Loading policy item
SB 1518
The enrolled bill codifies Oregon minimum wage and overtime protections for domestic workers in private homes while explicitly excluding individuals providing "companionship services" under a frozen 2016 federal definition, unless employed by a third-party agency. It mandates overtime pay, rest periods, paid leave, and prohibits passport confiscation and harassment, shifting compliance obligations to private households and care agencies.
Generated explanation · Enrolled · Analyzed 8/20/2026 · Open official Enrolled text
Generated analysis of Enrolled text; it does not establish that the bill applies to you. Read the full decision brief.
No upcoming event is verified in the available records.
Enactment and effective dates are separate. Effective dates have not been verified here; provisions may take effect at different times. Check the official text.
Plain-language analysis
Generated analysis, not an official summary or legal advice. Confirm with linked Oregon documents.
This measure became law. Enactment does not establish that every provision is already effective; check each effective date in the official text.
The enrolled bill codifies Oregon minimum wage and overtime protections for domestic workers in private homes while explicitly excluding individuals providing "companionship services" under a frozen 2016 federal definition, unless employed by a third-party agency. It mandates overtime pay, rest periods, paid leave, and prohibits passport confiscation and harassment, shifting compliance obligations to private households and care agencies.
Basis: Bill text · Source: Enrolled
Official sources do not state why this measure was proposed.
Sponsor testimony, staff summaries, committee materials, or statutory findings may explain it.
Inferred from cited text; not a stated purpose.
The legislature likely intends to preempt potential federal deregulation that would expand the companionship exemption, while preserving direct-hire flexibility for families.
Basis: Inferred · Sources: Enrolled; Staff Measure Summary A
Gain statutory entitlements to overtime pay, mandatory rest days, paid personal leave, and explicit anti-harassment protections.
Basis: Bill text · Source: Enrolled
Remain exempt from minimum wage and overtime requirements if their duties align with the frozen federal definition.
Basis: Bill text · Source: Enrolled
Cannot apply the companionship exemption to their employees; must comply with full domestic worker wage, hour, and leave mandates.
Basis: Bill text · Source: Enrolled
Face new payroll tracking obligations, scheduling constraints, and potential cost increases for live-in or full-time help.
Basis: Bill text · Source: Enrolled
Gains statutory authority to adopt rules calculating overtime during travel and medical emergencies.
Basis: Bill text · Source: Enrolled
Employers must implement precise hour-tracking systems, pay 1.5x overtime after 40 hours (or 44 for live-in workers), guarantee 24 consecutive rest hours weekly, provide adequate sleeping quarters, and grant three paid leave days if the worker averaged 30+ hours weekly in the prior year.
Basis: Bill text · Source: Enrolled
Compliance costs will rise for households, potentially altering hiring practices or reducing hours. Enforcement depends on BOLI complaint processing; misclassification between "companionship" and "domestic service" poses a significant administrative risk.
Basis: Bill text · Source: Enrolled
Direct-hire caregiver
A direct-hire caregiver working 70 hours weekly suddenly receives substantial overtime compensation and three paid days off, stabilizing their income and preventing exploitation in an unregulated sector.
Basis: Bill text · Source: Enrolled
Private household employer
A family hiring a live-in companion for a disabled relative faces unexpected payroll liabilities because the worker's light medical tasks push them past the companionship threshold, forcing the family to terminate employment or drastically reduce care hours due to cost.
Basis: Bill text · Source: Enrolled
The statutory carve-out relies on subjective duty assessments rather than objective metrics, creating enforcement gaps where employers may reclassify compensated care work as exempt companionship to avoid payroll obligations.
Sources · Enrolled; Staff Measure Summary A
Expands wage and labor protections for direct-hire domestic workers at the cost of increased compliance burdens and payroll expenses for private households, while preserving an exemption for traditional companionship roles to avoid disrupting informal care networks.
Reduces financial precarity and burnout among direct-hire caregivers through guaranteed overtime, rest periods, and paid leave.
Basis: Bill text · Source: Enrolled
Establishes clear anti-harassment and passport-confiscation prohibitions, addressing documented vulnerabilities in private-home employment.
Basis: Bill text · Source: Enrolled
Increases payroll and administrative costs for private households, potentially reducing demand for full-time domestic help or pushing informal arrangements underground.
Basis: Bill text · Source: Enrolled
Creates ambiguity around the frozen 2016 federal definition, increasing litigation or audit risk when workers perform hybrid companionship and domestic service duties.
