Oregon References laws & HR compliance analysis

Oregon References: What you need to know

Reference checks are a useful way for employers to gather information about applicants that they might not discover through the application and interview process. However, despite the usefulness of reference checking, many employers are legitimately concerned about lawsuits from former employees based on information provided in response to a request for a reference. This creates a quandary for employers.
Employers are also concerned about liability for the actions of employees where the company failed to conduct a thorough reference check. Oregon, like many states, has recognized the tort of negligent hiring (Shoemaker v. Management Recruiters International, 125 Or. App. 568 (1993)). Employers may be liable for intentional or negligent acts of an employee if they knew or should have known of an employee's dangerous propensities. Therefore, employers should be diligent in conducting reference and background checks on new employees, particularly when the job involves contact with the public.
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To deal with employers' reluctance to provide information about former employees, a number of states have enacted laws “immunizing” employers against employee claims over such disclosures. The immunity laws generally provide protection from claims for defamation of character.
Oregon is among the states that have a reference immunity law. Under Oregon law, an employer is immune from liability for communicating information in response to a request from a former employee, or prospective employer, about the former employee's job performance as long as the employer is acting in good faith (Or. Rev. Stat. § 30.178). There is a legal presumption that the employer acted in good faith unless it is shown ...

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