2025 Legislative Session
Here is a full list of all the bills that we are working on together to support safe, fair, and equitable workplaces! Click on the bill number to read the full bill descriptions and where they are in the legislative process.
Worker Safety Bills
Behavioral Health Safety
HB 2203
Summary: Requires behavioral health employers to create written safety plans, implement lone worker protections, and ensure structural security in their facilities. It mandates regular safety training (including de-escalation), protects workers from retaliation, and provides funding for safety assessments and infrastructure upgrades. Allows residential and secure treatment facilities or homes to place reasonable restrictions on residents’ access to alcohol, marijuana, and weapons.
Impact on Workers: This amendment significantly strengthens safety protocols and empowers workers by giving them tools, training, and protections when dealing with violence or unsafe conditions. It also protects workers from retaliation and provides state resources to support these changes. It also gives behavioral health facilities clearer authority to limit potentially dangerous items, which may reduce risks of harm to staff and other residents
PTSI Coverage for OSH and SACU
SB 606
Summary: Proposes adding State Hospital and SACU workers to the list of workers for whom specific stress-related disorders are presumed to be occupational diseases under Oregon's workers' compensation system. This means that qualifying workers diagnosed with stress disorders could more readily access workers' compensation benefits without the burden of proving that their condition is work-related.
Impact on Workers: This legislative change recognizes the psychological demands placed on State Hospital and SACU workers and seeks to provide them with timely support, potentially improving their overall health, well-being, and retention in the workforce.
DOC Medical Staffing
SB 24
Summary: Mandates that the Oregon Department of Corrections (DOC) conduct biennial market studies comparing wages and benefits of its health services staff with those of private sector counterparts within a 100-mile radius and staff at the Oregon State Hospital. Additionally, the bill establishes minimum staff-to-adult-in-custody (AIC) ratios for doctors, nurses, certified nurse assistants, and office specialists. The ratios will be implemented over the next four years.
Impact on Workers: The establishment of clear staffing ratios and role specifications is designed to enhance workplace safety, reduce burnout, and ensure that staff are adequately supported in providing medical care. By ensuring that health services staff receive competitive compensation, SB 24-1 aims to improve job satisfaction and retention rates among DOC health professionals.
Hospital Violence Prevention
SB 537
Summary: Establishes comprehensive workplace violence prevention requirements for certain healthcare entities. It mandates that these entities develop and implement workplace violence prevention and protection programs, conduct regular safety assessments, and provide annual training to employees, volunteers, and contracted security personnel. The bill also requires the compilation and reporting of data on incidents of workplace violence to the Department of Consumer and Business Services. Additionally, the Oregon Health Authority is directed to create a grant program to financially assist eligible entities in their workplace violence prevention efforts.
Impact on Workers: The systematic reporting of violent incidents and the provision of financial assistance for prevention initiatives are designed to create a safer work environment, potentially reducing the occurrence of workplace violence and ensuring better support for employees.
Anti-doxxing for Gender Affirming Care Providers
Summary: Protects employees providing gender-affirming care from identifiable information being released through a public records request.
Impact on Workers: Prevents workers that are providing gender-affirming care from being doxxed through a public records request.
Workforce Development and Retention Bills
Behavioral Health Workforce Development HB 2024
Summary: Establishes a grant program through the Oregon Health Authority to support recruitment and retention of behavioral health care providers. Eligible entities—such as crisis hotlines, tribal health programs, and certified treatment centers—can use funds for incentives like scholarships, wage increases, sign-on bonuses, and housing assistance. The bill also introduces an incentive payment structure under Medicaid to raise wages at these organizations. It appropriates $45 million to support these initiatives.
Impact on Workers: This bill would significantly improve job quality for behavioral health workers by boosting pay, offering support benefits like housing and child care, and reducing staffing shortages through retention incentives.
PERS Overtime Cap Fix
HB 3363
Summary: House Bill 3363 proposes modifications to the calculation of the overtime cap used in determining the final average salary for members of the Oregon Public Service Retirement Plan (OPSRP). The bill mandates that, before July 1 each year, participating public employers calculate the actual average number of overtime hours worked by each class of employees in the previous calendar year. If this average exceeds 105% of the existing overtime cap, the new average becomes the cap for the current year; otherwise, the previous year's cap remains. The Oregon Department of Administrative Services (DAS) is tasked with calculating these caps separately for each state agency and considering geographic differences.