Basis: Bill text · Source: Enrolled
The enrolled version is textually identical to the Senate Amendments version regarding the core provisions. Both versions amend ORS 653.020 to list employee exemptions and amend ORS 653.547 to define domestic workers, mandate overtime/rest/leave requirements, prohibit passport confiscation and harassment, and grant BOLI rulemaking authority for travel/emergency overtime calculations. No substantive changes were introduced between the two provided versions.
No substantive change identified.
Tradeoff: Expands wage and labor protections for direct-hire domestic workers at the cost of increased compliance burdens and payroll expenses for private households, while preserving an exemption for traditional companionship roles to avoid disrupting informal care networks.
Model self-rating: high. The enrolled bill text is explicit regarding exemptions, mandates, and definitions. Official fiscal and staff summaries confirm the mechanism and note minimal revenue impact. The primary uncertainty lies in future BOLI rulemaking and real-world enforcement dynamics. This is the model’s assessment of its own analysis, not independent verification or human review.
Possible effects if adopted; not current bill text.
This proposal has not become law. The generated effects below describe what it would require if enacted.
The measure would clarify that individuals hired directly to provide companionship services to elderly or infirm persons in private homes are exempt from Oregon minimum wage and overtime requirements, while simultaneously codifying explicit statutory protections for other live-in domestic workers. Potential effects could include a two-tier compensation structure for home care, new compliance obligations for household employers regarding rest and leave, and direct alignment of the state definition with pre-2016 federal regulations.
Basis: Bill text · Sources: Senate Amendments to Introduced; Staff Measure Summary A
Official sources do not state why this measure was proposed.
Sponsor testimony, staff summaries, committee materials, or statutory findings may explain it.
Inferred from cited text; not a stated purpose.
The legislature likely intends to preserve the historical exemption for direct-hire companions while closing a potential classification loophole that allowed third-party agencies to mislabel employees as exempt companions. The explicit carve-out for third-party employers and the freeze on the federal regulatory definition suggest an effort to stabilize wage expectations for home care providers without disrupting private household hiring practices.
Basis: Inferred · Source: Senate Amendments to Introduced
Potential effect if enacted: Exempt from state minimum wage and overtime mandates, allowing flexible scheduling and potentially lower labor costs for private households.
Basis: Bill text · Source: Senate Amendments to Introduced
Potential effect if enacted: Gain statutory entitlements to overtime pay after 40/44 hours, guaranteed 24-hour weekly rest, eight consecutive daily sleep hours, paid personal leave, and explicit anti-harassment protections.
Basis: Bill text · Source: Senate Amendments to Introduced
Explicitly excluded from the companionship exemption; would have to comply with standard wage, overtime, and working condition laws for employees providing similar services.
Basis: Bill text · Source: Senate Amendments to Introduced
Potential effect if enacted: Face new administrative and financial obligations to track hours, provide adequate sleeping accommodations, grant paid leave, and maintain a harassment-free environment for live-in staff.
Basis: Bill text · Source: Senate Amendments to Introduced
Household employers would have to implement precise hour-tracking systems to trigger overtime thresholds, potentially increasing payroll costs for extended care schedules.
Basis: Bill text · Source: Senate Amendments to Introduced
Potential effect if enacted: Enforcement relies entirely on worker complaints and BOLI investigations, as private residences are not subject to routine workplace inspections.
Basis: Bill text · Source: Senate Amendments to Introduced
Potential effect if enacted: The measure carries minimal fiscal impact on state government, with compliance costs absorbed directly by private households and home care agencies.
Basis: Official analysis · Sources: Fiscal Impact Statement A; Revenue Impact Statement A
Low-income family with an elderly relative requiring round-the-clock care
Potential effect if enacted: The family secures a live-in companion at a sustainable cost because the statutory exemption prevents wage floors from pricing them out of the market, while the companion retains the explicit right to refuse work beyond agreed hours and is guaranteed uninterrupted sleep and paid leave if averaging 30+ hours weekly.
Basis: Bill text · Source: Senate Amendments to Introduced
Live-in domestic worker misclassified as a companion
Potential effect if enacted: An employer schedules the worker for 80+ hours weekly, denies adequate sleeping space, and withholds overtime pay by falsely labeling the role as companionship. The private residence setting prevents detection until BOLI investigates a harassment complaint, leaving the worker without back wages or rest accommodations.
