Oregon Religious Discrimination laws & HR compliance analysis

Oregon Religious Discrimination: What you need to know

The Oregon Fair Employment Practice Act prohibits all employers from discriminating in employment on the basis of religion or because of association with anyone of a particular religion (OR Rev. Stat. Sec. 659A.030et seq.). The law applies to all public and private employers in the state. An intern is considered to be in an employment relationship with an employer for purposes of employment discrimination under the Act. Under the Act, it is an unlawful employment practice to:
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• Refuse to hire, discharge, or otherwise discriminate with respect to an individual's compensation or terms or conditions of employment.
• Retaliate against any individual who has made a complaint or assisted in an investigation, proceeding, or hearing under the Act.
• Publish an advertisement for employment indicating a preference, limitation, specification, or discrimination based on religion, unless religion is a bona fide occupational qualification (BFOQ).
• Retaliate against an individual for opposing any unlawful practice, filing a complaint, or testifying or assisting in any proceeding under the Act.
• Aid, abet, incite, compel, or coerce any unlawful discriminatory act.
It is unlawful for an employer to impose an occupational requirement that restricts the ability of an employee to wear religious clothing in accordance with the employee's sincerely held religious beliefs, to take time off for a holy day, or to take time off to participate in a religious observance or practice if:
• Reasonably accommodating those activities does not impose an undue hardship on the employer's business, and
• The activities have only a temporary or tangential effect on the employee's ability to perform the essential functions of his or her job.
It ...

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