Oregon Hiring laws & HR compliance analysis

Oregon Hiring: What you need to know

Under the Oregon Fair Employment Practice Act, employers may not refuse to hire or otherwise discriminate against prospective employees based on the applicant's race, color, religion, sex, sexual orientation, national origin, marital status, age (18 or over), or disability, or because the applicant associates with a person in one of the protected classifications (OR Rev. Stat. Sec. 659A.030et seq.). The law also prohibits employers from discriminating against an applicant whose juvenile record has been expunged. The law applies to all employers in the state, regardless of size, except for the disability provision, which applies only to employers with six or more employees (OR Rev. Stat. Sec. 659A.106). Employers are also prohibited from discriminating against an applicant because of his or her military status (OR Rev. Stat. Sec. 659A.082).
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.
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Domestic violence. It is an unlawful employment practice for an employer to refuse to hire an otherwise qualified ...

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