Employment Offer Letter - Oregon

TABLE OF CONTENTS

1. Company Header
2. Candidate Information
3. Position Details
4. Compensation
5. Benefits Summary
6. At-Will Employment Disclaimer
7. Reporting Structure & Work Location
8. Contingencies
9. Oregon-Specific Requirements
10. Confidentiality & Intellectual Property
11. Acceptance & Signature Block
12. Oregon State Notes

EMPLOYMENT OFFER LETTER — OREGON

1. COMPANY HEADER

[COMPANY NAME]
[COMPANY ADDRESS]
[CITY], Oregon [ZIP CODE]
Phone: [PHONE NUMBER] | Email: [EMAIL ADDRESS]

Date: [__/__/____]

2. CANDIDATE INFORMATION

To:
[CANDIDATE FULL NAME]
[CANDIDATE ADDRESS]
[CITY], [STATE] [ZIP CODE]

Re: Offer of Employment

Dear [CANDIDATE FIRST NAME],

We are pleased to extend this offer of employment with [COMPANY NAME] (the "Company"). This letter sets forth the terms and conditions of your employment, subject to the contingencies described herein.

3. POSITION DETAILS

4. COMPENSATION

4.1 Base Compensation

☐ Annual Salary: $[________________________________] per year, paid on a [☐ monthly ☐ semi-monthly ☐ bi-weekly] basis.

☐ Hourly Rate: $[________________________________] per hour.

4.2 Salary History and Pay Setting

The Company has not sought your wage-rate history and has not screened you or set this position's compensation based on current or past compensation. ORS 659A.357 permits only a limited post-offer confirmation of prior compensation when the prospective employee gives written authorization; the Company will not request that confirmation unless counsel approves the process.

4.3 Overtime

If the position is classified nonexempt, the Company will record and pay all compensable time, including overtime, under the federal and Oregon rules applicable to the actual duties, industry and workweek. The workweek begins [DAY/TIME] and ends [DAY/TIME].

4.4 Bonus / Commission Structure

☐ Signing Bonus: $[________________________________], subject to the following terms: [________________________________]

☐ Performance Bonus: [________________________________]

☐ Commission Plan: [________________________________]

☐ Not Applicable

5. BENEFITS SUMMARY

You will be eligible for the following benefits, subject to plan terms and applicable waiting periods:

6. AT-WILL EMPLOYMENT DISCLAIMER

IMPORTANT — PLEASE READ CAREFULLY:

The parties intend employment to be at will to the extent permitted by controlling law. Either party may end the relationship at any time, subject to statutes, protected rights, signed agreements, collective bargaining obligations and other controlling law.

No manager, supervisor, or representative of the Company, other than [AUTHORIZED OFFICER TITLE], has the authority to enter into any agreement for employment for any specified period of time or to make any agreement contrary to the foregoing by written agreement signed by [AUTHORIZED OFFICER TITLE].

7. REPORTING STRUCTURE & WORK LOCATION

8. CONTINGENCIES

This offer is contingent upon the satisfactory completion of the following:

☐ Criminal-History / Background Check — Inquiry timing and statutory exceptions reviewed under ORS 659A.360; federal and applicable local screening rules reviewed separately

☐ Drug Screening — [________________________________]

☐ Employment Eligibility Verification (Form I-9) — Complete under the current federal form and instructions

☐ Proof of Licensure / Certification — [________________________________]

☐ Reference Check — [________________________________]

☐ Other — [________________________________]

9. OREGON-SPECIFIC REQUIREMENTS

9.1 Earnings-and-Deductions Explanation at Hire (ORS § 652.610)

CRITICAL: Effective January 1, 2026, Oregon employers must provide new hires at the time of hire a written explanation of:

• All types of pay rates the employee may be eligible for (hourly, salary, shift differentials, piece-rate, commissions)
• Employer-provided benefits that may appear on itemized pay statements
• All payroll codes used for pay rates and deductions, with detailed descriptions
• General information on the employer's regular pay period
• All benefit contributions and deductions
• Every type of deduction that might apply, and the purpose of each
• Allowances claimed as part of the minimum wage

☐ Delivered or made easily accessible: Earnings-and-deductions explanation required by ORS 652.610(5)

9.2 Salary History Ban (ORS § 659A.357)

Oregon law prohibits employers from:

• Seeking the salary history of an applicant or employee
• Screening applicants based on current or past compensation
• Determining compensation based on salary history

9.3 Oregon Equal Pay Rule (ORS 652.220)

The Company will not discriminate in wages or other compensation based on protected class for work of comparable character. Any compensation difference must be fully explained by one or more position-related factors listed in ORS 652.220(2), such as a seniority or merit system, production system, workplace location, necessary regular travel, education, training or experience.