Basis: Bill text · Source: Senate Amendments to Introduced
Potential effect if enacted: bill_text
Sources · Senate Amendments to Introduced
Potential effect if enacted: The measure balances household affordability and care access against uniform wage standards by exempting direct-hire companions from minimum wage and overtime rules while codifying explicit protections for other live-in domestic workers.
Would reduce compliance burdens and payroll costs for families hiring direct companions, potentially increasing access to affordable eldercare.
Basis: Bill text · Source: Senate Amendments to Introduced
Would provide clear, statutory baselines for rest, sleep, leave, and workplace safety for domestic staff, reducing ambiguity in private employment relationships.
Basis: Bill text · Source: Senate Amendments to Introduced
Would create a two-tier wage system that may depress compensation or working conditions for direct companions who lack statutory floor protections.
Basis: Bill text · Source: Senate Amendments to Introduced
Potential effect if enacted: Places enforcement and compliance burdens on private households where violations are difficult to monitor without worker reporting.
Basis: Bill text · Source: Senate Amendments to Introduced
Model self-rating: high. The bill text is explicit regarding exemptions, definitions, and statutory mandates. Official fiscal and revenue statements confirm minimal state impact. The comparison with the previous version shows substantive identity. This is the model’s assessment of its own analysis, not independent verification or human review.
This proposal has not become law. The generated effects below describe what it would require if enacted.
If adopted, the amendment would statutorily mandate overtime pay, guaranteed rest periods, paid personal leave, and anti-harassment protections for domestic workers in Oregon, while clarifying that the minimum wage and overtime exemption for companionship services would apply only under a specific historical federal regulatory definition and explicitly excludes workers employed by third-party home care agencies. Potential effects could include increased payroll compliance costs for employers of live-in or regular domestic staff, expanded BOLI enforcement authority, and a narrowed scope of exempt companionship roles.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Official sources do not state why this measure was proposed.
Sponsor testimony, staff summaries, committee materials, or statutory findings may explain it.
Inferred from cited text; not a stated purpose.
The amendment likely aims to align Oregon’s domestic worker exemption with a specific historical federal standard while preventing home care agencies from claiming the exemption for workers they directly employ.
Basis: Inferred · Sources: Amendment -1 — proposed amendment; Staff Measure Summary A
Potential effect if enacted: Gain statutory overtime, rest, leave, and anti-harassment protections unless they meet the narrow exemption criteria.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Explicitly excluded from the exemption; would have to comply with new wage, hour, and leave requirements for qualifying employees.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Potential effect if enacted: Face new obligations to provide adequate sleep space, permit food autonomy, guarantee 24-hour weekly rest, and track overtime thresholds (40 vs. 44 hours).
Basis: Inferred · Source: Amendment -1 — proposed amendment
Potential effect if enacted: Gains rulemaking authority to calculate overtime during travel/medical emergencies and assumes enforcement responsibility for the new provisions.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Employers would have to implement payroll tracking for overtime thresholds, accrue paid leave, and adjust living arrangements for live-in staff.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Potential effect if enacted: Workers gain enforceable rest periods and anti-retaliation safeguards, shifting risk from wage theft to employer compliance.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Enforcement relies on BOLI investigations; misclassification between exempt companionship roles and covered domestic service could trigger compliance disputes.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Potential effect if enacted: The jurisdiction remains Oregon law, though it incorporates a federal regulatory definition by reference.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Live-in caregiver for an elderly client
Potential effect if enacted: Works 65 hours weekly, receives overtime pay at 1.5x rate, is guaranteed 24 consecutive hours of rest plus 8 hours in each 24-hour period, receives three paid leave days annually, and has legally protected autonomy to cook their own meals without employer interference.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Family hiring a part-time housekeeper for 35 hours weekly
Potential effect if enacted: Faces unexpected payroll complexity and costs to track overtime, accrue leave, and document rest periods, potentially leading them to reduce hours below the threshold or shift to informal cash arrangements to avoid compliance burdens.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Potential effect if enacted: The exemption hinges on the 2016 federal regulatory definition and third-party employment status; blurred role boundaries create enforcement gaps where duty creep masks domestic service as companionship.
Sources · Amendment -1 — proposed amendment
Potential effect if enacted: Expanding statutory labor protections for domestic workers increases employer compliance costs and administrative burden while reducing the risk of wage theft and exploitation in a historically unregulated sector. Upsides include guaranteed rest, anti-harassment safeguards, and clearer exemption boundaries; downsides include payroll complexity, potential cost pass-throughs to families, and enforcement challenges around role classification.
