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 technical assistance from the Oregon Bureau of Labor and Industries requiring payment of daily overtime for employees in mills, factories or manufacturing establishments on top of weekly overtime.
Updated to reflect amendments to the state law granting employees the right to inspect and receive copies of their personnel files, effective January 1, 2017.
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.
A roundup of the comprehensive state coverage XpertHR offers to help Oregon employers ensure they are compliant with state HR and employment laws.