Oregon
Oregon Bill Combines Pay Transparency And Fair Chance Hiring

Oregon’s HB 2746 reflects a broader legislative trend: the convergence of pay equity, fair chance … More
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You’ve posted a job, screened a few resumes, and started your first interview with a promising candidate. Before discussing compensation, you ask a seemingly simple question: “What did you make in your last role?” Under Oregon law, that question is already off-limits. A new bill under consideration would extend these rules further—and change how employers navigate not just compensation conversations, but also criminal background checks and job postings.
House Bill 2746, introduced during Oregon’s 2025 legislative session, proposes a sweeping update to state employment regulations by combining three interrelated policies—pay transparency, salary history restrictions, and fair chance hiring practices—into a single compliance framework. This approach reflects a broader national trend to address systemic barriers to employment through unified legislation rather than isolated reforms.
Compensation Disclosure and Pay Transparency
At the heart of HB 2746 is a proposal to mandate proactive compensation disclosures. If passed, the bill would require employers and employment agencies to include wage or wage range information, a general description of benefits, and any other compensation in all job postings. This requirement would apply not only to external advertisements, but also to internal opportunities related to promotions and transfers.
In addition to postings, the bill would require employers to provide the same compensation information:
- To job applicants upon request and before any compensation discussion or offer;
- To employees at the time of hire, transfer, or promotion;
- And once per calendar year, if requested.
These requirements would apply to any position that could be performed in whole or in part within Oregon—including remote or hybrid roles.
This marks a significant shift. While some states—such as California, ColoradoNew York, and New York—have already adopted similar requirements, Oregon currently has no statewide pay transparency mandate. HB 2746 would place Oregon among a growing number of jurisdictions emphasizing compensation clarity to help reduce wage disparities and foster transparency in hiring.
Salary History Inquiries: Expanded Restrictions and Clarified Boundaries
Oregon law already prohibits employers from requesting salary history before making a job offer that includes a pay amount. HB 2746 does not change the core restriction but expands its reach to include employment agencies, which are currently outside the scope of the statute.
The bill preserves a key nuance that’s important for employers to understand: while it prohibits asking about past pay, it does not prevent employers from asking about salary expectations. Employers may still ask questions such as:
“What are your compensation expectations for this role?”
However, questions that solicit information about previous wages remain impermissible unless the candidate voluntarily discloses that information after an offer is made, and the employer receives written authorization to verify it.
This clarification can help employers strike a balance between compensation strategy and compliance as they assess candidate fit within established salary bands.
HB 2746 mandates proactive compensation disclosures.
Alonzo Martinez
Criminal History Inquiries: Reinforcing Fair Chance Hiring
HB 2746 also revisits Oregon’s existing “ban-the-box” law, which prohibits employers from inquiring into an applicant’s criminal history prior to an initial interview—or before a conditional offer, if no interview occurs. The bill retains that timing restriction and explicitly extends it to employment agencies, ensuring that recruiters and staffing partners adhere to the same standards as direct employers.
The bill outlines specific exceptions for roles where background checks are required by federal, state, or local law, or where the employer operates in law enforcement or the criminal justice system.
Notably, the bill does not incorporate elements of Portland’s Fair Chance Ordinance, such as the requirement to conduct individualized assessments or provide written notice if an offer is rescinded due to a candidate’s criminal record. However, HB 2746 does create a statewide baseline that would standardize compliance expectations for employment agencies across Oregon.
HB 2746 expands on Oregon’s existing “ban-the-box” law.
Alonzo Martinez
Implications for Employers
If passed, HB 2746 would affect multiple facets of hiring and talent management, particularly for organizations with multistate operations, remote roles, or third-party recruiting partnerships.
Employers and employment agencies would need to:
- Review and update job postings to ensure wage ranges and benefits are clearly disclosed;
- Confirm interview guides exclude questions related to salary history, while safely allowing discussions about expectations;
- Adjust the timing of criminal background checks to align with interview or offer stages;
- Train recruiters, hiring managers, and HR professionals on the new requirements.
Employers would also be required to:
- Retain compensation-related records—including wage ranges and wage history—for the duration of employment and two years after separation.
Importantly, HB 2746 does not contain a preemption clause, meaning local ordinances like Portland’s Fair Chance Ordinance would continue to apply. Employers operating in or hiring for roles based in Portland must still comply with more restrictive local requirements, such as conducting individualized assessments and providing written notice when adverse action is taken based on criminal history.
