Oregon Payroll Rules

Frequency of Payments

You must pay your employees at least once every 35 days on scheduled paydays.

Manner of Payments

You may pay your employees by cash or check.

You may pay your employees via direct deposit or payroll card if the employee

• consents,
• can make an initial withdraw of their entire net wages without any costs or fees, and
• can choose another means of payment.

Payment Upon Separation

If you discharge an employee for any reason, you must pay them by the end of the first business day after their separation date.

If an employee quits or resigns voluntarily and gives you at least 48-hours’ notice (not including weekends or holidays), you must pay them on the last day of their employment.

If an employee quits or resigns voluntarily and is required to submit time records, then you must pay them within five (5) days after quitting.

If an employee quits or resigns voluntarily without notice, you must pay them by the next regularly scheduled payday.

If an employee is suspended or resigns due to a labor dispute (like a strike), you must pay them by the next regularly scheduled payday or within 30 days, whichever is sooner.

Deductions

You can only make a deduction from an employee’s paycheck if

• required by state or federal law;
• the employee gives written consent for a deduction that is for their benefit and recorded in the employer’s books;
• the employee voluntarily gives written consent for a deduction, if the recipient of the funds withheld is not the employer;
• the deduction is authorized by a collective bargaining agreement;
• the deduction is a garnishment authorized by the State of Oregon; or
• the employee gives written consent for the deduction to be made from their final paycheck as a repayment of a loan if
  • the employee voluntarily consented,
  • the loan was made for the employee’s benefit,
  • the loan was not for any purpose required by the employer,
  • the deduction is not more than the amount allowed by the State of Oregon, and
  • the deduction is recorded in the employer’s books.

You cannot make the following deductions from an employee’s paycheck:

• cash shortages;
• breakage, damage, or loss of the employer’s property;
• dishonored or returned checks;
• required uniforms;
• required tools; or
• other necessary items.

Uniforms & Other Required Equipment or Tools

You can require an employee to purchase a specific uniform. You cannot require an employee to purchase a “general” uniform, which is any clothing acceptable to be worn outside of work.

Pre-Hire Medical, Physical, & Drug Tests

Oregon does not have any laws about whether you can require employees to pay for pre-hire exams.

Notice of Wage Reduction

There are no laws dictating whether you have to notify an employee about the wage reduction.

Paystubs

On each payday, you must give each employee a list of the amounts and purposes of their deductions.

Recordkeeping

For each employee, you must keep the following records:

• full name and identifying symbol or mark, if used in place of the name on any time, work, or payroll records;
• home address;
• birthdate (if under 19);
• occupation;
• time of day and day of week the employee’s workweek begins;
• regular hourly rate of pay and the basis of pay (hourly, salary, commission, etc.);
• the amount and nature of any payment excluded from the regular rate of pay;
• hours worked each workday and workweek;
• total daily or straight-time wages earned;
• total premium pay for overtime worked;
• total additions to and deductions from an employee’s paycheck;
• the dates, amounts, and purpose of any additions to or deductions from an employee’s paycheck;
• total wages paid each pay period;
• date of each payday and pay period; and
• a symbol, letter, or other notation placed on pay records of any tipped employees.

If an employee works a fixed schedule, you can keep the following records instead of the hours worked each day and workweek:

• indicate any week where the employee adhered to the fixed schedule with a checkmark or other method, and
• the exact number of hours worked each day and workweek when the employee worked more or less than the fixed scheduled hours.

For executive, administrative, professional, or outside sales employees, you must keep the following records:

• full name and identifying symbol or mark, if used in place of the name on any time, work, or payroll records;
• home address;
• birthdate (if under 19);
• occupation;
• time of day and day of week the employee’s workweek begins; and
• basis on which wages are paid and method of calculation.

For employees who work in a hospital or similar institution and are paid for overtime for a work period of 14 consecutive days, you must keep the following records:

• full name and identifying symbol or mark, if used in place of the name on any time, work, or payroll records;
• home address;
• birthdate (if under 19);
• occupation;
• regular hourly rate of pay and the basis of pay (hourly, salary, commission, etc.);
• the amount and nature of any payment excluded from the regular rate of pay;
• total additions to and deductions from an employee’s paycheck;
• the dates, amounts, and purpose of any additions to or deductions from an employee’s paycheck;
• total wages paid each pay period;
• date of each payday and pay period; and
• time and day of week when the employee’s 14-day work period begins;
• hours worked each workday and total hours worked each 14-day period;
• total straight-time wages paid;
• total overtime wages paid for hours worked in excess of eight (8) hours in a workday and 80 hours in a work period; and
• a copy of the agreement explaining the terms of using a 14-day period for overtime pay calculations.

Notices

Oregon does not require you to post payroll-related notices.