Potential effect if enacted: Guaranteed rest periods and paid leave reduce caregiver burnout and improve service continuity for vulnerable clients.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Potential effect if enacted: Explicit anti-harassment and anti-retaliation provisions create enforceable workplace standards for isolated domestic workers.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Potential effect if enacted: Small employers face payroll tracking and leave accrual costs that may exceed the value of part-time domestic services.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Potential effect if enacted: Ambiguity in third-party employment definitions may create compliance uncertainty for contracted staffing arrangements.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Model self-rating: high. Analysis is grounded exclusively in the provided proposed amendment text and official committee/fiscal summaries. No external speculation or unverified claims are included. This is the model’s assessment of its own analysis, not independent verification or human review.
This proposal has not become law. The generated effects below describe what it would require if enacted.
The amendment would replace a legislative study mandate with substantive labor standards for domestic workers, explicitly defining the companionship services exemption by reference to federal regulations and carving out third-party home care employees. It would impose mandatory overtime pay, rest periods, paid leave, food preparation rights, and anti-harassment/anti-retaliation protections on private household employers, while granting BOLI rulemaking authority for travel and emergency overtime calculations. Material consequence: thousands of direct-hire home care workers gain enforceable state wage and condition protections, private households face new compliance obligations, and regulatory oversight shifts from a study to active enforcement.
Basis: Inferred · Sources: Amendment -1 — proposed amendment; Staff Measure Summary A; Staff Measure Summary A
Official sources do not state why this measure was proposed.
Sponsor testimony, staff summaries, committee materials, or statutory findings may explain it.
Inferred from cited text; not a stated purpose.
The measure appears designed to align Oregon’s companionship services exemption with the 2013 federal rule that distinguished between direct hires and agency-employed workers, thereby closing a coverage gap for third-party home care employees while preserving the exemption for private family arrangements.
Basis: Inferred · Sources: Amendment -1 — proposed amendment; Staff Measure Summary A
Potential effect if enacted: Gain statutory entitlements to overtime pay, guaranteed rest periods, paid personal leave, food preparation autonomy, and explicit anti-harassment and anti-retaliation protections previously unavailable under the broad exemption.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Explicitly removed from the companionship exemption; would have to now receive standard minimum wage and overtime under Oregon law, aligning state coverage with existing federal requirements but removing ambiguity.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Potential effect if enacted: Assume new compliance obligations including hourly tracking, overtime calculation, scheduling 24-hour rest periods, providing three paid leave days (if averaging ≥30 hours/week), and maintaining a harassment-free workplace. Cannot retain worker passports under any circumstances.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Potential effect if enacted: Gains direct enforcement jurisdiction over private home employers and rulemaking authority to standardize overtime calculations during travel and medical emergencies.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Employers would have to implement precise timekeeping and payroll systems to track overtime thresholds (40 hours/week, or 44 for live-in workers) and calculate three paid leave days based on prior-year averages. Enforcement would rely almost entirely on worker complaints due to the private nature of domestic work, increasing risk of wage theft if tracking is inadequate.
Basis: Inferred · Source: Amendment -1 — proposed amendment
The statutory ban on requesting passport possession would eliminate a common coercive practice, but compliance would depend on worker awareness and willingness to report violations in isolated settings.
Basis: Inferred · Source: Amendment -1 — proposed amendment
BOLI would need to develop administrative rules for travel and emergency overtime calculations, creating a short-term regulatory development burden before enforcement standards are clear.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Live-in caregiver for an elderly family member
Works 65 hours per week continuously. Under the amendment, receives overtime pay for 25 hours at 1.5x base rate, is guaranteed eight consecutive hours of uninterrupted sleep each day with adequate sleeping conditions, and accrues three paid personal leave days annually due to averaging over 30 hours weekly. This prevents exhaustion-related injury and would provide financial stability.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Family hiring part-time housekeeping assistance
Hires a worker for 15 hours weekly. The family would lack payroll infrastructure, finds the mandatory rest-day scheduling and leave-accrual tracking overly complex, and terminates the arrangement to avoid compliance risk. The worker loses income, and the family shifts to informal cash payments, eliminating all legal recourse and protections.
