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Involuntary Terminations: Oregon

Involuntary Terminations requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Author: Laura Salerno Owens, Barran Liebman LLP

Summary

  • Where verbal communications or the terms of an employee handbook have altered the at-will nature of employment and created an implied or express contract, Oregon employees may only be terminated for just cause or good cause. See Termination for Cause.
  • Where employers have good cause to terminate employees, the employees will still be entitled to collect unemployment benefits, unless the employer can demonstrate that the conduct in question rose to the level of misconduct connected with work. See Misconduct.
  • The Oregon Whistleblower Law guards Oregon employees from retaliation in the workplace based on their objection to certain types of misconduct in the workplace. See The Oregon Whistleblower Law.
  • The Oregon Military Leave Law accounts for the employer's economic situation at the time the employee returns from military duty and seeks his or her job back, but in most circumstances it requires the employer to return the employee to the same job (or position of like seniority, status and pay) he or she vacated. See The Oregon Military Leave Law.