However, employees in production plants must have overtime after 10 hours a day. Special overtime regulations also apply to government agencies, public works projects, canneries and certain hospital workers. In this example, Mary receives her regular salary for the 50 hours she worked. Your overtime pay of $200 is then added to this amount, for a total of $2,200. Employees who work in canneries, dryers or packing plants that are NOT located on a farm that primarily processes products manufactured in that facility must receive one and a half times their regular wages for all hours worked more than 10 hours per day or more than 40 hours per week, whichever is greater. Oregon labor laws require employers to provide paid, uninterrupted breaks of 10 minutes to employees 18 years of age and older for each four (4) hour segment or a substantial portion of it that they work during a work shift. Employers must provide employees under the age of 18 with 15 minutes of paid and uninterrupted breaks for each four (4) hour segment or part thereof during which they work during a work period. SRO 839-021-0072(1) Employers must provide breaks as follows: A new Oregon law clarifies Oregon`s laws on daily and weekly overtime and sets new maximum hour limits for certain Oregon employers. The new law, which was passed by Oregon Gov.

Kate Brown on Aug. 8. August 2017, requires most manufacturing employers to pay employees higher daily or weekly overtime if an employee works more than 10 hours in a single day and more than 40 hours in total in a single work week. The law also sets a fixed weekly limit of 55 hours for most workers in the manufacturing sector. In order to claim undue hardship, the employer must notify BOLI and obtain the written consent of each employee that the employer intends to work more than 60 hours per work week on the forms prescribed by BOLI. With the exception of employees under the age of 18, employers may require employees to respect their meal times if they prove that doing so would cause undue hardship to the employer`s operations and if they meet the requirements listed below. Note: The law treats seafood processors differently than other canneries, dryers or packing plants. Unless the worker works in a facility that meets the definition of a manufacturing establishment under section 652.020 of the ORS, non-exempt employees of a fish processor are entitled to overtime after 10 hours per day and after 40 hours per work week, but is not limited by maximum hourly rates. For example, Mary is paid $2,000 a week, no matter how many hours she works. This week, she worked 50 hours. Oregon farm overtime applies to certain farm employees. In fact, workers who work 100% of the working week in agriculture are exempt from overtime.

Daily overtime and maximum hours worked per day and per week of work apply if the establishment of the establishment constitutes „production“, i.e.: The process of using machinery to convert materials, substances or components into new products (for example, converting fish into dog food or fertilizer). An employee`s release status is determined by the type of work they perform and, for this reason, each employee`s release status may vary from day to day. Employees who perform exempt and non-exempt work are exempt from the provisions of ORS 652.020 only if they release more than 50% of their hours of work in one day. In other words, if the exempt entitlements do not represent more than 50% of the working time, all hours worked on that day are included in the calculation of daily overtime. Production personnel are limited to 13 hours per 24-hour period. There are also daily and weekly restrictions on the hours that minors (workers under 18) can work. Oregon labor laws require an employer to pay employees overtime, unless otherwise exempted, at 1 1/2 times the employee`s regular wage rate for all hours worked more than 40 hours in a work week. OR Labor Office FAQ: Overtime. For more information on overtime requirements, see the RSA: Overtime. Employers seeking an undue hardship exemption must file a notice with the Bureau of Labour and Industries.

In the event of undue hardship, the employee may agree in writing to work up to 84 hours per work week for four working weeks and up to 80 hours per work week for all remaining work weeks to the point of undue hardship.