A bill is currently before the Oregon state legislature that, if passed, would create family and medical leave insurance benefits for Oregon workers. If passed, House Bill 3087 would create the Family and Medical Leave Insurance Fund, which will be funded by employer and employee payroll contributions. This benefit will entitle Oregon workers to… Continue reading Legislature Considering Paid Family Medical Leave
A federal court in Oregon recently held that a corporate president may be liable for aiding and abetting discrimination. The case, Baker v. Maricle Indus., Inc., Case No. 6:16-cv-01793-AA (D. Or. Mar. 17, 2017), involves claims by an employee that the employer and its president discriminated against him on the basis of his perceived and actual… Continue reading Corporate President May Be Liable For Aiding And Abetting Discrimination
On March 9, 2017, the Multnomah County Circuit Court rejected BOLI’s new interpretation of how manufacturing employers should pay overtime to employees. As our previous post explained, prior to January 2017, BOLI’s guidance instructed manufacturing employers to pay employees the greater of daily or weekly overtime. In December 2016, BOLI issued an Administrator’s Interpretation stating… Continue reading COURT REJECTS BOLI’S NEW INTERPRETATION OF DAILY/WEEKLY OVERTIME RULE
If the answer to either question is “No,” here is a reminder that the Defend Trade Secrets Act of 2016 (“DTSA”) requires employers to provide employees with notice of immunity for disclosures of trade secrets made in certain circumstances. Employers must provide the notice of immunity in employment agreements that include confidentiality and non-disclosure of trade… Continue reading Has your Company Updated its Whistleblower Policy? Does the Company have one?
This week, US Senators reintroduced legislation labeled as the Protecting Older Workers Against Discrimination Act (POWADA). The legislation aims to reduce an employee’s burden of proving an age discrimination claim. Currently, an employee must prove that age was essentially the sole reason for an adverse employment action.