Unsafe Workplaces in Oregon

July 15, 2009

Unsurprisingly, many workplaces in Oregon remain unsafe.  It is sometimes difficult for employees to get an employer to take steps to make a workplace safer.  Likewise, employees legitimately fear retaliation from their employers.  Here are a couple options available to employees in Oregon.  The goal in reporting workplace safety issues is to have the problem [...]

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Disability Discrimination Settlement – Swissotel

July 14, 2009

Since the majority of employment lawsuits in Oregon (and other states) are resolved confidentially before trial, it is always interesting to read EEOC reports about settlements.  The following news release sums up a recent disability discrimination settlement.  The settlement serves as a reminder that employees need not and should not tolerate unlawful and demeaning treatment [...]

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Analysis of Workers Fired or Laid Off After Work-Related Injuries

July 10, 2009

I want to share the following interesting study with my readers.  In 1998, the Texas Department of Insurance conducted a survey study of employees who filed workers’ compensation claims.  The content was updated in 2007, and provides a fascinating look at what happens to workers after they file workers’ compensation claims.
For those of you who [...]

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Pregnancy Discrimination on the Rise?

July 7, 2009

According to the EEOC, complaints of pregnancy discrimination rose from 3,977 filings in 1997 to 6,285 in 2008.  That is a shocking statistic. While these numbers may be influenced by a number of factors, the truth is that pregnancy can complicate an employment relationship.
Oregon law prohibits discrimination in employment because of sex. Under statute, “the [...]

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What is an “Eligible Employee” under the Oregon Family Leave Act (OFLA)?

July 3, 2009

In order to qualify for leave under the Oregon Family Leave Act (OFLA), an employee must be “eligible.”  Which employees are eligible?  The statute says that all employees are eligible unless either of the following are true:

The employee was employed for fewer than 180 days immediately before the date on which the family leave would [...]

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Employment Discrimination Because of Disability

July 1, 2009

It is impossible to cover disability discrimination in the workplace in one blog post.  And, importantly, disability cases vary widely on a case-by-case basis.  For this reason, it is always recommended that you contact a qualified employment law attorney with questions about disability issues.
That said, there are things an employment attorney will consider in every [...]

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How Many Employees Must An Employer Have For The Oregon Family Leave Act (OFLA) to Apply?

June 27, 2009

As of the date of this post, the Oregon Family Leave Act (OFLA) applies only to employers who employ 25 or more persons in the State of Oregon for each working day during each of 20 or more calendar workweeks in the year in which the leave is to be taken or in the year [...]

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New Oregon Whistleblower Law Passes Senate

June 14, 2009

The Oregon legislature recently passed a sweeping amendment to ORS 659A adding significant additional protections for whistleblowers.  This is a BIG win for employees. The bill should go into effect on January 1, 2010 and will apply to actions “commenced” after the effective date of the bill.  The addition of this new legislation does not [...]

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Wrongful Termination Attorney

May 1, 2009

As regular part of our practice, CHRISTIANSEN LAW represents Oregonians who have been wrongfully terminated from their jobs.  At the very minimum, I would recommend reading our page about wrongful termination.  Click here to read more about wrongful termination.
E-mail your question about WRONGFUL TERMINATION.
Or call:
Joel W. Christiansen, Attorney at Law
Representing Victims of Wrongful Termination
Phone: 503-928-6750
All [...]

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The Oregon Bureau of Labor and Industries (BOLI)

March 21, 2009

I speak to a lot of people with employment problems and wanted to let my readers know of a state agency that handles employment-related issues: Oregon Bureau of Labor and Industries (BOLI).  According to the BOLI website, the agency describes its duties as follows:
The four principle duties of the Bureau of Labor and Industries (BOLI) [...]

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