This Law Firm Publication by Ogletree, Deakins, Nash, Smoak & Stewart, P.C. discusses the publishing of Eugene, Oregon's proposed rules concerning the implementation of the Eugene Sick Leave Ordinance. Effective July 1, 2015, the law allows employees to accrue an hour of sick leave for every 30 hours of paid work in Eugene. Employees may accrue up to 40 hours annually or may receive all 40 hours at the beginning of the year. Employees may use sick time once they have been employed 90 days (or 240 hours in Eugene for those based outside the city). Sick leave can be used for diagnosis, care or treatment of the employee or the employee's family and for reasons related to domestic violence, harassment, sexual assault or stalking. It can also be used for absences caused by an employee's health-related exclusion from the workplace or to address school or child care closures. Employers must post and provide employees with written notices about the ordinance and must notify each employee quarterly about his amount of remaining sick leave. Employers must establish a written policy detailing requirements concerning their employees' reasonable notice of absence. Employers who offer plans that meet or exceed the ordinance requirements will be considered to be in compliance with the ordinance.