Pending the governor’s signature, effective July 1, 2024, SB 1515 transfers most leaves covered by the Oregon Family Leave Act (OFLA) to Paid Leave Oregon (PLO) to prohibit leave “stacking.”
OFLA will retain only a few types of leave that are not captured by PLO. The bill further clarifies how leave benefits may be used under the updated laws, including how certain employers can navigate the state’s predictive scheduling law:
- OFLA will cover sick child leave, bereavement leave, pregnancy disability, and foster care and adoption leave, while PLO will continue to cover family leave, medical leave, and safe leave.
- Employees may supplement PLO benefits with accrued paid time off (PTO) to receive 100% of their regular wages during leave. This means that the Oregon Employment Department that manages PLO will need to develop a system to share benefit amount information with employers so that they know how much accrued PTO to use.
- Large employers in retail, hospitality, and food service industries will also be exempt from extra compensation requirements under Oregon’s predictive scheduling law for employees providing less than 14 days’ notice for OFLA or PLO leave or their return to work.
With the ever-evolving landscape of employee leave, Sparrow’s here to keep you informed and help businesses like yours care for their employees.
Learn how our end-to-end leave management service does the heavy lifting for People teams while creating a stress-free employee experience.