Oregon State Minimum Wage Poster Poster Required

B   U   R   E   A   U       O   F       L   A   B   O   R       A   N   D       I   N   D   U   S   T   R   I   E   S 
  O R E G O N
 
 Brad Avakian, Commissioner 
 MINIMUM WAGE RATES 
 Effective July 1, 2017 to June 30, 2018 
   
 
An employer shall pay an employee no less than the minimum wage rate for the 
region in which the employer is located. (See region descriptions below.) 
Standard: $10.25 per hour 
Portland Metro: $11.25 per hour 
Nonurban Counties: $10.00 per hour 
 
All employers must 
comply with state laws 
regulating payment of 
minimum wage, 
overtime and general 
working conditions. 
   
Regions 
The “Standard’ rate  applies  to  the  following 
counties, with the exception of those areas located 
within  the  urban  growth  boundary  of  a 
metropolitan  service  district:  Benton,  Clackamas, 
Clatsop,  Columbia,  Deschutes,  Hood  River, 
Jackson,  Josephine,  Lane,  Lincoln,  Linn,  Marion, 
Multnomah,  Polk,  Tillamook,  Wasco, 
Washington, and Yamhill. 
The  rate  for  “Portland  Metro”  includes  areas 
located  within  the  urban  growth  boundary  of  a 
metropolitan service district. 
The rate for “Nonurban Counties” applies to the 
following  counties: Baker,  Coos,  Crook,  Curry, 
Douglas,  Gilliam,  Grant,  Harney,  Jefferson, 
Klamath,  Lake,  Malheur,  Morrow,  Sherman, 
Umatilla, Union, Wallowa, and Wheeler. 
Employer Location 
Employers  are  required  to  pay  their  employees  at 
least  the  minimum  wage  rate  in  effect for  the 
region where the employer is located.  Employees 
who  perform  more  than  50%  of  their  work  in  a 
pay  period  at  the  employer’s  permanent  fixed 
business  location  in  Oregon  must  be  paid  at  least 
the  minimum  wage  rate  for  the  region  in  which 
the  employer’s  business  is  located.    Employees 
who  make  deliveries  as  a  part  of  their  job  and 
who start and end their workday at the employer’s 
permanent fixed business location must be paid at 
least  the  minimum  wage  rate  for  the  region  in 
which  the  employer’s  business is  located.  
Employees who do not perform more than 50% of 
their  work  in  a  pay  period  at  the  employer’s 
permanent fixed business location in Oregon must  
be  paid  at  least  the  minimum  wage  rate  for  the 
region in which the employee performs work. 
General Working Conditions 
Overtime: Unless  exempt,  employees  must  be 
paid  time  and  one-half  the  regular  rate  of  pay  for 
any  time  worked  over  40  hours  a  week  or,  for 
domestic  workers  residing  in  the  home  of  the 
employer, over 44 hours a week.  
Tips: Employers  may  not  use  tips  as  credit 
toward minimum wages owed to an employee. 
Deductions: Employers  may  make  deductions 
from  wages  that  are  required  by  law;  authorized 
by  a  collective  bargaining  agreement;  are  for  the 
fair  market  value  of  meals  and  lodging  provided 
for the private benefit of the employee; are for the 
employee’s  benefit  and  are  authorized  in  writing; 
or  for  an  item  in  which  the  employer  is  not  the 
ultimate  recipient  and  the  employee  has 
voluntarily  signed  an  authorization.  An  itemized 
statement  of  deductions  made  from  wages  must 
be provided with each paycheck.  
Time  records must  be  kept  by  employers  for  at 
least two years.  Payroll records must be kept by 
employers for at least three years.  
Regular  paydays must  be  established  and 
maintained.  A  pay  period  may  not  exceed  35 
days. 
Meal periods of not less than 30 minutes must be 
provided  to  non-exempt  employees  who  work  six 
or  more  hours  in  one  work  period.  Ordinarily, 
employees are required to be relieved of all duties 
during  the  meal  period.  Under  exceptional 
circumstances, however, the law allows an  
employee  to  perform  duties  during  a  meal  period 
so  long  as  they  are  paid.  When  that  happens,  the 
employer  must  pay  the  employee  for  the entire 
meal period. 
Paid rest periods of at least 10 minutes for adults 
(15 minutes  for  minors)  must  be  provided  during 
each  four-hour  work  period  or  major  part  of  four 
hours  worked.  (There  are  narrow  exceptions  for 
adult  employees  working  alone  in  retail/service 
establishments.)  Certain  employers  are  required 
to provide  additional  rest periods  to  employees  to 
express  milk  for  a  child. With  the  exception  of 
certain tipped food and beverage  service  workers, 
meal  and  rest  periods  may  not  be  waived  or  used 
to  adjust  working  hours;  however,  meal  and  rest 
period  provisions  may  be  modified  by  the  terms 
of a collective bargaining agreement.  
Final  paychecks:  When  an employee  is 
discharged  by  an  employer  or  the  employee  and 
employer  mutually  agree  to  the  termination,  the 
final  paycheck  is  due  no  later  than  the  end  of  the 
first  business  day  after  the  discharge.  If  an 
employee  quits  with  48  hours  or  more  notice, 
wages are due on the last working day (excluding 
Saturdays, Sundays and holidays). If an employee 
quits  without  at  least  48  hours  notice,  wages  are 
due  in  five  days  (excluding  Saturdays,  Sundays 
and  holidays)  or  on  the  next  payday,  whichever 
occurs  first.  (There  are  some  exceptions.  Contact 
the  nearest  Bureau  of  Labor  and  Industries  office 
for information.)  
Domestic  Service  Employment: Special  rules 
apply  to  persons  employed  as  domestic  workers. 
Contact  the  Bureau  of  Labor  and  Industries  for 
more information. 
Employees may be eligible for the Earned Income Tax Credit (EITC or EIC), a benefit for working people with low to moderate income, particularly those 
with children. EITC reduces the amount of tax owed and may provide a refund. Visit these websites for additional information about how to qualify: 
Federal: https://www.irs.gov/credits-deductions/individuals/earned-income-tax-credit 
Oregon: https://www.oregon.gov/DOR/programs/individuals/Pages/credits.aspx
For Additional Information 
Contact  the Bureau of Labor and Industries:  
Online:  www.oregon.gov/boli  •  Email:  [email protected] 
Eugene 541-686-7623 Technical Assistance for Employers Program:  971-673-0824 
Portland 971-673-0761 TTY:  711 
Salem 503-378-3292  
This is a summary of Oregon’s laws relating to minimum wage and working conditions. It is not a complete text of the law. 
THIS INFORMATION MUST BE POSTED IN A CONSPICUOUS LOCATION 
PENALTIES: Willful failure to 
pay wages due to an employee 
upon termination may be 
penalized by continuation of the 
employee’s wages up to a 
maximum of 30 days.