Oregon Civil Rights laws & HR compliance analysis

Oregon Civil Rights: What you need to know

The Oregon Fair Employment Practice Act prohibits discrimination in employment on the basis of race, religion, color, sex, sexual orientation, national origin, marital status, age (18 or over), disability, or association with a member of a protected group (OR Rev. Stat. Sec. 659A.030 et seq.).
Unemployed applicants. The Oregon Fair Employment Opportunity Act prohibits employers from discriminating against job applicants who are currently unemployed (OR Rev. Stat. Sec. 659A.550). 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.
Sexual orientation. The Act defines "sexual orientation" as an individual's actual or perceived heterosexuality, homosexuality, bisexuality, or gender identity, regardless of whether the person's gender identity, appearance, expression, or behavior differs from that traditionally associated with the individual's sex at birth.
Additional prohibitions. Employers are also prohibited from discriminating against a individual based on:
• A juvenile record that has been expunged
• Having a family member who is currently working or has worked for the employer
• Refusal to submit to genetic screening
• Use of tobacco products during nonworking hours (OR Rev. Stat. Sec. 659A.315)
• Good-faith reporting of criminal activity, or testimony in a civil, criminal, or legislative hearing (

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