Oregon employees that believe they have been unlawfully harassed, discriminated against or retaliated against should contact a qualified attorney experienced in representing employees. The attorneys at Solomon, Saltsman & Jamieson have over 120 years of combined legal experience and have helped numerous employees protect their rights. If you believe your rights have been violated, please feel free to give us a call for a free initial consultation:
Phone: (503) 236-8050
Toll Free: (800) 405-4222
E-mail: [email protected]
Fax: (503) 296-2105
Solomon, Saltsman & Jamieson
121 SW Salmon, St., Suite 1010
Portland, Oregon 97204
In Oregon, employees have the right to be free from discrimination, harassment and wrongful termination that is based upon any of the following grounds:
- Physical Disability;
- National Origin;
- Veteran Status;
- Marital Status;
- Pregnancy Status;
- Age (18 or older); or
- Mental Disability.
Additionally, employees are protected from retaliation that results from their reporting of discrimination or harassment based upon their inclusion in a protected class.
Oregon law also protects employees from termination, discrimination, or retaliation caused by that employee reporting unlawful conduct at the workplace to the appropriate authorities.
Oregon law also ensures that employees receive a minimum wage and in most instances overtime pay at the rate of 1.5 times the employee’s regular rate for all hours over 40 in the workweek.
In Oregon, non-exempt employees are also entitled to meal periods of not less than 30 minutes if 6 hours or more are worked in one work period. Oregon law also requires an employer-paid rest period of not less than 10 minutes for every segment of four hours or major part thereof (two hours and one minute through four hours) worked in one work period. These rest periods must be taken in addition to and separately from required meal periods. The rest period should be taken as nearly as possible in the middle of the work segment. It is prohibited for an employer to allow employees to add the rest period to a meal period or to deduct rest periods from the beginning or end of the employee’s work shift.
If you believe your employee rights have been violated, then please feel free to contact Solomon, Saltsman & Jamieson for a free initial consultation.