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Oregon Passes Paid Family and Medical Leave Law

Oregon has joined a growing number of states to require employers to provide their workers paid family and medical leave.

Oregon Passes Nation’s Most Generous Paid Family Leave Law

While many Oregonians were enjoying a leisurely holiday break last week, Oregon lawmakers were busy enacting the nation’s most generous paid leave program. Governor Kate Brown signed a law into effect on July 1 that will provide 12 weeks of paid leave to just about every employee in the state (yes, even if you only have one employee), to be funded by a new payroll tax paid by both workers and employers with 25 or more employees. While the law doesn’t kick in until 2023, it’s never too early to learn about what’s around the corner and start to prepare. What do Oregon employers need to know about this groundbreaking new law?

New Oregon Law Restricts Nondisclosure, Nondisparagement Provisions in Workplace Agreements

A new Oregon law limits employers’ use of nondisclosure or nondisparagement agreements with their employees with respect to employment discrimination or sexual assault.

Oregon, Connecticut Pass Sweeping Paid Family Leave Measures

Oregon has become the eighth state to approve paid family and medical leave with a measure that appears to be the broadest in the nation. Oregon passed its bill shortly after Connecticut Gov. Ned Lamont signed a law implementing a broad paid family leave insurance program in the Constitution State.

Oregon Enacts Sweeping #MeToo Law

On June 11, 2019, Governor Kate Brown signed into law the Oregon Workplace Fairness Act (SB 726), which will significantly impact all Oregon employers. The Act addresses concerns of the #MeToo movement by imposing strict requirements on how Oregon employers respond to complaints of harassment and discrimination. The legislation also significantly increases the statute of limitations within which an employee may assert a claim of discrimination, from one year to five years. Oregon now has one of the longest statute of limitations for such claims in the nation.

Oregon Governor Signs Sweeping Union Rights Law Affecting Public Employers

On June 20, 2019, Oregon governor Kate Brown signed House Bill (HB) 2016 into law. The legislation brings sweeping changes for public sector employers and unions in an effort to increase unions’ direct access to represented employees at the workplace. The law is largely viewed as a legislative reaction to the Supreme Court of the United States’ decision in Janus v. AFSCME Council 31, which prohibited mandatory union dues in the public sector, including the deduction of “fair share” fees for nonunion members.

Oregon’s New Workplace Fairness Act Limits the Use of Nondisclosure Agreements, Requires Written Antiharassment Policies, and Extends the Time for Filing Claims

Oregon just enacted comprehensive legislation that will have a potentially surprising impact on most Oregon workplaces. On June 11, 2019, Governor Kate Brown signed into law Senate Bill 726, also known as the Workplace Fairness Act. The law creates a new unlawful employment practice that prohibits employers from entering into agreements containing nondisclosure, nondisparagement or similar confidentiality provisions. It also requires employers to adopt and disseminate specific written policies and significantly enlarges the period in which an employee may file a claim of discrimination.

Oregon’s New Prohibitions and Requirements Regarding Pregnancy-Related Accommodations: What Employers Need to Know

On May 22, 2019, Oregon governor Kate Brown signed House Bill 2341. This bill expands on existing federal and state law concerning pregnancy-related accommodations.

Oregon Amends Data Breach Notification Law to Include Vendor Obligations; Expanded Definition of Personal Information

As we recently noted, Washington state amended its data breach notification law on May 7 to expand the definition of “personal information” and shorten the notification deadline (among other changes). Not to be outdone by its sister state to the north, Oregon followed suit shortly thereafter—Senate Bill 684 passed unanimously in both legislative bodies on May 20, and was signed into law by Governor Kate Brown on May 24. The amendments will become effective January 1, 2020.

HB 2992: Oregon’s Most Recent Attempt to Rein in Restrictive Covenants

In 2016, the White House issued a report that expressed a call to action for noncompetition reform at the state legislative level throughout our nation. Since then, many states have tinkered with their noncompetition laws in an attempt to narrowly define when and under what circumstances an employer can subject an employee to a noncompetition agreement. For example, less than a month ago Washington State enacted a law that significantly restricts noncompetition agreements with employees and independent contractors. A full summary of the new Washington law and restrictions can be found here.