SB 123, just passed by the legislature and signed by Governor Brown, makes several amendments to Oregon’s pay equity law. Most notable are the revisions to the limited affirmative defense available to employers in litigation....more
8/15/2019
/ Affirmative Defenses ,
Amended Legislation ,
Emotional Distress Damages ,
Employer Liability Issues ,
Employment Litigation ,
Equal Pay ,
Governor Brown ,
Pay Equity Laws ,
Punitive Damages ,
Safe Harbors ,
State Labor Laws ,
Wage and Hour
The National Labor Relations Board (the “Board”) recently issued a decision in UPMC Presbyterian Shadyside that reverses longstanding Board precedent and holds that employers no longer have to allow nonemployee union...more
6/19/2019
/ Administrative Law Judge (ALJ) ,
Bright-Line Rule ,
Disparate Treatment ,
Employee Rights ,
New Rules ,
NLRA ,
NLRB ,
Private Property ,
Property Owners ,
Public Property ,
Solicitation ,
Surveillance ,
Union Organizers ,
Union Representatives ,
Unions
On March 22, the Department of Labor (“DOL”) published a new proposed rule that would make several changes to current overtime law. The proposed rule, which is not yet in effect, would require that...more
Oregon recently passed amendments to its statewide sick time law, clearing up several areas of uncertainty for employers. The amendments clarify that...more
Oregon is poised to become the first state to enact a “secure scheduling” or “fair work week” law that will impose significant new employee scheduling requirements on certain categories of large employers. Senate Bill 828,...more
The Oregon Bureau of Labor and Industries (“BOLI”) recently issued new draft rules interpreting and explaining Oregon’s sick time law...more
The Sixth Circuit recently held in EEOC v. Ford Motor Co. that regular attendance may not mean physical presence in the workplace, and that telecommuting may be a reasonable accommodation for some employees with disabilities...more
5/7/2014
Not to be outdone by its neighbors to the north--Portland and Seattle--Eugene, Oregon appears poised to become the next jurisdiction to pass an ordinance requiring employers to provide employees working within city limits...more
On Monday, we blogged about the first of two recent U.S. Supreme Court decisions interpreting Title VII of the Civil Rights Act of 1964 (“Title VII”), University of Texas Southwestern Medical Center v. Nassar. Today, we’ll...more
7/12/2013
/ Civil Rights Act ,
Discrimination ,
Employer Liability Issues ,
Harassment ,
Race Discrimination ,
Retaliation ,
SCOTUS ,
Supervisors ,
Title VII ,
UT Southwestern Medical v Nassar ,
Vance v. Ball State University ,
Vicarious Liability