The new employment law: Why you should read the bill

How can you prove that you were actually employed?

That depends on how the law is interpreted.

The Oregon Employment Employment Office’s definition of “employee” under the Oregon Employee Retirement System Act, which went into effect in January 2018, is broad.

It is broad enough to include anyone who “regularly, actively and regularly employ[s] the same or similar employees, who are employed for wages or salary, at the same place and under the same conditions, with the same remuneration, in the same manner and for the same purposes.”

The OER Act also requires employers to establish and maintain a system for verifying employment, which includes a system to collect and verify the employment record of employees and their dependents, and for reporting information to the OER.

The employer has the option of making a certification, but it is not required to do so.

Employees must also pay payroll taxes, which employers must collect, and employers must maintain an employee payroll database that includes information on all employees who have worked for the employer at any time since they started working.

The Oregon Employee Pension Plan (EIP) is an exception to the payroll tax requirement.

Employees who are covered by the EIP are also required to pay the federal tax on the amount of their benefits received from their employer.

The employment law also mandates that employers pay a tax on their payroll to the Oregon State Treasurer.

In addition, employers must provide information to employees on their employment records, such as the dates they started, their wages and salaries, and how long they have worked.

The new employment laws are the latest in a series of changes in the law since the last time the Oregon Legislature passed it in 2010.

The last time employers paid the tax on payroll was in 2016, when Oregon voters approved Proposition 1A, which made Oregon the first state in the nation to pass a statewide minimum wage increase to $15 per hour.

The ORE Act also sets the wage at $15.50 an hour, but employers can increase the minimum wage up to the level of the Oregon Labor Commission’s recommendation, or the level set by the Oregon Employment Board.

Employers can also increase the hourly rate of pay by 5 cents per hour, as long as they do not impose an increase beyond the maximum rate of $15, or impose a higher minimum wage.

Oregon voters also approved Measure M, which sets the minimum hourly wage at an additional $10.10 per hour by 2020, and the wage will rise to $11 per hour in 2021.

In addition, in 2018, the Oregon Senate approved a bill that included $5,000 in retroactive funding for the Oregon Workforce Development Authority (OWDA), which helps pay for job training and other related programs for workers.

The ORE Law also included a measure that allowed Oregon businesses to apply for federal subsidies for their employees’ childcare expenses and other childcare expenses, and it created a state program for Oregon businesses that pays employees up to $100 a week for their own childcare expenses.

In 2018, lawmakers also passed a bill which made it a crime to use any device, including the Internet, to harass, intimidate, or interfere with an Oregon worker.

The law also made it illegal to retaliate against an employee or the agency that employs an employee, including using an employer’s computer or cellphone to make derogatory comments about an employee’s race, sex, disability, sexual orientation, religion, political affiliation, ancestry, age, marital status, or other protected characteristics.

The law also makes it illegal for employers to discriminate against an Oregon employee on the basis of race, color, national origin, religion or ancestry, ancestry status, gender, sexual preference, gender identity or expression, age or disability, pregnancy, or any other basis protected by the law.

If you believe you were fired or laid off because of your employment, you can file a claim with the ORE.

You may also file a complaint with the Equal Employment Opportunity Commission.

Oregon employers who hire people who are ineligible to work because they have been convicted of a felony, have a record of domestic violence, or are on probation, may be required to retrain their workers for a period of up to 30 days before the employee can return to work.

The unemployment rate is the unemployment rate plus the number of people who applied for jobs in the last 12 months.

In 2018, Oregon unemployment was 3.6%.

The unemployment rate for 2017 was 5.6%, the lowest since 1975.

The state unemployment rate was 4.2% in January.

The number of Oregonians seeking employment dropped in the first half of 2018, but continued to rise throughout the year.

Oregon’s unemployment rate fell to 7.9% in the second half of the year from 9.1% in April.