by Meagan | Mar 5, 2026 | Payroll
Yes, a nonexempt employee can be paid on a salary basis rather than by the hour. However, this classification can be tricky in practice. It means that the employee is paid a set salary while still being eligible for overtime if they work more than 40 hours in a...
by Meagan | Feb 19, 2026 | Human Resources, Payroll
You can help prevent pay discrimination by basing all pay decisions on legitimate, job-related criteria. Here’s how to do that: Establish a clear, written compensation strategy that defines pay ranges, job classifications, and criteria for starting pay, raises, and...
by Meagan | Jan 20, 2026 | Human Resources, Payroll, Time & Attendance
You’re only required to pay overtime when a nonexempt employee works more than 40 hours in a workweek. Paid time the employee didn’t work—such as vacation, paid holidays, or sick leave—doesn’t count towards hours worked for overtime purposes. A couple of examples: If...
by Meagan | Jul 15, 2025 | Human Resources, Payroll
No, you shouldn’t wait to pay the employee. Under the Fair Labor Standards Act, wages are due on the regular payday for the pay period covered, regardless of whether the employee met your deadline for submitting their timesheet. Ultimately, the responsibility to track...
by Meagan | May 27, 2025 | Employment Law, Payroll
Effective July 1, 2025, the hourly minimum wages in Oregon will increase as follows: Portland Metro: $16.30 Standard: $15.05 Nonurban Counties: $14.05 You can review a minimum wage map here and see the schedule of increases here.
by Meagan | May 20, 2025 | Employment Law, Human Resources, Payroll
Generally, no. The National Labor Relations Act (NLRA) grants all non-supervisory employees (not just those in unions) the right to organize and engage in “concerted activity” for the purpose of mutual aid or protection. Concerted means “in concert,” meaning more than...
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