Do I need an Oregon wrongful termination attorney?
The Meyer Employment Law attorneys are experienced in a wide variety of wrongful termination claims. In Oregon, it is illegal to fire an employee for reporting or opposing unlawful conduct by the employer, such as discrimination, serious workplace health and safety concerns, wage claims, and various other legal or regulatory violations.
It is important that you consult an attorney with expertise in this area to help you. Our attorneys have substantial experience representing employees in Oregon wrongful termination claims.
Understanding At-Will Employment in Oregon
In Oregon, most employer-employee relationships are “at will”. This means that the employer is free to hire, discipline, or fire any employee at any time for any reason—unless that reason is contrary to an agreement, or is unlawful under state, federal or local law, or contrary to public policy. Federal and Oregon laws protect you from being discriminated against at work. That means you can’t be fired or demoted, paid less, or otherwise treated differently because you belong to a protected class.
What Makes a Termination “Wrongful”?
While Oregon follows the at-will employment doctrine, there are significant exceptions that protect employees from wrongful termination. A termination becomes legally “wrongful” when it violates:
- Statutory protections – Laws that specifically prohibit firing employees for certain reasons
- Public policy – Societal interests that courts recognize as worthy of protection
- Contractual agreements – Written or implied contracts that limit an employer’s ability to terminate
- Anti-discrimination laws – Federal and state laws protecting specific classes of people
Protected Classes and Discrimination
A “protected class” is simply a shared characteristic that employers cannot use as a basis for employment decision under law. For an employee to bring a successful civil rights employment discrimination complaint the employee must be a member of a protected class and experience harm or adverse action, and there must be a connection between the harm and membership in a protected class.
Federal vs. State Protections
Oregon law often provides broader protections than federal law. While federal law establishes minimum standards, Oregon has expanded protections in several areas, including sexual orientation, gender identity, and marital status discrimination.
Regulatory Agencies and Your Rights
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 including wrongful termination. 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 and wrongful termination in the workplace.
Filing Deadlines and Procedures
Time is critical in wrongful termination cases. In Oregon, you typically have:
- 180 days to file a complaint with BOLI for state law violations
- 300 days to file with the EEOC for federal violations (Oregon is a “deferral state”)
- 2 years for most tort claims related to wrongful termination
- 6 years for contract-based claims
Missing these deadlines can permanently bar your claim, making prompt legal consultation essential.
Recent Developments
Meyer Employment Law in the News!
Wrongful Termination Lawyer and Meyer Employment Law Attorney, represents wrongful termination due to health and safety issues in Umatilla County.
Comprehensive Legal Protection
Wrongful Termination Attorney, Portland, Oregon
Meyer represents employees in wrongful termination cases throughout the state. Our attorneys may be able to assist you with a wrongful termination claim in Oregon, based on the following:
Identity and Personal Characteristics
- Race
- Color
- National Origin
- Age
- Gender
- Pregnancy
- Marital status
- Family relationship
- Genetic Information
- Sexual Orientation
- Gender Identity
- Religion
Workplace Rights and Benefits
- Injured Worker (Invoking the Workers’ Compensation System)
- Disability
- Equal pay
- Criminal convictions
- Uniformed Services (USERRA)
- Exercising rights under medical leave statutes (OFLA and/or FMLA)
- Exercising rights under military leave statutes (Oregon Military Family Leave Act)
- Requesting bereavement leave
Safety and Ethical Workplace Practices
- Opposition to unsafe working conditions
- Domestic Violence Victim
- Whistleblowing
- Reporting or opposing illegal discrimination in the workplace
- Reporting or opposing unlawful employment practices
- Reporting or opposing sexual harassment
- Reporting patient safety concerns
- Reporting or opposing wage and hour violations
- Reporting or opposing unfair trade practices
- Reporting or opposing violations of consumer protection laws
- Reporting evidence of illegal activity
Types of Wrongful Termination Claims
Retaliation Claims
Retaliation occurs when an employer takes adverse action against an employee for engaging in legally protected activity. This is one of the most common forms of wrongful termination and can include firing someone for:
- Filing discrimination complaints
- Participating in workplace investigations
- Testifying in legal proceedings
- Requesting reasonable accommodations
Constructive Discharge
Sometimes employers make working conditions so intolerable that a reasonable person would feel compelled to resign. This “constructive discharge” can be treated as wrongful termination if the conditions were created due to discrimination or retaliation.
Breach of Contract
Even in at-will employment states, wrongful termination can occur when employers violate:
- Express written contracts
- Implied contracts (such as employee handbooks)
- Verbal promises of job security
- Good faith and fair dealing obligations
Potential Remedies and Damages
If you’ve been wrongfully terminated, you may be entitled to various forms of compensation:
Economic Damages
- Back pay – Lost wages from termination to trial/settlement
- Front pay – Future lost earnings if reinstatement isn’t feasible
- Lost benefits – Health insurance, retirement contributions, stock options
- Job search costs – Reasonable expenses incurred finding new employment
Non-Economic Damages
- Emotional distress – Compensation for mental anguish and suffering
- Punitive damages – Additional damages to punish particularly egregious conduct
- Reinstatement – Getting your job back (when appropriate and desired)
Attorney’s Fees
Many employment laws allow successful plaintiffs to recover attorney’s fees from the employer, making legal representation more accessible.
Building Your Case
Documentation is Key
Strong wrongful termination cases typically include:
- Performance reviews showing satisfactory or excellent work
- Email communications revealing discriminatory or retaliatory intent
- Witness statements from coworkers who observed improper conduct
- Medical records (for disability or pregnancy discrimination cases)
- Company policies that may have been violated
Common Employer Defenses
Employers often argue that terminations were based on:
- Performance issues – Poor work quality or productivity
- Misconduct – Policy violations or inappropriate behavior
- Business necessity – Layoffs due to economic conditions
- Personality conflicts – Difficulty working with others
An experienced attorney can help distinguish between legitimate business reasons and pretextual justifications for unlawful termination.
Why Choose Experienced Legal Representation
Attorneys from Meyer Employment Law are experienced in a wide variety of wrongful termination claims. In Oregon, it is illegal to fire an employee for reporting or opposing unlawful conduct by the employer, such as discrimination, serious workplace health and safety concerns, wage claims, and various other legal or regulatory violations. It is important that you consult an attorney with expertise in this area to help you.
Our attorneys have substantial experience representing employees in Oregon wrongful termination claims.
What Sets Us Apart
- Comprehensive case evaluation to identify all potential claims
- Thorough investigation of the circumstances surrounding your termination
- Strategic negotiation with employers and their insurance companies
- Trial experience when cases cannot be resolved through settlement
- Personalized attention to understand your unique situation and goals
Take Action Now
Have you experienced wrongful termination in the workplace? Do you have questions about wrongful termination? Allow an Oregon wrongful termination attorney to help. Contact us at Meyer Employment Law.
Remember: The sooner you consult with an attorney, the better your chances of preserving evidence, meeting critical deadlines, and achieving a favorable outcome. Many wrongful termination cases are time-sensitive, and waiting too long can jeopardize your rights.
Don’t face this challenging situation alone. Our experienced team is here to evaluate your case, explain your options, and fight for the justice you deserve.