Preparing for a Potential Shift
HB 2746 reflects a broader legislative trend: the convergence of pay equity, fair chance hiring, and anti-discrimination measures into integrated compliance frameworks. While the bill remains under consideration, it signals where employment regulation is heading—not just in Oregon, but nationwide.
Employers who proactively evaluate their hiring processes, compensation disclosures, and background screening practices will be better prepared to adapt should the bill become law. Those who wait may find themselves navigating compliance after the fact.
As regulations continue to evolve, employers may need to ask not just whether their hiring practices are competitive—but whether they’re compliant, equitable, and ready for what’s next.

Oregon
Sailing from Oregon to Hawaii after quitting his job turns a man with a cat into social media star

HONOLULU — Midway while sailing across the Pacific with just his cat named Phoenix, Oliver Widger reflected on why he thinks his many followers — more than a million on TikTok and Instagram — are drawn to his story of quitting his 9-to-5 job and embarking on a journey from Oregon to Hawaii.
“The world kind of sucks and, like, I don’t think I’m alone in how I felt with my work,” Widger, 29, told The Associated Press on Wednesday via Zoom. “You can be making $150,000 a year and you still feel like you’re just making ends meet, you know what I mean? And I think people are just tired of that and working really hard for nothing and want a way out.”
People are inspired by someone who found a way out, said Widger, who is among a growing number of people who have undertaken such voyages in recent years.
Being diagnosed four years ago with a syndrome that carried a risk of paralysis made him realize he hated his job as a manager at a tire company, a job requiring him to be clean-shaven and wear pressed shirts. He heard about people who sailed from California to Hawaii and decided that was the life for him.
He abruptly quit his job with “no money, no plan” and $10,000 of debt.
“I knew one thing: I’m buying a sailboat,” he recalled. “I’m sailing around the world.”
He liquidated his retirement savings, taught himself to sail mostly via YouTube and moved from Portland to the Oregon coast, where he spent months refitting the $50,000 boat he bought.
Now, Widger is harnessing the power of social media to fund his round-the-world sailing dream.
Since he set sail in April, followers have been tuning into his “Sailing with Phoenix” social media posts to view videos of him and his feline first mate battling the waves and bouts of seasickness, enjoying dazzling sunsets, recounting tricky boat repairs or just reflecting on life at sea.
As he discussed his journey with the AP, a netted bag carrying bottled water and snacks swung wildly over his head as the boat rocked.
He recalled highlights of the voyage so far, including marveling at the speed dolphins cut through the water and finding flying fish on the deck. There have been stretches when there were no birds in sight for days. It can be a struggle to sleep when the boat is creaking while being buffeted by waves or to steady a boiling pot for the MREs he has been subsisting on.
There have been harrowing moments like when a rudder failed and the boat tilted sideways in the surf for three hours as he made repairs, and the time he locked himself in the engine compartment and pried his way out with a wrench.
Widger acknowledged he is relatively inexperienced as a sailor, but he has implemented safety measures and communication backup plans, including a satellite phone and an emergency beacon.
Lt. Cmdr. Jesse Harms of the U.S. Coast Guard in Hawaii hasn’t been following the journey closely, but said he is relieved to hear Widger has the Emergency Position Indicating Radio Beacon, known as an EPIRB.
It’s a critical tool for rescuers to locate a mariner’s position during an emergency, especially in the Pacific, the largest ocean, Harms said.
Widger’s journey provides a good opportunity to educate the public about sailing safety, such as the importance of wearing a personal flotation device whenever topside on the boat, monitoring the weather closely and registering emergency tools like the EPIRB, Harms said.
“That’s a really critical piece for anybody that’s getting motivated by his story to go set off on their own adventure,” Harms said.

Until his arrival, likely in Honolulu, Widger is making sure everything is in place to avoid Phoenix having to undergo Hawaii’s animal quarantine. A mobile vet will sign off on Phoenix’s health when they arrive, he said.
Widger wasn’t aware of the deadly danger of cat feces to the endangered Hawaiian monk seal, but he has been keeping all his trash, including kitty litter, on board. Even though he said he is legally allowed to throw it overboard, seeing so much plastic in the ocean motivates him not to.
In addition to managing the practicalities of daily life on a boat, he is coping with going viral in the middle of the ocean by creating social media content and making decisions about merch his fans want to buy.