Basis: Inferred · Source: Amendment -1 — proposed amendment
The text would legally permit direct-hire companionship service exemptions. Misclassifying agency-employed workers as direct hires to claim this exemption would unlawfully deny them overtime and leave protections, exploiting the private-home setting to evade BOLI oversight.
Sources · Amendment -1 — proposed amendment
Expanding baseline labor protections to vulnerable home care workers increases household compliance costs and may reduce informal employment flexibility, but it would establish clear standards for compensation, rest, and anti-harassment safeguards.
Potential effect if enacted: Predictable overtime compensation and mandatory rest periods reduce caregiver burnout and improve health outcomes.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Potential effect if enacted: Explicit anti-harassment, anti-retaliation, and passport-retention bans provide direct legal recourse against exploitation.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Potential effect if enacted: Private households face administrative and financial burdens for tracking hours, calculating leave, and scheduling rest periods.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Potential effect if enacted: Complex compliance requirements may deter some families from hiring formal assistance, potentially shrinking the legal workforce and increasing reliance on unregulated arrangements.
Basis: Inferred · Source: Amendment -1 — proposed amendment
Model self-rating: high. The amendment text is explicit in its statutory changes, definitions, and obligations. Fiscal impacts are officially documented as minimal/no revenue impact. Inferences regarding compliance burden and enforcement reliance are grounded in the private nature of domestic work and standard labor law implementation patterns. This is the model’s assessment of its own analysis, not independent verification or human review.
32 records currently loaded
Records available in the current snapshot.
Earliest loaded signal
Introduced bill text posted
Posted Jan 28, 2026, 3:25 PM PST
AI-assessed adopted replacement
The adopted rewrite removes the generic study and substitutes operative domestic-worker wage law.
AI assessment dated 2026-09-29. This classification is separate from enactment and legal effect.
Evidence snapshot: 2026-09-29. Later legislative records are not automatically reassessed.
Policy purpose: substantially changed.
Reviewer: /root/review_recent_a · 2026-09-29
AI-assessed adopted replacement
The adopted rewrite removes the generic study and substitutes operative domestic-worker wage law.
Policy purpose: substantially changed.
“SECTION 1. The Bureau of Labor and Industries shall study issues relating to worker 5 protections. The bureau shall submit a report in the manner provided by ORS 192.245, and 6 may include recommendations for legislation, to the interim committees of the Legislative 7 Assembly related to labor and business no later tha”
Introduced
“SECTION 1. ORS 653.020 is amended to read: 5 653.020. ORS 653.010 to 653.261 do not apply to any of the following employees: 6 (1) An individual employed in agriculture if: 7 (a) Such individual is employed as a hand harvest or pruning laborer and is paid on a piece-rate 8 basis in an operation which has been, and ”
A-Engrossed
Reviewer: /root/review_recent_b · 2026-09-29
AI-assessed adopted replacement
The adopted -1 amendment deletes the generic worker-protection study and inserts operative wage-law changes.
Policy purpose: substantially changed.
“SECTION 1. The Bureau of Labor and Industries shall study issues relating to worker 5 protections. The bureau shall submit a report in the manner provided by ORS 192.245, and 6 may include recommendations for legislation, to the interim committees of”
Introduced
“SECTION 1. ORS 653.020 is amended to read: 5 653.020. ORS 653.010 to 653.261 do not apply to any of the following employees: 6 (1) An individual employed in agriculture if: 7 (a) Such individual is employed as a hand harvest or pruning laborer and is paid on a piece-rate 8 basis in an operation ”
A-Engrossed
“Gut and stuff” research tracks substantial replacements of a bill’s substantive text. Policy change is assessed separately: a rewrite can retain the same purpose. A proposed amendment is counted as adopted only when the official evidence supports adoption.
Two subscription subagents independently examine the same official evidence without seeing each other’s answers. An additional subagent can adjudicate disagreements against the sources. Unsupported conclusions, missing evidence, and unresolved disagreements remain uncertain. Agreement is not a guarantee of accuracy.
Session totals count each HB or SB once, including bills that did not become law. Resolutions and memorials are excluded. Counts describe the research inventory, independent of your search, interests, following, and status filters. Missing or unassessed bills are not negative findings.
The replacement watch is a rule, not an AI assessment: a bill whose introduced text is a short study bill (a study word, at most three sections, under 400 words) or a blank form (a run of blanks, 300 words or fewer) is listed once a proposed amendment is posted for it. In the 2021 to 2026 training sessions, 271 of 374 such bills were later replaced; the rate is historical and says nothing about a particular bill’s intent.
