Oregon is an employee-friendly state. An example of this is the "ban the box" law which generally prohibits employers from asking applicants about arrests that did not result in convictions or arrests which did result in convictions but which were unrelated to the job. Also, the state adds many protected classes to the ones protected from discrimination under federal law, such as sexual orientation.
This page is a round-up of the state and municipal laws in Oregon.
Updated to reflect information on case law regarding mandatory arbitration under USERRA.
Revised policy to refine provisions that, though compliant with state law, may conflict with National Labor Relations Act employee protections for employee discussion and disclosure related to the terms and conditions of employment.
An employer with six or more employees who perform the majority of their work in Portland must provide notice of the specific item of the applicant's history on which its decision is based to withdraw a conditional employment offer.
Enhanced to link users to the most comprehensive coverage of each law and to improve the organization and scope.
Enhanced to improve the comprehensiveness, organization and topics covered of state employment laws.
Updated to reflect the Portland 'ban the box' ordinance, effective July 1, 2016.
Updated to reflect the Portland Ban the Box Ordinance, effective July 1, 2016.
In Flores v. City of San Gabriel, the 9th Circuit Court of Appeals held that payments of cash in lieu of benefits must be included in the regular rate when calculating how much overtime employees are owed under the Fair Labor Standards Act (FLSA).
Updated to reflect the establishment of the state's three-region minimum wage, effective July 1, 2016.
Updated to include employment offer requirements under Portland's ban the box law, effective July 1, 2016.
A roundup of the comprehensive state coverage XpertHR offers to help Oregon employers ensure they are compliant with state HR and employment laws.