He credits it all to his neck issue, which “shook up my world and it changed my perspective on everything.” He also hopes he can be an inspiration for anyone who’s in a rut.
“Everything I’ve done I thought was impossible,” Widger said. “Sailing around the world is such a ridiculous dream. Whatever your dream is, just go, just do it.”
Oregon
Head of troubled Oregon liquor commission abruptly retires
Craig Prins, the state administrator tapped by Gov. Tina Kotek to steady the beleaguered Oregon Liquor and Cannabis Commission, announced Thursday his abrupt retirement after two years on the job.
Prins, 55, told the commission of his plans to leave the agency during the commission meeting.
He said his retirement is effective July 1. His salary is about $233,000.
“I am very proud of what we accomplished since I came on board,” he said.
He said the decision is a personal one.
“I really feel this is the right decision for my family,” he said.
Chair Dennis Doherty praised Prins for steadying the agency and said he knew Prins had planned to stay for only two years when he took the job.
“I said, OK, but I held on to you for what, two years, four months,” Doherty joked.
Prins leaves at a critical time for the agency as it shepherds a major new warehouse project in Clackamas County and rebuilds its ranks after the departures of top managers.
The agency regulates the sale of liquor in Oregon, generating a projected $576 million for the current two-year budget.
Kotek’s spokesperson did not immediately respond to a request for comment about plans for Prins’ replacement.
Prins came to the OLCC from the Oregon Department of Corrections, where he served as longtime inspector general. He succeeded OLCC director, Steve Marks, whose tenure was clouded by a bourbon diversion scandal that engulfed the liquor commission and led to turnover in its upper-management ranks.
Kotek at the time said Prins would “correct the course of the commission and support the employees doing the work everyday.”
Prins has a long career in state government and held management positions at the Oregon Criminal Justice Commission and the Oregon Department of Public Safety Standards and Training.
Earlier this year, he was investigated by the Oregon Department of Administrative Services for leaving a work conference in Florida to attend the Orange Bowl.
An employee complained that Prins had potentially misused state resources on the trip; the investigation concluded that Prins paid for his own game ticket and rental car when he attended the high-stakes semifinal college football game between Notre Dame and Penn State.
He did not misuse state money, the investigator found, but the report noted that Prins drove to the game during work hours, later submitting a request for 4.5 hours of time off “after being notified of this investigation.”
Prins bought the ticket a week in advance but did not tell his boss about it until the morning of the game and then asked to skip out on the afternoon meetings at the conference, according to the investigation.
Prins said the allegation was “thoroughly investigated” and did not find wrongdoing.
Prins took over the leadership of the liquor commission after a 2022 human resources investigation concluded Marks and five other managers used their positions to access prized bourbon.
The managers bought highly sought-after bourbon that had been held in reserve, a supply known as safety stock, an internal investigation found.
The managers said they had the bottles sent to liquor stores, where they purchased it and that they kept it for themselves or gave the liquor as gifts, according to the investigation. All denied reselling the bottles, which are coveted on the secondary market.
— Noelle Crombie is an enterprise reporter with a focus on criminal justice. Reach her at 503-276-7184; ncrombie@oregonian.com
Oregon
Oregon coast state park will reopen after 6-month closure
North Oregon coast travelers will get another beach option this spring.
Nehalem Bay State Park, which has been closed for more than six months, will reopen to the public May 23, the Oregon Parks and Recreation Department announced Wednesday — though the campground will remain closed through June.
The oceanfront park in Manzanita closed Nov. 1, 2024 to install new water and electrical lines, add restroom and shower buildings, renovate nine campsites to improve accessibility, and repave and add traffic calming improvements to the park entry road.
Improvements were paid for by Oregon-issued GO Bonds, approved by the Oregon Legislature in 2021. The $50 million investment is earmarked for nine park projects across the state, including Silver Falls and Smith Rock state parks.
Day-use areas, including the boat ramp, south day-use parking area, the airport and the multi-use path east of the main entrance road will reopen May 23, the parks department said. The main entrance on Garey Street in Manzanita will also reopen that day.
The campground and the Horizon Street entrance is scheduled to reopen July 1 at the earliest, park officials said. Campground reservations will open for July and beyond in the next few weeks, available online at oregonstateparks.reserveamerica.com.
–Jamie Hale covers travel and the outdoors and co-hosts the Peak Northwest podcast. Reach him at 503-294-4077, jhale@oregonian.com or @HaleJamesB.
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