Interviewing and Selecting Job Candidates: Oregon
Federal law and guidance on this subject should be reviewed together with this section.
Author: Joy Ellis, Garvey Schubert Barer
- The Oregon Fair Employment Practices Act goes well beyond federal law in terms of the categories it protects, including marital status and sexual orientation. See Oregon Antidiscrimination Law.
- Oregon's protections for job applicants and employees based on their age are not limited to individuals 40 and over. See Oregon Antidiscrimination Law.
- There are unique provisions involving how employers can use arrest and conviction records and credit checks as part of the selection process. See Preemployment Inquiries.
- Oregon prohibits criminal history questions on job applications subject to very limited exceptions. See Ban the Box.
- Private employers are restricted in seeking salary history information from prospective employees. See Salary History.
- An Oregon law bans discrimination against the unemployed in job advertisements. See Discrimination Against Unemployed Applicants.
- Oregon protects job applicants and employees from being compelled to share access to their personal social media accounts. See Social Media Privacy Law.
- Portland has requirements pertaining to preemployment screening and testing. See Local Requirements.