The state of Oregon recently passed a sick leave law that requires employers to provide their employees with paid sick leave. Specifically, the law mandates that employers provide 1 hour of paid sick leave for every 30 hours worked, up to a maximum of 40 hours per year.

However, for some employees who are part of a collective bargaining agreement, the rules around sick leave may be different. This is because the sick leave law includes language that allows employers and unions to negotiate different terms around sick leave and other benefits. As a result, it`s important for both employers and employees to understand how sick leave works within the context of a collective bargaining agreement.

One important thing to note is that if a collective bargaining agreement has been negotiated between an employer and a union, the terms of that agreement will generally override the state`s sick leave law. This means that if the agreement provides for more generous sick leave benefits than what is required by the state, the terms of the agreement will apply.

On the other hand, if the collective bargaining agreement provides for less generous sick leave benefits than what is required by the state, the state`s sick leave law will apply. For example, if the agreement only provides for 24 hours of paid sick leave per year, but the state requires 40, the employer must still provide the additional 16 hours of sick leave required by the state.

It`s also worth noting that the sick leave law allows for accrual caps, which means that an employer can limit the amount of sick leave an employee can accrue. However, any accrual cap must still be in compliance with the terms of the collective bargaining agreement.

In conclusion, while the state of Oregon has passed a sick leave law that requires employers to provide their employees with paid sick leave, the rules around sick leave may be different for employees who are part of a collective bargaining agreement. Employers and employees alike should be aware of the terms of the agreement and how they may impact sick leave benefits.