Assessments are published research snapshots. Opening this page reads saved research and does not run an AI review. Refreshes require another evidence export, independent assessment, and validated import; reports do not continuously refresh. Each bill’s evidence and reviewer provenance are available on its detail page.
Follow the official text for SB 1518 and every amendment branch. Connections come from each amendment's stated base. Horizontal position shows when each document was first posted, when available.
Click a card to isolate its connected lines; use View summary to jump to its details. Horizontal position shows first posting time in Pacific Time. Drag or use the arrow keys to pan. Pinch with two fingers on mobile, or zoom with the controls, +/− keys, or Control/Command + scroll; press 0 to reset. Dashed branches remained proposals.
Selected document summary
Substantial replacement
What the document says to change
Delete lines 4 through 8 and insert:
Oregon records no individual sponsors.
Presession filing record
Printed pursuant to Senate Interim Rule 213.28 by order of the President of the Senate in conformance with presession filing rules, indicating neither advocacy nor opposition on the part of the President.
LC 155 draft
Date printed on LC draft: December 2, 2025
LC 155 became SB 1518
Mapping document posted: January 9, 2026 at 2:35 AM PST
LC0155_DRAFT_2026_Regular_Session
Senate Interim Committee on Labor and Business introduction work session
Committee meeting: January 13, 2026 at 11:30 AM PST
HR B
Committee introduction motion
Committee meeting: January 13, 2026 at 11:30 AM PST
A motion was made to adopt the listed legislative concepts as committee bills.
Official vote: 5-0-0
Committee introduction allows consideration; it does not imply every member supported the introduced or final text.
The text changed substantially while keeping measure number SB 1518.
Senate carrier
Senator Kathleen Taylor
Third Reading Of Senate Measures · Version A
House carrier
Representative Sue Rieke Smith
Third Reading Of Senate Bills · Version A
A carrier presents the measure or report but is not necessarily its sponsor or author.
Records already listed in Activity are not repeated here.
32 events
Full timeline
32 entries shown.
Effective date, January 1, 2027.
Chapter 2, 2026 Laws.
Governor signed.
Speaker signed.
President signed.
Third reading. Carried by Rieke Smith. Passed.
Ayes, 34; Nays, 6--Cate, Edwards, Elmer, Harbick, McIntire, Reschke; Excused, 18--Boice, Boshart Davis, Breese-Iverson, Diehl, Hartman, Helfrich, Levy B, Lewis, Lively, Nelson, Osborne, Skarlatos, Tran, Valderrama, Wallan, Watanabe, Wright, Yunker; Excused for Business of the House, 2--Bowman, Speaker Fahey.
Second reading.
Recommendation: Do pass.
Public Hearing and Work Session held.
Public Hearing and Work Session
Heard and Reported Out · Agenda item 1 · Room HR 60 · Clarifies the meaning of "companionship services" for purposes of minimum wage and overtime requirements for certain individuals performing such services.
Referred to Labor and Workforce Development.
First reading. Referred to Speaker's desk.
Third reading. Carried by Taylor. Passed.
Ayes, 26; Nays, 3--Girod, Linthicum, Robinson; Excused, 1--Drazan.
Second reading.
Senate Amendments to Introduced bill text posted
Recommendation: Do pass with amendments. (Printed A-Eng.)
Public Hearing and Work Session held.
Public Hearing and Work Session
Heard and Reported Out · Agenda item 2 · Room HR E · Requires the Bureau of Labor and Industries to study issues relating to worker protections.
IS_Impact SB 1518 1
Revenue Impact Statement
Amendment -1 adopted
Informational Meeting held.
Informational Meeting
Heard · Agenda item 5 · Room HR E · Requires the Bureau of Labor and Industries to study issues relating to worker protections.
Amendment -1 proposed
Referred to Labor and Business.
Introduction and first reading. Referred to President's desk.
Source title: Clarifies the meaning of "companionship services" for purposes of minimum wage and overtime requirements for certain individuals performing such servicesThis source title may describe an earlier version. Read the current brief and version history above.
“Clarifies the meaning of "companionship services" for purposes of minimum wage and overtime requirements for certain individuals performing such services.”
Confirm with the official record.
Supplemental, source-linked analysis from project researchers and community contributors. It is separate from Oregon's official record.