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Oregon state government is committed to fair employment practices and non-discrimination, including equitable compensation, for all employees. The Equal Pay Project includes an analysis of the compensation of current state employees in the executive branch that perform similar work to assess and correct any wage disparities based on the law.
Oregon's Equal Pay Act was signed into law June 1, 2017, by Governor Kate Brown. This makes it unlawful for any Oregon employer to:
An equal pay analysis means an evaluation process to assess and correct wage disparities among employees who perform work of a comparable character.
Employees with similar bona fide factors (e.g., seniority, experience, education) should be compensated similarly.
Employees in the executive branch as of January 1, 2024, are in scope of this equal pay analysis. The analysis is currently being conducted and any pay adjustments as a result of the analysis will be effective June 1, 2024.
The equal pay analysis is currently being conducted and any pay adjustments as a result of the analysis will be effective June 1, 2024.
Executive branch employees will be notified via email in Summer 2024.
Employees in the executive branch, with the exception of the Secretary of State's Office, are within scope of this project. This includes represented, unrepresented, and management service as well as limited duration employees.
Employees are asked to update their Workday profile by December 31, 2023. These updates should reflect experience, both paid and unpaid (including the employee's current position), education (including whether a degree was received and field of study), and/or professional certifications. Employees are grouped by classification and then data analytics are used to determine the relationship between seniority, experience, education, and compensation to identify salary placement.
Yes, all employees in the executive branch, with the exception of the Secretary of State's Office and employees in management and executive service with the Oregon State Treasury should update their Workday profile information.
No, the purpose of the equal pay analysis is to ensure that individuals are compensated at equitable levels relative to others in their same job classification and who have similar seniority, experience, and education. If you believe your job is not in the correct classification, you may contact your agency Human Resource office or local union representative for information about requesting a classification review.
Yes, all employees can appeal their Equal Pay Analysis determination. Information about the appeals process and deadlines will be shared with all employees in the Spring of 2024.
June 1, 2024, is the effective date of any pay adjustments.
No, employees cannot be paid above the top step of their salary range.
Updating Profile Information
You can update your Workday profile information using the job aid: equal pay profile update.
Yes, please note the work out of class assignment and include your duties in your job history. Please don’t forget to include effective dates.
You can add a job history item and indicate you are on job rotation. Be sure to include the classification name, duties, and the dates.
If you are a represented employee, please follow the process outlined in your Collective Bargaining Agreement.
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