Preemployment Screening and Testing: Oregon
Federal law and guidance on this subject should be reviewed together with this section.
Author: Paula Barran, Barran Liebman LLP
- Oregon law restricts the acquisition and use of credit history in making employment decisions with limited exceptions. See Credit Checks.
- Oregon does not prohibit employers from considering criminal records (except expunged juvenile records) but the state does impose certain notice requirements. See Arrest and Conviction Records.
- State law restricts when employers can make criminal history inquiries during the hiring process. See Ban the Box.
- Where employees serve vulnerable populations, Oregon requires certain background checks. See Mandatory Background Checks.
- Preemployment drug testing is permissible, provided that certain procedures are followed. See Drug and Alcohol Testing Programs.
- The state has a medical marijuana program, but employers are not required to adjust their policies to accommodate users of the program. See Medical Marijuana.
- Oregon restricts the availability and regulates the timing of medical testing, and places limitations on breathalyzer, polygraph, psychological stress and genetic tests. See Testing Restrictions.
- The state imposes confidentiality requirements on tests for AIDS or HIV infection. See HIV/AIDS Testing.
- Portland has requirements pertaining to preemployment screening and testing. See Local Requirements.