Reasonable Accommodation for Victims of Domestic Violence

Most employers are aware of the Oregon law that protects employees who are victims of domestic violence, sexual assault, or stalking.  The law applies to employers with six or more employees and provides, among other benefits, that eligible employees may take leave to seek legal or law enforcement assistance, seek medical treatment, obtain counseling, and… Continue reading Reasonable Accommodation for Victims of Domestic Violence

EEOC Appellate Briefs Available On-line

On June 20, 2012, the U.S. Equal Employment Opportunity Commission (EEOC) announced that it has put its appellate and amicus briefs going back to 2000 on its external website.  The briefs, from the EEOC’s Appellate Services Division, represent litigation in the U.S. Circuit Courts of Appeals in which the Commission was a party, or briefs… Continue reading EEOC Appellate Briefs Available On-line

NLRB General Counsel Issues Report on Social Media

On May 30, 2012, the National Labor Relation Board (NLRB) issued a Report on social media policies.  http://www.nlrb.gov/news/acting-general-counsel-releases-report-employer-social-media-policies.  The NLRB’s role is to protect the rights of private sector employees to unionize and to participate in activities to improve wages and working conditions.  Among protected activities are employees’ rights to discuss wages and working conditions… Continue reading NLRB General Counsel Issues Report on Social Media

Leave Policies with “No Restrictions” May Violate ADA

Requiring Employees to Return from Leave With “No Restrictions” May Violate theADAandOregon’s Anti-Disability Statute Such “no restrictions” return to work policies likely violate both the Americans with Disabilities Act (ADA) and ORS 659A.103-145, because the laws require employers to explore whether a disabled employee with restrictions could return to work with or without a reasonable… Continue reading Leave Policies with “No Restrictions” May Violate ADA