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.
Part-time work doesn’t disqualify you from FMLA. A steady 24-hour week does, by a margin of two hours. Here is how Oregon workers run the numbers, and what covers them if the total falls short.
Most FMLA violations never involve a termination. If your hours, your bonus, your review, or your job title changed after you took leave, here is what the law says and what a case looks like.
The hours right after a firing shape everything that follows: the evidence you still have, the severance you have not signed yet, and the clocks already running. Ten concrete steps for Oregon workers who think the termination was illegal.
A salary and a manager title do not cancel your right to overtime pay. Oregon and federal law both set a floor, and the burden sits with your employer to prove otherwise. Here is how the tests really work.
Depression, anxiety, PTSD, and other conditions are protected at work under both the ADA and Oregon law. Learn what mental health discrimination looks like, when you can request an accommodation, how privacy works, and the steps to take if your employer crosses the line.
Fired during or after medical leave in Oregon? Federal FMLA and Paid Leave Oregon both protect your job. Learn the warning signs of an illegal firing, what you can recover, and the deadlines that decide whether you still have a case.
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.
If you are experiencing sexual harassment at work, you have options. Learn how Oregon employees can document harassment, report it internally, file a complaint with BOLI or the EEOC, and protect their rights.
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