Portland Employment Lawyers

Portland Oregon Employment Law

What do Portland employment lawyers do?

Have you ever felt like you have been treated unequally? If so, then you are experiencing discrimination. Especially if the treatment that your employer is giving you is based on race, national origin, age, gender, sexual orientation, pregnancy, injury, or disability. There is no reason to endure this type of treatment. An employment law attorney in Portland, Oregon can make sure that you are not treated this way any longer. This also includes any person who is a victim of domestic violence, a whistle blower, medical condition sufferer, or a military person which was called to duty. Discrimination is wrong, and that is why good employment law attorneys are so important.

If you are currently searching for a good employment law attorney in Portland, Oregon, then you have come to the right place. Meyer Employment Law, Attorneys at Law, are successful and reliable employment law attorneys in Portland, Oregon. Don’t let your rights get trampled! There is something you can do to make sure your rights are taken seriously.

In many situations, people that start out being discriminated against can also be harassed by the same people. It goes hand in hand. If you are going to go so far as to discriminate against someone, then harassment has likely been committed already, or in response to a person having realized they discriminated against you. In these situations, threats and intimidation often occur. This can lead to retaliation by employers when they realize that you know that you have been discriminated against. They could have terminated you without any real cause, demote you, or humiliated you. Employers are not gods. They make mistakes, and are subject to the same types of petty crime as any individual because they are run by individuals. If this has happened to you, then know that you probably are not the first person this employer has done this to. Don’t let them bully you around.

Employment contracts are there for a reason. If you have signed a contract which was broken by the employer, then you have a legal obligation to hold them to their contract. Contractors have a right to be protected just as much as any union worker. Many of these companies hiring people by contract are doing so to avoid having to pay taxes on employees. If you were treated wrongfully, and you are a contractor, don’t let that stop you from seeking after a good employment law attorney. Contractors have rights too, and you need to make sure that your rights have not been violated.

Contact Meyer Employment Law to speak with one of our Portland employment lawyers. Contact us for a free consultation.

Allow our Portland employment lawyers to fight for you.

Employment law is a complex and ever-evolving field of law. An attorney who is well-versed in the complexities of the law can assist you in obtaining just recompense for the damage you have suffered. Our Portland employment attorneys who have over 30 years of litigation and negotiating expertise. In toxic work situations, our lawyers fight tenaciously for our clients’ rights.

Employees are protected against prejudice, harassing, and reprisal in the workplace by state and federal legislation based on the following classifications:

• Racial prejudice
• Religion
• The country of origin
• Gender or sex
• Sexual preference
• Transition from one gender to another
• Age
• Remuneration for staff
• Incapacity
• Medical and family leave
• Expectant motherhood
• Relationship status
• Whistleblowing

Our employment law experts are dedicated to defending those who have had their civil rights infringed. We know that many individuals continue to work in discriminatory, hostile, or harassing situations for financial reasons, and that many others resign owing to bad working conditions. Many of our clients have been successful in matters involving:

• Discrimination based on age.
• Discrimination based on race.
• Discrimination based on gender.
• Harassment of women.
• Discrimination based on religion.
• Discrimination based on disability (ADA Claim)
• Discharge that is not constructive.
• Discrimination against employees who have been wounded.

In addition, we represent wounded employees who have been discriminated against at work because of an on-the-job injury. We work tirelessly to preserve the rights of wounded employees.

We are concerned about the protection of workers’ rights.

While companies say that their employees are hired “at will” and that they may be dismissed at any moment for any reason, there are rules in place to guarantee that termination choices are not discriminatory. In addition to accusations of harassment and discrimination, our employment law experts often handle instances involving:

• The Family Medical Leave Act (FMLA) which is a federal law that requires companies of a particular size to grant unpaid time off to workers who have significant family health difficulties or crises. Adoption, pregnancy, foster care placement, family or personal sickness, or military leave are all valid causes.
• Family Leave Act of Oregon (OFLA) which is a state law that allows workers to take time off to look for themselves or others for a certain period. When the employee returns from leave, the company must assign them to the same (or comparable) work. For any of these circumstances, OFLA gives up to a total of 12 weeks of protected leave every year.
• The Consolidated Omnibus Budget Reconciliation Act (COBRA) which is a federal law that requires an insurance scheme that allows certain workers to keep their health insurance coverage when they leave their job.
• Discrimination claims based on age, ethnicity, gender, national origin, marital status, religion, or physical or mental disability.
• Issues involving Equal Employment Opportunity Commission (EEOC)
• Representation before the Bureau of Labor and Industries of Oregon (BOLI)
• Occupational Safety and Health Administration (OSHA) (OSHA)
• Issues related to contracts of employment and non-competition agreements.
• Wrongful dismissal and employment at will.
• Concerns about pay and hours.