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Total Articles: 8

Portland’s Ban-the-Box Law Takes Effect, Administrative Rules Provide Clarity

Portland, Oregon’s ban-the-box law, the Removing Barriers to Employment Ordinance, took effect on July 1, 2016. The ordinance prohibits most Portland employers from asking about an applicant’s criminal history or conducting a background check on an applicant until after a conditional offer of employment has been made.

Portland’s New Ban-the-Box Ordinance Imposes Stricter Rules Than State Law

On November 25, 2015, the Portland City Council passed an ordinance restricting an employer’s ability to inquire regarding a job applicant’s criminal history. As of July 1, 2016, Portland employers with six or more employees will be prohibited from soliciting information regarding an applicant’s criminal background at any time prior to making a conditional offer of employment. If an employer makes a conditional offer and a subsequent background check reveals a criminal past, the employer may rescind the offer only after assessing the nature and gravity of the offense, the time elapsed since the offense, and the nature of the employment held or sought by the applicant.

Portland, Oregon Passes Broad Ban the Box Law

Portland, Oregon has enacted one of the nation's broader "ban the box" laws restricting criminal history inquiries during the hiring process. More than 110 cities and counties plus 19 states have "ban the box" measures, but many either do not apply to private employers or are limited to initial job applications.

Portland, Oregon Bans the Box

On November 25, 2015, Portland’s City Council unanimously passed new rules that will significantly affect an employer’s ability to obtain and use criminal history information in the hiring process. With these new rules, Portland joins the growing number of other cities, counties and states across the country, including Oregon,1 that have enacted similar “ban-the-box” legislation in recent years.2

Portland Passes Strict New "Ban The Box" Law

The Portland City Council passed its own version of a “Ban The Box” law right before the Thanksgiving holiday, which will require most businesses operating in the city to adjust their hiring practices. Under the strict new rules, covered Portland businesses will be prohibited from asking prospective job applicants about their criminal history until after a conditional job offer has been made. This new law will be effective July 1, 2016.

Portland’s Sick Leave Ordinance—What Every Employer Should Know

Effective January 1, 2014, Portland’s sick leave ordinance goes into effect. The ordinance applies to any private sector employer (both within and outside of the state of Oregon) that employs individuals who work within the city of Portland.

FAQ: What Employers Need To Know About Portland Paid Sick Leave

Beginning January 1, 2014, Portland, Oregon will require most employers to offer paid sick leave to their employees. The following list of Frequently Asked Questions will help employers get up to speed with the ordinance and accompanying administrative regulations.

Portland Paid Sick Leave Ordinance Passes

The city of Portland joined San Francisco, Seattle, Washington D.C., and the state of Connecticut today when it passed a paid sick leave ordinance. Under the new ordinance, businesses with six or more employees must provide up to 40 hours of paid sick leave a year; smaller businesses must allow employees to take up to 40 hours of unpaid sick time. The law will go into effect on January 1, 2014.
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