If you employ full-time staff, seasonal crews, or part-time help in Oregon’s wine industry, there’s a new law that could change how you approach labor planning and workplace disputes—especially during your busiest seasons. Oregon Senate Bill 916 (SB 916) makes Oregon the first state in the country to offer unemployment insurance (UI) benefits to both public and private sector employees who are engaged in a labor strike. Why Provide Unemployment Benefits to a Striking Workforce? Lawmakers behind the bill say it’s about fairness. Their argument is that workers who are lawfully on strike shouldn’t be forced to choose between standing up for better conditions and being able to pay their bills. They point out that most strikes in Oregon don’t last long—about eight or nine weeks on average—and believe a short-term safety net could lead to more productive negotiations. But not everyone agrees. Many employers, especially in agriculture and manufa

Starting January 1, 2026, a new Oregon law will significantly reshape how liability works in private construction projects. Under Senate Bill 426 (SB 426), property owners and general contractors can now be held liable for wage theft committed by subcontractors, even those buried deep in the contracting chain. Oregon Gov. Tina Kotek signed SB 426 into law on June 9, 2025. It’s a landmark move—and one that raises the stakes for compliance. Here’s what Oregon businesses need to know, and how they can start preparing now. What’s the Big Change Under SB 426? If you’re a property owner or GC in Oregon, SB 426 brings a shift in risk you can’t afford to ignore. The law says you are jointly and severally liable for unpaid wages, penalties, and benefits owed by any subcontractor working under your contract—even if you weren’t directly involved and had no knowledge of the issue. In short, it’s no longer enough to say, “That wasn’t

Join employment and immigration attorneys at CMPR and FBCL for a discussion on preparing for and responding to ICE raids. Topics Audits vs. Raids Judicial vs. Administrative Warrants Written Response Plan Response Team Training I-9 Compliance Constitutional Rights Enhanced Documentation Avoiding Discrimination Claims Speakers Arif Virji, Esq. Samantha Pungprakearti, Esq. Justin Hein, Esq. Julia D. Marquez, Esq Lucy F. Lee, Esq. Tuesday, April 29, 2025, 11am-12:30 10:30 a.m. - Registration for In-Person Attendees 11:00 a.m. - Program Lunch included, no cost Join us in-person or remotely by Zoom Register Here

State and Federal COVID-19 Leave Laws Are Set to Expire on September 30, 2021 As of the date of this article, both the federal and the California COVID-19 leave laws are set to expire on September 30, 2021 and it does not appear that either the State or Federal legislatures will be extending these provisions. The California law, SB-95, requires employers with 26 or more employees to provide up to 80 hours of supplemental paid sick leave for COVID-19 reasons from January 1 to September 30, 2021. The American Rescue Plan Act, which was passed by Congress earlier this year, extended the ability of employers to take a tax credit against their payroll taxes for offering leave to employees for COVID-19 reasons through September 30, 2021. Additionally, the optional COVID-19 related leaves under the federal law, Emergency Paid Sick Leave and Emergency FMLA, both expire on September 30. After September 30, 2021, employers with 26 or more employees will no longer be required to provide the COVID