Establishes grant program for purpose of improving kindergarten student-to-teacher ratios in schools that are considered high poverty. Declares emergency, effective July 1, 2019.
Increases total amount allowed in tax year to all taxpayers as tax credits for donations to fiduciary organizations for distribution to individual development accounts. Increases maximum percentage of taxpayer donation for which credit may be allowed. Applies to tax years beginning on or after January 1, 2019, and before January 1, 2022. Updates and makes technical corrections to statutes governing individual development accounts. Takes effect on 91st day following adjournment sine die.
Provides funding to peer-run organizations in Portland metropolitan area, southern Oregon region and eastern and central Oregon region to operate peer respite centers to provide peer respite services to individuals with mental illness who experience acute distress, anxiety or emotional pain. Requires Oregon Health Authority to adopt criteria for peer respite centers that receive funding and to monitor compliance. Declares emergency, effective on passage.
Establishes salary threshold for employees who are exempt from overtime requirements. Makes conforming amendments.
Requires youth to consult with legal counsel, in person, by telephone or by video conference, prior to custodial interview with peace officer and before waiver of constitutional rights. Sets forth exceptions.
Requires certain insurers to reimburse cost of specified services provided by local mental health authorities. Requires coordinated care organization to contract with counties to reimburse cost of specified services provided to members of coordinated care organization by local mental health authorities.
Makes unlawful employment practice for employer to request employee to enter agreement that would prevent employee from disclosing or discussing conduct that constitutes unlawful discrimination, including sexual assault. Allows civil and administrative remedies for violation against unlawful employment practice. Makes unlawful employment practice for any person to aid, abet, incite, compel, coerce or conceal any acts prohibited under provisions of Act and any acts that constitute certain types of unlawful discrimination. Clarifies that employer's withholding of certain information from person who is owner, president, partner or corporate officer of employer, during course of employer's investigation, is not unlawful employment practice, provided that employer makes person aware of ongoing investigation. Allows person who is owner, president, partner or corporate officer to be held individually liable for engaging in prohibited acts. Requires all employers to adopt written policy containing procedures and practices for reduction and prevention of certain types of unlawful discrimination, including sexual assault. Requires employers to post notice in workplace and provide employees with copy of policy at time of hire. Requires Bureau of Labor and Industries to make available on bureau's website model procedures or polices that employers may use to establish employer policies. Makes voidable any agreement to pay severance pay to person found to have engaged in conduct that violates employer's policies or provisions of Act. Extends timeline for filing complaint with Commissioner of Bureau of Labor and Industries alleging certain unlawful employment practices. Extends statute of limitations from one year to seven years to file civil action for certain violations of law. Becomes operative January 1, 2020. Permits commissioner to adopt rules and take any action before operative date of Act that is necessary to enable bureau to exercise duties, powers and functions conferred on bureau. Takes effect on 91st day following adjournment sine die.
Adds businesses that individuals who identify as lesbian, gay, bisexual or transgender own to list of businesses eligible for certification by Certification Office for Business Inclusion and Diversity as necessary participants in certain public contracts. Becomes operative January 1, 2020. Takes effect on 91st day following adjournment sine die.
Expands definition of "family member" for purposes of family and medical leave. Makes family and medical leave requirements applicable to all employers, regardless of size of employer. Reduces number of days and hours employee must work for employer in order to become eligible employee. Extends length of leave employee may take for bereavement. Extends length of leave employee may take for family and medical leave. Requires employer to grant family leave with pay. Allows employee to determine order in which accrued leave is to be used when more than one type of accrued leave is available to employee. Allows employee who separates employment with employer to automatically reestablish eligibility to take family and medical leave if certain conditions are met. Allows recovery of compensatory and punitive damages for civil action brought alleging violation of family and medical leave requirements.
Requires person who owns assault weapon on effective date of Act to register assault weapon or take other specified action within one year of effective date of Act. Defines terms. Punishes violation by maximum of $2,000 fine, or by maximum of six months' imprisonment, $2,500 fine, or both, for second and subsequent convictions. Prohibits manufacture, transfer or possession of assault weapon except in specified circumstances. Punishes by maximum of 364 days' imprisonment, $6,250 fine, or both. Requires report of loss or theft of assault weapon. Punishes failure to report by maximum of 364 days' imprisonment, $6,250 fine, or both. Provides that information in report may not be used in prosecution for possession or transfer of assault weapon. Declares emergency, effective on passage.
