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Portland's Protected Sick Time law went into effect January 1, 2014. All employees who work at least 240 hours in a calendar year within the Portland city limits are entitled to earn and use sick time.
For full details and resources to help you understand and follow the regulations, please see the main web site, www.portlandoregon.gov/sicktime
All employers with employees working within the city of Portland must comply with the requirements of the Protected Sick Time law, including providing notice to employees of the business policies and procedures regarding notification and use of sick time. You may download and print the following poster (in Word or pdf) and letter template (in Word or pdf, or in Spanish in Word or pdf) for employee notification. See links below for more information about the Code, Administrative Rules, and information for employees.
On March 13, 2013, the Portland City Council passed an historic ordinance supporting human rights in the United States of America, and the health of businesses and employees here in Portland. Before the ordinance went into effect, up to 40% of employees in Portland didn't receive even a single day of paid sick leave. It is a public health concern when people who are sick with the flu have to choose between staying home to recover, and being able to pay their bills. Many employees choose to work sick so they can continue to provide for their families. These considerations led to the unanimous adoption by the Portland City Council of the Protected Sick Time ordinance, and the regulations in Chapter 9 in Portland City Code.
The 2013 State Legislature decided not to set statewide standards for Paid Sick Leave, via HB 3390 and SB 801. The Legislature will take up the matter again in the 2015 session. Please contact your State Senator and Representative to comment on upcoming bills to require Protected Sick Time statewide.
The City Attorney's office published the Administrative Rules on November 1, 2013, after the required posting, review and comment periods. See links below.