Oregon Discrimination laws & HR compliance analysis

Oregon Discrimination: What you need to know

The Oregon Fair Employment Practice Act prohibits discrimination in employment based on 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.).
Race. Effective January 1, 2022, the term “race” includes physical characteristics that are historically associated with race, including natural hair, hair texture, hair type, and protective hairstyles. “Protective hairstyle” means a hairstyle, hair color, or manner of wearing hair that includes, but is not limited to braids, regardless of whether the braids are created with extensions or styled with adornments, locs, and twists.
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 ...

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