Source: https://www.oregonlaws.org/ors/2007/653.261
Timestamp: 2019-11-13 03:38:33
Document Index: 742180464

Matched Legal Cases: ['§5', '§1', '§2', '§9', '§1', '§1']

ORS 653.261 - Minimum employment conditions - 2007 Oregon Revised Statutes
2007 ORS Vol. 14 Chapter 653 Section 653.261
2007 ORS 653.261¹
(c) Notwithstanding ORS 653.256 (Civil penalty for general employment statute or rule violations) (1), in addition to any other penalty provided by law, the commissioner may assess a civil penalty not to exceed $2,000 against an employer that the commissioner finds has coerced an employee into waiving a meal period in violation of this subsection. Each violation is a separate and distinct offense. In the case of a continuing violation, each day’s continuance is a separate and distinct violation.
(d) Civil penalties authorized by this subsection shall be imposed in the manner provided in ORS 183.745 (Civil penalty procedures). All sums collected as penalties under this subsection shall be applied and paid over as provided in ORS 653.256 (Civil penalty for general employment statute or rule violations) (3). [1967 c.596 §5 (2), (3); 1971 c.492 §1; 1981 c.361 §2; 1985 c.99 §9; 2001 c.466 §1; 2007 c.167 §1]
Note: The amendments to 653.261 (Minimum employment conditions) by section 2, chapter 167, Oregon Laws 2007, become operative January 2, 2012. See section 3, chapter 167, Oregon Laws 2007. The text that is operative on and after January 2, 2012, is set forth for the user’s convenience.
653.261 (Minimum employment conditions). (1) The Commissioner of the Bureau of Labor and Industries may adopt rules prescribing such minimum conditions of employment, excluding minimum wages, in any occupation as may be necessary for the preservation of the health of employees. The rules may include, but are not limited to, minimum meal periods and rest periods, and maximum hours of work, but not less than eight hours per day or 40 hours per week; however, after 40 hours of work in one week overtime may be paid, but in no case at a rate higher than one and one-half times the regular rate of pay of the employees when computed without benefit of commissions, overrides, spiffs and similar benefits.