Impact on Workers: By standardizing the method for calculating overtime caps, HB 3363 aims to ensure a more equitable and transparent approach to how overtime contributes to retirement benefits for public employees. This could lead to adjustments in retirement calculations, potentially benefiting workers whose overtime hours have previously been underrepresented in their final average salary determinations.
Increased Benefits for PERS Police & Fire SB 751
Summary: Creates the Task Force on Health Insurance Coverage for Retired Police and Fire (P&F) PERS Members, composed of 14 members appointed by legislative leaders and the Governor. The task force includes representatives from labor unions and government entities. It is charged with studying how to provide health insurance coverage to retired P&F PERS members and identifying additional retirement barriers.
Impact on Workers:
This bill could lead to new options for affordable or expanded health insurance coverage for retired police, corrections, and fire employees. If successful, it may improve retirement security and reduce financial strain on workers who currently face gaps in health care access after leaving service.
OHSU Chaplains PERS Fix
SB 757
Summary: Amends current state law to include housing allowances paid to prison chaplains and chaplains at the Oregon Health and Science University (OHSU) as part of their "salary" for Public Employees Retirement System (PERS) calculations.
Impact on Workers: By including housing allowances in the salary calculations for PERS, SB 757-1 potentially increases the retirement benefits for chaplains at prisons and OHSU. This change recognizes the value of housing allowances as part of overall compensation, leading to a more accurate reflection of total earnings in retirement benefit determinations.
Paid Leave Oregon Fixes
HB 3491
Summary: Directs the Oregon Employment Department to develop a plan for processing family and medical leave claims in smaller-than-daily time increments, such as hours or partial days. The department must evaluate what system changes are needed, estimate costs, and propose a timeline for implementation. In the interim, employers must provide a written comparison of various state leave laws—especially Paid Leave Oregon and Oregon Family Leave Act (OFLA)—to employees upon request. The department will also create a model comparison document in multiple languages to support employer compliance.
Impact on Workers: This bill lays the groundwork for more flexible leave options, especially for workers who may only need a few hours off instead of full days. It also helps employees understand their rights under different state leave laws, making it easier to navigate benefits and plan time off without fear of losing income or violating policy in languages other than English to ensure equity in access to the program.
Workplace Fairness Bills
Workers Comp. Wage Replacement Increase SB 705
Summary: revises Oregon's workers' compensation laws by adjusting the calculation of temporary total disability (TTD) benefits. Under this bill, during periods of temporary total disability, a worker shall receive compensation equal to 80% of wages that are equal to or less than the average weekly wage and 66-2/3% of wages that are greater than the average weekly wage.
Impact on Workers: By adjusting the compensation rates for temporary total disability, SB 705-2 aims to provide a more equitable distribution of benefits, ensuring that lower-wage workers receive a higher percentage of wage replacement during periods of disability while maintaining the current cap on benefits. The inclusion of clear methodologies for calculating weekly wages and conditions for benefit eligibility enhances transparency and predictability for workers navigating the workers' compensation system.
OHSU Presidential Hiring Committee
HB 2695
Summary: Mandates that the Oregon Health and Science University (OHSU) Board of Directors include representatives from the university community, including workers. Additionally, the bill requires the board to allow representatives from campus labor organizations to communicate with the board upon request.
Impact on Workers: By involving university community representatives and labor organization representatives in the presidential selection process and board communications, HB 2695 ensures that workers' perspectives are considered in leadership decisions, potentially leading to policies that better address employee needs and concerns.
Workday Lookback
SB 968
Summary: Amends Oregon law to allow employers to recover wage overpayments under specific, regulated conditions. Employers may only deduct overpayments made within the a year. Unless a worker agrees otherwise, the deduction is limited to 5% of gross pay per pay period. These rules do not override existing collective bargaining agreements in place before the bill's effective date.
Impact on Workers: This amendment sets clear limits and safeguards around employer wage deductions, helping prevent arbitrary or large paycheck withholdings. It protects workers by requiring written notice, a waiting period, and limits on how much can be deducted—while still allowing unions to maintain
Prohibiting Union Representation Fraud HB 3789
Summary: Makes it unlawful for any person to falsely impersonate a union representative, defined as using fraud or misrepresentation to make written and verbal communications that appear to be authorized by a labor organization but are not. The bill grants labor organizations the sole authority to identify and designate their representatives. Union representatives alleging violations may bring civil actions and are entitled to liquidated damages of $6,250 per incident if false impersonation is proven.
