Oregon Affirmative Action laws & HR compliance analysis

Oregon Affirmative Action: What you need to know

The Oregon Fair Employment Practice Act prohibits discrimination in employment because of an individual's race, color, religion, sex, sexual orientation, national origin, marital status or age if the individual is 18 years of age or older, or because of an individual's juvenile record that has been expungedOR Rev. Stat. Sec. 659A.030et seq.) or because of association with anyone of a particular race, religion, color, sex, national origin, marital status, or age, or juvenile record that has been expunged (OR Rev. Stat. Sec. 659A.030et seq.). Employers are also prohibited from discriminating against employees or prospective employees on the basis of a genetic characteristic or employment of another family member or who has applied for workers' compensation benefits (OR Rev. Stat. Sec. 659A.303, Sec. 659A.309, and Sec. 659A.040). The law applies to all employers in the state, except that the prohibition on employment discrimination against disabled persons (individuals with a physical or mental impairment) applies to employers with 6 or more employees (OR Rev. Stat. Sec. 659A.106). There are no specific affirmative action provisions covering private employers.
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State agencies. State agencies must develop and implement affirmative action plans to advance equal employment objectives and prevent discriminatory practices on the basis of race, religion, color, sex, marital status, national origin, disability, and age (OR Rev. Stat. Sec. 659A.012). Every state agency is required to include information in its reports concerning its awards of construction, service, and personal service contracts awarded to minority businesses (OR Rev. Stat. Sec. 659A.015). Every state agency is required to evaluate its managers and ...

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