Oregon Unions laws & HR compliance analysis

Oregon Unions: What you need to know

The rights of workers in private employment to form unions and bargain collectively with their employers, or to refrain from such activity, is guaranteed by the National Labor Relations Act (NLRA). The NLRA is “preemptive,” meaning that it overrides state law in the areas it covers, which includes almost all types of private employment. But in the areas not covered by the Act, such as the rights of public employees, the states are free to enact their own laws. There is addition information on the NLRA available.
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Oregon's Labor Management Relations Act guarantees employees in the private sector the right to organize and bargain collectively (OR Rev. Stat. Sec. 663.005et seq.). The law mirrors the NLRA in most respects and has the effect of extending the NLRA's protections to employees that might not otherwise be covered. The Act does not apply to individuals employed in the construction and building industry.
Mandatory Workplace Communications. In Oregon, employers may not discharge, discipline, or otherwise take adverse action against an employee who declines to attend an employer-sponsored meeting or communication if the main purpose of the meeting or communication is for the employer to give its opinion about religious or political matters (OR Rev. Stat. Sec. 659.780 and Sec. 659.785). Employers also cannot threaten any adverse action against an employee as a means of compelling the employee to attend such a meeting.
For purposes of this law, the following definitions apply:
• Religious matters include religious affiliation or the decision whether to join or support a bona fide religious organization.
• Political matters include political party affiliation, campaigns for legislation ...

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