Impact on Workers: By criminalizing the false impersonation of union representatives and providing legal recourse, HB 3789-2 aims to protect workers from fraudulent activities that could undermine their collective bargaining rights and union integrity. This measure enhances trust and security within labor organizations, ensuring that communications and negotiations are conducted by duly authorized individuals.
PECBA enforcement
HB 2944
Summary: HB 2944-2 strengthens enforcement around public employers’ responsibilities to timely deduct and remit union dues and authorized payments. It authorizes the Employment Relations Board (ERB) to impose civil penalties that include legal fees for the second and subsequent offenses, on public employers who violate timelines for transmitting employee information or union payments. Penalties escalate with repeated violations and may include monetary fines and awards for representation costs in unfair labor proceedings. The bill also updates ORS 243.806 to clarify procedures for employee authorization of deductions and ensures protections for both labor organizations and employees in cases of error or dispute.
Impact on Workers:
This bill ensures that union dues and deductions are processed and delivered on time, which supports union operations and worker representation. It holds employers accountable, prevents delays in funding vital union services, and protects employees from unauthorized deductions or disruptions in representation.
Unemployment Insurance for Striking Workers SB 916
DEQ Contracting
HB 3701
Summary:House Bill 3107 proposes to allow applicants, permittees, or regulated entities to enter into agreements with the Department of Environmental Quality (DEQ) to expedite or enhance regulatory processes by funding additional staff or third-party services. These agreements are voluntary and cannot override regulatory standards or obligations. The bill ensures transparency by requiring public access to agreements and related notices, while safeguarding confidential business information. It includes deadlines for DEQ responses and mandates expedited decision-making where applicable.
Impact on Workers:
HB 3107 could lead to a phase out of DEQ permitting jobs. By mandating the utilization of a third party, significant concerns are raised about the standard of how the permits are awarded.
Summary of SB 916: Proposes changes to Oregon's unemployment insurance (UI) eligibility criteria concerning labor disputes. Provides employees unable to work due to a strike access to unemployment insurance if the strike lasts over 2 weeks.
Impact on Workers: This assistance can alleviate economic pressures on workers, potentially strengthening their bargaining position during negotiations.
Liquor Privatization
HB 3730
Summary: Allows a licensee, permittee or certificate holder authorized to import, export, sell, distribute, ship or deliver wine to import, export, sell, distribute, ship and deliver low-proof spirit beverages. Defines "low-proof spirit beverages." Conditionally allows a distillery licensee to distribute or deliver low-proof spirit beverages. Allows a distillery licensee to import, manufacture, offer tasting of and make certain sales of low-proof spirit beverages. Allows an importer of distilled liquor to import low-proof spirit beverages.
Impact on Workers: This bill raises serious concerns about the creeping privatization of Oregon’s alcohol distribution system. This shift not only threatens the job security of dedicated warehouse employees — many of whom are union members providing essential public service — but also chips away at a proven, accountable system that ensures safety, compliance, and equitable revenue collection. HB 3730 may open the door to broader privatization efforts, putting good union jobs and public oversight at risk in favor of profit-driven models.
Public Defense Amendments
HB 2614
Summary: Proposes significant changes to reforms established under SB 337 (which AFSCME workers fought to pass in 2023), that helped to stabilize Oregon’s public defense system. The amendments remove explicit references to national best practices for public defender caseloads, weakening enforceable workload limits that are essential to effective client representation. Also attempts to mitigate Oregon’s ongoing shortage of public defenders by mandating that private attorneys contribute 120 hours of public defense work by 2028.
Impact on Workers
HB 2614 raises serious concerns for public defenders across Oregon. By weakening statutory caseload protections and removing alignment with national standards, the bill opens the door to unsustainable workloads that contribute to burnout, job dissatisfaction, and attrition among experienced defenders. Without enforceable limits, defenders may once again find themselves carrying crisis-level caseloads, threatening their ability to provide constitutionally adequate representation. Additionally, requiring private attorneys—many of whom lack the expertise in criminal defense—to shoulder public defense work places further pressure on public defenders to train, supervise, and support less experienced colleagues, often without additional compensation.