Discrimination

Have you been treated differently or less favorably, such as being fired, paid less, or always being signaled out to get the worst work shifts or tasks because of your race, religion, sex, sexual orientation, national origin, disability, military status, or pregnancy? If so, you might have been a victim of unlawful discrimination. Call our office to speak with our experienced employment attorney to learn more about your rights.

Employers are prohibited from treating employees or prospective employees less favorably because of that person's race, color, religion, sex, age, national origin, military status, disability, or some other protected classification.

Protected classes or other characteristics include, but not limited to:

A person's race, color, religion, sex, age (40+), national origin, military status, or disability.
Invoking or using Worker's Compensation.
Being pregnant or adopting a child.
Using protected leave under the Federal Family Medical Leave Act (FMLA).
Using protected leave under the Oregon Family Leave Act (OFLA).
Using protected leave under the Oregon Sick Leave Act.
Reporting or opposing acts of harassment, discrimination, or retaliation.
Reporting or asking to be paid your owed wages and overtime.
Report of what the employee believes to be violations of law, including safety violations.
Reporting or opposing sexual harassment.
Reporting or opposing unlawful employment practices.
Reporting or opposing unsafe working conditions.
Whistleblowing.

It is an unlawful employment practice for an employer to refuse to hire, fire, demote, pay less, give less favorable treatment, give negative performance evaluations, reducing hours, or decreasing responsibilities because of your membership in a protected class, for opposing discrimination, or for reporting instances of discrimination suffered by you or other employees.

Employees have an obligation to report instances of harassment or discrimination to their supervisor and follow the company's harassment and discrimination reporting policy. An employer must be made aware of the offending behavior, be given an opportunity to investigate the behavior, and prevent it from continuing. An employer may avoid liability if it can show that it had a reporting policy, but the employee failed to follow its policy and provide an opportunity to correct the offending behavior.

Have you been a victim of discrimination? Contact our office to speak with our experienced employment attorney to learn more about your rights.