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Discrimination & Retaliation

It is unlawful under Oregon and federal law to discriminate on the basis of certain personal characteristics. These include gender, race, age, disability, religion, sexual orientation, gender identity, and marital status. The law prohibits employers from firing or otherwise disciplining employees because employees have engaged in certain kinds of protected activities. These activities might include complaining or reporting unlawful or unsafe conduct in the workplace. If an employer takes adverse employment action in response to an employee’s protected activity, it may be unlawful retaliation. 

Sexual Harassment

Sexual harassment is one kind of gender discrimination that includes unwelcome conduct of a sexual nature. Sexual harassment may take the form of unwanted advances, inappropriate comments of a sexual nature, or threats to employment if an employee refuses to engage in sexual activity. 

Wrongful Termination / Wrongful Discharge

Oregon is an at-will employment state, which means that employers and employees can generally terminate an employment relationship without “good cause.” Wrongful termination is an exception to the rule of at-will employment which dictates that employers may not terminate an employee because the employee has done either of two things: (1) engage in employment-related rights, such as taking protected leave, or (2) engage in a public duty, such as serving on a jury or objecting to unlawful activity.

Whistleblower Retaliation

One of the most common types of employment claim is for whistleblower retaliation. A number of Oregon and federal laws protect employees from retaliation for speaking up about the unlawful activities by an employer. In Oregon, those protections extend quite far. State employees, for example, are protected from retaliation for disclosing, or even discussing, abuse of power, mismanagement or gross waste of public funds. 

Disability Discrimination & Failure to Accommodate

Oregon and Federal law place both restrictions and affirmative duties on employers when it comes to employees with disabilities. The law not only prohibits discrimination based on a disability, it also requires employers to reasonably accommodate the known disabilities of employees. Such accommodations might take the form of physical tools to aid in the workplace or modifications to existing policies.

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Discrimination & Wrongful Discharge

  • Race Discrimination
  • Disability Discrimination
  • Sex & Gender Discrimination
  • National Origin Discrimination
  • Age Discrimination
  • Sexual Orientation Discrimination
  • Religious Discrimination

Employer Retaliation

  • Worker's Compensation Claims
  • Unsafe Working Conditions
  • Family Medical Leave
  • Civil Rights Violations
  • Sexual Harassment
  • Racial Harassment
  • Whistle blowing

Contracts & Negotiations

  • Contract violations
  • Employment Contracts
  • Wage & Hour
  • Non-competition Clauses
  • Severance Negotiations