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Uneven Comp-Time Policy Can Cause Trouble

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in Compensation and Benefits,Discrimination and Harassment,Human Resources

Q. Our company manual doesn't address compensatory time off, but we have offered certain exempt managers an hour of comp time for every hour of overtime worked. Do we have to pay them for accrued comp time when we terminate them? In the past, we've paid comp time to some and not to others. Can we negotiate our own terms with each employee? —E.B., Oregon

A. Under Oregon law, a discharged employee's wages for hours worked, including comp time, must be paid no later than the end of the first business day after the discharge.

Regarding your second question, providing different compensation to different employees in the same job classification may lead to trouble under the Equal Pay Act and other discrimination laws. So if you provide different wages or benefits, have a legitimate nondiscriminatory reason, such as qualifications or seniority.

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