No employee should be treated differently because of their race, color, national origin, religion, sex, pregnancy, age, disability, sexual orientation, gender identity, or another legally protected characteristic. If you believe you’ve experienced discrimination at work, understanding your rights is the first step toward protecting your career, financial security, and future.
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Meyer Employment Law represents employees only throughout Oregon. We help workers who have experienced workplace discrimination, retaliation, harassment, wrongful termination, unequal pay, and other violations of Oregon and federal employment laws. Because many employment disputes involve more than one legal issue, our attorneys carefully evaluate the facts of every case to identify all potential legal claims that may apply.
Employment discrimination can occur at every stage of the employment relationship. An employer may unlawfully discriminate when making decisions about hiring, promotions, compensation, job assignments, discipline, workplace accommodations, layoffs, or termination. In some situations, discrimination may also create a hostile work environment or lead to retaliation after an employee reports unlawful conduct.
Although Oregon is generally an at-will employment state, employers cannot make employment decisions based on protected characteristics or retaliate against employees for exercising their legal rights. Oregon law also provides broader protections than federal law in several important areas, giving many employees additional workplace protections.
Whether you are trying to determine if your employer’s actions were unlawful or need guidance after experiencing workplace discrimination, Meyer Employment Law can review your situation, explain your rights, and help you understand the legal options available to you.
Schedule a confidential consultation with Meyer Employment Law to discuss your workplace concerns with an experienced Oregon employment discrimination lawyer.
The Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for protecting specific classes of people from employment discrimination and investigating charges of job discrimination the workplace.
The Oregon Bureau of Labor and Industries (BOLI) Civil Rights Division is the Oregon State agency charged with investigating complaints of harassment and/or discrimination in the workplace.
Employment discrimination occurs when an employer treats an employee or job applicant unfavorably because of their race, color, religion, sex, national origin, age, disability, or genetic information. This unfair treatment can manifest in various ways throughout the employment relationship, from hiring and firing decisions to daily workplace interactions and advancement opportunities.
Employment discrimination is not always obvious. In some cases, it involves a single employment decision, while in others it develops through a pattern of unequal treatment over time. If your employer treats you differently because of a protected characteristic rather than your qualifications or job performance, you may have legal protections under Oregon or federal law.
Below are some common examples of workplace discrimination.
Hiring decisions should be based on an applicant’s qualifications, experience, and ability to perform the job. Employers may violate employment discrimination laws when they refuse to hire qualified applicants because of a protected characteristic such as race, age, disability, religion, pregnancy, or another protected status.
Potential examples include:
Employees performing substantially similar work should generally receive equal treatment regarding compensation and workplace benefits.
Potential warning signs include:
Promotion decisions should generally be based on merit, qualifications, and performance.
Discrimination may exist if:
Employment discrimination is not limited to hiring, promotions, or pay. Harassment based on a protected characteristic may also violate Oregon or federal law when it creates a hostile, intimidating, or offensive work environment.
Examples may include:
A hostile work environment often develops through repeated behavior rather than a single isolated incident.
Employees should generally be held to consistent workplace standards.
Discrimination may be present when:
Although Oregon is generally an at-will employment state, employers cannot terminate employees because of a protected characteristic or for exercising protected workplace rights.
Termination may involve unlawful discrimination if an employee is fired because of:
In many cases, wrongful termination also involves retaliation after an employee reports discrimination, harassment, wage violations, or other unlawful workplace conduct.
Recognizing the signs of discrimination is only the first step. Oregon and federal laws provide employees with important workplace protections, but understanding which laws apply depends on the facts of your individual situation.
The majority of these forms of prejudice are illegal under federal and state labor legislation. However, some of them are only covered under state statutes in Oregon, such as bigotry based on sexual identity, marital status, or status as a survivor of domestic abuse.
Furthermore, the state of Oregon occasionally extends additional protection against workplace discrimination. Although federal law forbids discrimination against people over the age of 40, Oregon prohibits discrimination against people under 18.
Furthermore, federal anti-discrimination regulations generally refer to companies with a certain minimum number of workers (ranging from 4 to 20 based on the law), while Oregon’s state anti-discrimination laws apply to any company with one or more employees.
Both the federal government and the state of Oregon provide department structures in place that assist in the enforcement of federal and state anti-discrimination legislation. The Equal Work Opportunity Commission of the federal government and the Civil Rights Division of the Bureau of Labor and Industries of Oregon also hear and prosecute cases of employment discrimination.
Under federal law, employees are protected from discrimination based on race, color, religion, sex, national origin, age (40 or older), and disability. Oregon state law provides even broader protections, including additional categories such as sexual orientation, gender identity, marital status, family relationship, and status as a domestic violence survivor.
If you believe you’ve experienced workplace discrimination, taking the right steps early can help protect your rights and preserve important evidence. Every employment situation is different, but documenting what happened and understanding your legal options can make a significant difference if you decide to pursue a claim.
Begin keeping a detailed record of the discriminatory conduct as soon as possible. Include the dates, times, locations, individuals involved, and the names of any witnesses. If the discrimination occurred over a period of time, creating a timeline of events can help establish a pattern of conduct.
