Strategic Enforcement and Outreach Units

The Proactive Investigations and Enforcement Unit (PIE) and the Agricultural Compliance and Education Unit (ACE) collaborate with community-based organizations, worker advocacy groups, trade and industry associations, and other government agencies to effectively uphold wage and hour and civil rights laws. PIE and ACE concentrate on addressing unlawful and systemic industry behaviors that impact a significant number of workers, many of whom belong to marginalized and disadvantaged groups. Efforts include conducting worksite compliance visits and audit investigations, outreach events and participating in seminars to inform and educate workers, employers, and crucial stakeholders across the state of Oregon. 

Individuals and organizations can make anonymous complaints or complaints on behalf of someone else to the PIE unit at pie@boli.oregon.gov. If a complaint is related specifically to agriculture, contact the ACE unit at ag.overtime@boli.oregon.gov. 

PIE and ACE use strategies like unannounced worksite visits to ensure that employers are following Oregon employment laws, including laws regarding minimum wage, overtime, rest breaks and meal periods, final paychecks, sick time, and civil rights. The PIE and ACE units may respond to a complaint or lead; they may also identify industries and geographic areas where wage theft and/or discrimination is prevalent and audit a selection of employers from that industry or area.

Wage theft is when an employer does not pay workers their earned wages. This might include paying less than the minimum wage, not paying overtime, not paying sick time, requiring employees to work without being clocked in, misclassifying employees as independent contractors, or not allowing employees to take breaks and meal periods as required by Oregon law.

If you think you might be a victim of wage theft or if you know someone who is, please contact the PIE unit at pie@boli.oregon.gov. For wage theft related to agriculture, please contact the ACE unit at ag.overtime@boli.oregon.gov. 

First, members of PIE or ACE will identify themselves. They may hand the employer an introductory letter or a copy of the statute (ORS 651.120) authorizing them to enter the workplace.

One or more members of PIE or ACE will want to meet with a representative of the company such as a manager, accountant, or human resources officer; whoever is knowledgeable about the timekeeping and payroll practices.

PIE or ACE may request records such as contact information for all employees or time and payroll records for a set period of time. These records are required by rule and statute to be maintained and produced upon request (ORS 653.045; OAR 839-020-0080 and OAR 839-020-0083).

During or after this meeting, members of PIE or ACE will meet with employees and go through a brief questionnaire. Whenever possible, they will try to meet with employees in such a way as to disrupt business as little as possible. If necessary, they will work with the employer to meet with employees in a safe and private location.

PIE and ACE have members who speak Spanish; they also have access to interpreter services for many other languages.

Sometimes it is useful for the PIE or ACE to do a brief tour of the facility. It may be necessary for PIE or ACE to take photographs during the tour. PIE or ACE may also ask to see and photograph the required worksite posters and child labor employment certificates, if applicable.

After the site visit, the case will be assigned to one of the members of PIE or ACE who may get in touch if they have questions about the records provided or anything that comes up in the investigation. If records were provided, a thorough audit will be completed to verify compliance.

The employer may receive a letter outlining areas of non-compliance that were discovered as part of the investigation. PIE or ACE will work with the employer to bring them into compliance with Oregon wage and hour and civil rights laws. This may include performing a self-audit for unpaid or miscalculated wages, demonstrating that the business has updated its non-compliant policies, training on Oregon wage and hour or civil rights laws, and/or signing an agreement committing to future compliance.

Under Oregon law, discrimination or discharge of an employee for participating in BOLI’s review of wages and working conditions is prohibited and constitutes an unlawful employment practice. A person who is unlawfully discriminated against may file a complaint with our agency.

Read more about BOLI investigations.