Oregon Sexual Harassment laws & HR compliance analysis

Oregon Sexual Harassment: What you need to know

The Oregon Fair Employment Practice Act prohibits discrimination in employment on the basis of sex (including pregnancy, childbirth, and related medical conditions), marital status, sexual orientation, and gender identity (OR Rev. Stat. Sec. 659A.030). Sexual harassment is generally considered discrimination on the basis of sex. The law applies to all public and private employers in the state. There is additional information and details.
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The Oregon Administrative Rules define sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that is directed toward an individual because of gender. It includes conduct that is not sexual in nature but is gender related, and harassment of individuals of the same or opposite sex.
Sexual harassment is unlawful when submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, or when submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual.
Sexual harassment is also unlawful when the harassment is of such frequency or severity that it has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment (OR Admin. Rules Sec. 839-005-0030).
State law does not require training regarding an employer's policy on sexual harassment. However, training supervisors and employees regarding the employer's policy is strongly recommended. Training enables supervisors to properly address sexual harassment complaints and helps employees understand what kinds of ...

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