Whenever possible, save:
Many employers have internal procedures for reporting discrimination or harassment. Review your employee handbook to understand your company’s reporting process. Depending on your circumstances, reporting the issue to a supervisor, human resources department, or another designated representative may be an appropriate step.
If you are unsure whether reporting internally is the right decision, speaking with an employment lawyer beforehand can help you better understand your options.
If your employer asks you to sign a disciplinary notice, severance agreement, settlement agreement, or other employment-related document after a discrimination complaint, carefully review the document before signing. Some agreements may affect your legal rights or limit future claims.
Avoid deleting emails, text messages, chat conversations, calendars, or other workplace communications that may relate to your situation. These records may become important evidence if legal action is necessary.
Employment discrimination claims are subject to filing deadlines under both Oregon and federal law. Depending on the facts of your case, you may need to file a complaint with the Oregon Bureau of Labor and Industries (BOLI), the Equal Employment Opportunity Commission (EEOC), or another agency before pursuing additional legal action.
Because these deadlines vary, it is important not to wait too long before seeking legal guidance.
You do not have to determine on your own whether your employer violated the law. An experienced employment discrimination lawyer can review your situation, explain your rights under Oregon and federal employment laws, identify potential legal claims, and help you understand the options available based on your specific circumstances.
Early legal guidance can also help you avoid common mistakes, preserve valuable evidence, and make informed decisions before taking additional action.
Employment discrimination cases can be complex, involving intricate federal and state laws, procedural requirements, and evidence gathering. An experienced employment discrimination attorney can help you navigate these challenges, protect your rights, and maximize your chances of a successful outcome. They can assist with filing complaints, negotiating settlements, and representing you in court if necessary.
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Discrimination Lawyers in Portland Oregon
Meyer Employment Law represents employees in discrimination throughout the state. Our attorneys may be able to assist you with employment discrimination claims in Oregon, including the following:
Beyond discrimination claims, our firm provides comprehensive employment law services to address all aspects of workplace legal issues. Whether you’re dealing with wrongful termination, wage and hour disputes, harassment, or contract violations, our experienced attorneys are equipped to handle the full spectrum of employment-related legal matters.
If you successfully prove discrimination, various remedies may be available, including:
The specific remedies available depend on the type of discrimination, the applicable laws, and the circumstances of your case.
Have you experienced discrimination in your workplace? Do you have questions about discrimination? Allow an Oregon discrimination attorney to help. Contact us at Meyer.
Not every unfair workplace decision is illegal, but discrimination based on a protected characteristic may violate Oregon or federal law. If you believe your employer treated you differently because of your race, sex, age, disability, religion, pregnancy, sexual orientation, gender identity, or another protected characteristic, an employment discrimination lawyer can evaluate your situation and explain your legal options.
Yes. Employment discrimination can occur even if you remain employed. Employees may have claims involving unequal pay, failure to promote, harassment, unfair discipline, denied accommodations, or other discriminatory treatment. Termination is only one type of employment discrimination claim.
Yes. Many employees seek legal advice while they are still working. Speaking with an employment discrimination lawyer before leaving your job can help you better understand your rights, preserve important evidence, and make informed decisions about your next steps.
The deadline to file an employment discrimination claim depends on the type of claim and whether Oregon or federal law applies. Some claims require filing with the Oregon Bureau of Labor and Industries (BOLI) or the Equal Employment Opportunity Commission (EEOC) before additional legal action can be taken. Because important deadlines may apply, it is best to seek legal advice as soon as possible.
Helpful evidence may include emails, text messages, performance reviews, disciplinary notices, pay records, employee handbooks, written complaints, and any responses from your employer or human resources. Keeping a timeline of important events and identifying potential witnesses may also help support your claim.
Many employers have internal procedures for reporting workplace discrimination or harassment. Whether you should report the issue internally depends on your specific circumstances. Before filing a complaint or responding to your employer, it may be helpful to speak with an employment discrimination lawyer to better understand your rights and available options.
Depending on the circumstances, employees may be able to recover lost wages, lost benefits, compensation for emotional distress, attorney’s fees, and other remedies available under Oregon or federal law. In some cases, employees may also be eligible for reinstatement or other equitable relief. The remedies available depend on the facts of each case.
Retaliation for reporting discrimination or participating in a workplace investigation may violate Oregon and federal law. If your employer disciplines, demotes, reduces your hours, changes your schedule, or terminates your employment after you report discrimination, you may have additional legal claims beyond the original discrimination issue.
In many situations, yes. Oregon law provides broader protections than federal law in several important areas, including additional protected classifications and coverage for smaller employers. An employment discrimination lawyer can explain which laws apply based on your specific circumstances.
Employment discrimination cases often involve complex legal standards, strict filing deadlines, and detailed evidence. An experienced employment discrimination lawyer can evaluate your claim, explain your rights under Oregon and federal law, help preserve important evidence, and represent your interests throughout the legal process when appropriate.
Quid pro quo sexual harassment in Oregon happens when job benefits, continued employment, promotions, schedules, or other workplace opportunities are tied to sexual conduct. Learn how to recognize the signs, preserve evidence, and protect your rights.
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