9.4 Oregon Sick Time (ORS 653.606 and 653.616)

You will accrue protected sick time at a rate of at least 1 hour for every 30 hours worked unless the Company uses a compliant frontload or equivalent policy. The Company may cap annual accrual at 40 hours. Sick time is paid if the employer meets the 10-employee threshold, or the 6-employee threshold for an employer with a Portland location; otherwise it is protected and unpaid. Sick time may be used for:

• Your own mental or physical illness, injury, or health condition
• Care of a family member
• Public health emergency closures
• Absences related to domestic violence, harassment, sexual assault, or stalking
• Other current statutory purposes, including qualifying Paid Leave Oregon events and approved blood donation

9.5 Paid Leave Oregon (PLO)

Oregon's Paid Leave program provides up to 12 weeks of paid family, medical, and safe leave, plus up to two additional weeks for pregnancy, childbirth or a related medical condition. Benefit claims are decided by OED or the employer's approved equivalent plan.

9.6 Oregon Family Leave Act (ORS 659A.153, 659A.156, 659A.159 and 659A.162)

Covered employers with 25 or more Oregon employees provide eligible employees protected leave for current OFLA reasons: sick-child leave, bereavement and pregnancy disability. OFLA no longer supplies the old general family, medical and parental-leave categories now principally addressed by Paid Leave Oregon or federal FMLA.

9.7 Noncompetition Notice (ORS § 653.295)

☐ No noncompetition agreement is required as a condition of employment.

☐ A separate noncompetition agreement is required as a condition of employment and is attached to this written offer. Candidate received this offer on [__/__/____], at least two weeks before the first day of employment on [__/__/____]. This notice addresses only ORS 653.295(1)(a); every other statutory gate and any ORS 653.297 medical-licensee restriction require separate analysis.

9.8 Workplace Fairness Policy at Hire (ORS § 659A.375)

☐ The Company's current written discrimination-and-sexual-assault prevention policy is attached or was delivered separately at hire as required by ORS 659A.375(3)(b).

10. CONFIDENTIALITY & INTELLECTUAL PROPERTY

As a condition of employment, you will be required to sign the Company's:

☐ Confidentiality / Non-Disclosure Agreement (NDA)
☐ Invention Assignment Agreement
☐ Proprietary Information Agreement

11. ACCEPTANCE & SIGNATURE BLOCK

Please indicate your acceptance of this offer by signing below and returning this letter by [__/__/____].

Employer

Candidate Acceptance

By signing below, I acknowledge that I have read, understand, and accept the terms of this offer letter, including the at-will employment provisions.

12. OREGON STATE NOTES

Oregon Onboarding Checklist

☐ Confirm the work-location minimum wage for the start date. From July 1, 2026, through June 30, 2027: $16.80 Portland metro / $15.55 standard / $14.55 nonurban.

☐ Deliver or make easily accessible the ORS 652.610 earnings-and-deductions explanation at hire.

☐ Deliver the ORS 659A.375 workplace-fairness policy at hire.

☐ Confirm the salary-history and equal-pay review was completed under ORS 659A.357 and 652.220.

☐ If a criminal-history contingency is used, confirm the timing and any statutory exception under ORS 659A.360 before asking for conviction information.

☐ Identify the sick-time policy, Paid Leave Oregon plan, current OFLA policy, benefit-plan documents and required posters or notices supplied separately.

☐ If a noncompetition agreement is required, attach it to a written offer received at least two weeks before the first day and complete every other ORS 653.295 and ORS 653.297 gate separately.

This offer letter is governed by the laws of the State of Oregon. Nothing in this letter creates a contract of employment for a definite period.

[COMPANY NAME]