You are visiting this page because either (1) your employer terminated your employment, or (2) you are unhappy with the way you are being treated at work. Since you are visiting a lawyer’s website, I am also guessing that you are considering doing something about your problem – I commend you for having the courage to investigate your rights. This page has some very basic information about Oregon employment law. You will notice blue links below – these links point to more detailed and relevant information.
At-Will Employment – The Starting Point
Oregon is at “at-will” employment state. This means that as a general rule, Oregon employers may end an employment relationship for any reason or no reason at all. This rule means that there is no general requirement for Oregon employers to be “nice” to employees. Absent an agreement, employers are not obligated to keep employees employed.
So what does this mean? Here is how I explain it: Any employer action is legal unless there is a contract or law saying the action is illegal. The obvious next question: What is an illegal employer action? There are a number of restrictions on employer conduct. The following are a few of the restrictions that Christiansen Law handles.
Wrongful Discharge – Societal Obligation or Employment-Related Rights
Wrongful discharge is a tort that allows an employee to recover damages when they are discharged for having (1) performed an important societal obligation or (2) exercised an employment-related right of important public interest. There is more information about wrongful discharge information available at this link. If you believe you have been fired for one of these reasons, call a lawyer right away.
Discrimination – Class-Based Protections
With a number of exceptions and quirks, state and federal laws generally prohibit employers from taking employment actions because an employee is part of a protected class. Some classes that are applicable to employment discrimination laws are: (1) race; (2) religion; (3) color; (4) sex; (5) national origin; (6) marital status; (7) age; (8) family leave inquiry/request; (9) injuries/workers’ compensation application; (10) disability. If you believe your employer is treating you differently because of your status in one of these classes, call a lawyer.
Retaliation and Whistleblowing
In certain instances, it may be unlawful for your employer to take adverse action against you because you reported wrongdoing or participated in civil or criminal proceedings. If you believe your employment has retaliated against you for doing so, please call a lawyer.
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