Oregon Termination (with Discharge): What you need to know

Oregon is an “employment-at-will” state. This means that either the employer or employee may end the employment relationship at any time and for any reason, unless a law or contract provides to the contrary. Nevertheless, a number of Oregon statutes and court decisions have established important exceptions to the doctrine of employment at will.
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As mentioned above, Oregon recognizes several exceptions to at-will employment. Specifically, state law prohibits employers from discharging employees for engaging in the following activities:
Elected officials. An employer may not discharge or threaten to discharge any employee because of his or her service or scheduled service as a member or potential member of the state Legislative Assembly (OR Rev. Stat. Sec. 171.120).
Equal pay. Employers are prohibited from retaliating against an employee for complaining about an equal pay violation or participating in the investigation or hearing of a complaint under Oregon's equal pay law (OR Rev. Stat. Sec. 652.220).
Garnishment. An employer may not discipline, discharge, or refuse to hire a person because his or her wages have been garnished for support. In addition, employers may not discharge a person because of a garnishment for consumer debt (OR Stat. Sec. 25.424; Sec. 18.385).
Health and safety. Employers are prohibited from retaliating against an employee for opposing any practice forbidden by the Oregon Safe Employment Act or for making a complaint, instituting a proceeding, testifying, or exercising any right under the Act (OR Rev. Stat. Sec. 654.062).
Job Applicant Fairness Act. Employers are prohibited from obtaining or using information in an individual's credit report for employment ...

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Oregon Termination (with Discharge) Resources

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The Termination Process Webinar Recording
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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.