Oregon Hiring laws & HR compliance analysis

Oregon Hiring: What you need to know

Discrimination. 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. § 659A.030 et 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. § 659A.106). Employers are also prohibited from discriminating against an applicant because of his or her military status (Or. Rev. Stat. § 659A.082). More information is available at the Oregon Discrimination and Disabilities (ADA) sections.
Employers may not administer or use employment tests that negatively reflect on an applicant's or employee's impaired sensory, manual, or speaking skills unless the test is specifically designed to measure such skills. Other selection or testing that may discriminate against individuals with disabilities is prohibited unless such factors or practices are related to the job in question and are consistent with business necessity (Or. Rev. Stat. § 659A.112).
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 ...

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