Oregon Pre-Employment Inquiries (Interviewing): What you need to know

The Oregon Fair Employment Practice Act prohibits employment practices that discriminate on the basis of a job applicant's race, religion, color, sex, sexual orientation, national origin, marital status, age (18 or over), disability, or association with a member of a protected group. The Act specifically states that employers may not ask applicants about any of these characteristics (OR Rev. Stat. Sec. 659A.001 et seq.). The law covers all employers regardless of size, except that the disability provision applies to employers with six or more employees.
Employers are also prohibited from discriminating against a qualified individual because he or she is a victim of domestic violence, sexual assault, or stalking (OR Rev. Stat. Sec. 659A.270).
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The Oregon Fair Employment Opportunity Act prohibits employers from discriminating against job applicants who are currently unemployed (OR SB 1548 3/27/12). Employers are prohibited from including current employment as a job qualification when advertising a job vacancy, refusing to consider or review job applications submitted by applicants who are currently unemployed, or limiting consideration to applicants who are currently employed. Employers may limit applications to their current employees and may require applicants to have current licenses or other credentials. Employers that violate the law are subject to civil penalties. A violation of the law does not create a private cause of action for a job applicant.
The Oregon Job Applicant Fairness Act prohibits employers from obtaining or using information in an individual's credit report for employment purposes (OR Rev. Stat. Sec. 659A.320). The Act prohibits employers from ...

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