• Oregon Equal Pay Act

    Communication to PPS Employees
    Friday, March 15, 2019

    The Oregon Equal Pay Act, signed by Governor Brown and effective as of January 1, 2019, focuses on two primary compliance areas regarding employee pay: clearly determining comparable work, and substantiating any pay differentiation among employees through bona fide criteria (such as merit, experience or training), and not as a result of discrimination toward any protected class.

    The Oregon Equal Pay Act allows time for organizations to complete an analysis to determine their compliance. While we believe that Portland Public Schools is in compliance with the law, we are going to take advantage of this opportunity and complete a comprehensive analysis of all represented and non-represented PPS staff.

    There are a few things that I want to be sure you know. First, the full analysis, which has already begun, will be completed by June 30, 2019. Second, we believe very few staff (and a limited number of these individuals from our represented staff) will be affected in any way. Finally, while there could be rare cases where an individual’s pay is affected, no employee will experience a pay decrease as a result of this analysis.

    As for next steps, if you are in a work group that is determined to need further analysis, your manager will be contacted by the Human Resources department.

    In the meantime, if you have any questions about the Oregon Equal Pay Act or the HR team’s analytical process, please contact the Classification and Compensation group at ccinquiries@pps.net. You can also find information about the act by clicking here for an FAQ document.

    Thank you.



    Sharon Reese

    Chief Human Resources Officer



Frequently Asked Questions - Oregon Equal Pay Act

  • Link to the FAQ as a pdf file

  • What is the Equal Pay Act?

  • What are the protected classes under the law?

  • How is comparable work determined?

  • What are the bona fide factors that can be used to differentiate pay?

  • What is an equal pay analysis? Will PPS complete an analysis?

  • When will the pay analysis be complete? Will I be notified individually?

  • Who is covered under the law?

  • How will impacted employees be notified? Will managers know about this as well?

  • Will my pay be cut due to the new law?

  • How are my qualifications considered?

  • Will this impact my benefits?

  • Will represented and unrepresented employees be treated differently?

  • Is this the second phase from the compensation restructuring in 2016?

  • What can I do if I don’t believe I am paid equitably?

  • Does the Equal Pay Act require PPS to pay the same as other schools districts?