’re re-hired within 180 days.
New federal protections for COVID-19/coronavirus
The Families First Coronavirus Response Act requires covered employers to provide emergency paid sick leave or expanded family and medical leave for specific reasons related to COVID-19:
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Emergency Sick Leave
- Two weeks (up to 80 hours) at full pay because of the employee is quarantined and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; OR
- Two weeks (up to 80 hours) at two-thirds pay to care for an individual subject to quarantine (pursuant to Federal, State, or local government order or advice of a health care provider), or care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19.
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Expanded FMLA for employees employed for at least 30 days = Up to an additional 10 weeks of paid expanded family and medical leave at two-thirds the employee’s pay as leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19.
- Potential exemptions for employers with fewer than 50 employees.
Predictive scheduling laws protect workers from last minute scheduling changes that could negatively impact their income.
We continue to hear anecdotal reports of people experiencing discrimination because of fears of coronavirus, particularly around race or national origin.
A business cannot turn you away (and your employer can’t ask you to leave work) simply because they think your race or national origin make you more likely to have or spread coronavirus.
Discrimination based on race, national origin, age, sex, religion, sexual orientation, disability, and other characteristics is illegal and wrong.
(Please note that the Oregon Employment Department handles these benefits.)
The quickest way to file a claim for unemployment benefits or get help is to use their online services.
Unemployment benefits are available in a lot of circumstances to help Oregonians who are being laid off or are temporarily out of work.
If you have been laid off or your hours have been cut, you should
file your claim with the Oregon Employment Department.
Additional contact information for the Oregon Employment Department:
Email
OED_COVID19_Info@oregon.gov
Portland Area: (503) 292-2057
Salem Area: (503) 947-1500
Eastern/Central Oregon/Bend: (541) 388-6207
TOLL FREE: (877) 345-3484
Stay up to date on recent press and news releases from the Bureau of Labor and Industries.
Make a public records request.
Labor Commissioner Val Hoyle has made emergency rules during the COVID-19 pandemic on Oregon Family Leave and overtime rules in manufacturing.