Anyone work in HR in Oregon?

[LadyMaWhiskers]

 I have some questions about employer motives.

[ncornilsen]

Your employer seeks to make as much money as they can while remaining in compliance with the law.

It is unclear what type of help or information you seek, but start with this and see how far it takes you.

[LadyMaWhiskers]

Your employer seeks to make as much money as they can while remaining in compliance with the law.

It is unclear what type of help or information you seek, but start with this and see how far it takes you.

Are you familiar with HR law in Oregon to answer specific questions? From the lack of nuance in your response, I'm guessing you don't work in HR, but hoping someone on here does.

[april_leigh]

I do. Small company, HR is rolled in with many other tasks. If I don't know the answer to your question, I probably know where to look it up!

[ReadySetMillionaire]

Your employer seeks to make as much money as they can while remaining in compliance with the law.

It is unclear what type of help or information you seek, but start with this and see how far it takes you.

Are you familiar with HR law in Oregon to answer specific questions? From the lack of nuance in your response, I'm guessing you don't work in HR, but hoping someone on here does.

We're almost at peak internet when the OP criticizes a response for "lack of nuance" when the original post itself is all of seven words.

[LadyMaWhiskers]

Approaching peak internet!!! Exciting times.

My question may be too broad, but here goes.

I considered resigning my current job when I had my first child. I actually tried to give notice, and was cajoled into waiting out maternity leave to see how I’d feel. When I sat down with HR, they straight up told me that even if I was certain I’d not return, I shouldn’t quit until the end of FMLA.

My question is, what is that about? Purely goodwill seems a bit far-fetched.

Now I’m try for a another child, and (even more) serious about the resignation - actually, it’s FIRE.

So I’m curious. What is the HR best practice in this kind of case? It’s a non-profit with 700 employees. I reside in CA and the hq is Oregon. Employee handbook says that the more generous rules of a home-state will apply to family leave, for remote employees.

I’m not sure it will affect my course of action, but I’d like to understand the thought process better.

TIA

[sonjak]

I'm in HR in OR. IMO/experience:

The primary reason to wait would be that your medical benefits continue while you're out on FML with the same coverage/cost as if you were present.  So you're only responsible for your portion, not the full cost (like with COBRA).  You may be responsible for making payments while you're out or they may offer you payroll deductions to catch up when you get back, depending.  If you don't come back (and you are doing the latter), they may bill you for their portion too (in come cases) but it's usually not worth the expense/hassle to go after you if you don't pay.  And you can avoid any of that potential penalty by returning for even one day.

If something comes up medically with you or the baby while you're out on leave, you've got that cushion of actually being employed and covered.  (Although if you're on someone else's insurance - this is all moot.)

That's all to your benefit - I don't see that being for them.  On their side, they got the benefit of you coming back after all so that's a win, right?  Maybe they are hoping you will change your mind again.

Having worked in HR for more than a decade, I can say you have the good HR people who really believe in looking out for the good of the employees while balancing the business need, and those who  either lazy or totally horrible people.  I am hopeful they are the former and are really looking primarily at what could be best for you.

Sonja

[LadyMaWhiskers]

Thanks Sonja.

[katscratch]

I worked for a company in Minnesota that was based in Oregon, after also living in Washington and Idaho, and Oregon labor laws have been BY FAR the most employee friendly of the various places I've worked. That's totally anecdotal of course. But in my managerial dealings with our HR department in Oregon I was very impressed that the employee's wellbeing was an obvious priority over company goals/staffing/hierarchy/whatever.

[One]

Oregon is okay, too bad the income tax is 10%

[pdxvandal]

It's 9.9% actually. No sales tax though! I would prefer more of a compromise between the two. As for HR people, some really good people among a bevy of shitty ones.

Oregon is okay, too bad the income tax is 10%