Obi logo


Satisfaction Guarantee

Oregon Human Resources Manual

Own the Definitive Guide to Oregon and Federal HR Compliance.

Every human resources professional knows the daunting task of staying up-to-date with the laws governing employer-employee relations. State and federal laws often impose different obligations on employers, and courts continually refine the way the laws must be implemented in the workplace.

For instance:

  • What does the federal Family Medical Leave Act require that the Oregon Family Leave Act does not? 
  • When is a worker an independent contractor for purposes of the Fair Labor Standards Act versus Oregon’s wage and hour laws? 
  • If the cultivation and use of marijuana are illegal under federal law, how does an employer accommodate its use by employees who are disabled and properly registered under Oregon’s Medical Marijuana Act?  
  • There are a lot of legal minefields out there!

HR professionals negotiate those minefields by having the resources to recognize and prevent issues before they arise and by responding to problems when prevention is not possible. We hope this manual will be your first resource in recognizing, preventing, and solving problems in your workplace.

It takes an enormous depth of knowledge and collaborative effort to produce a manual of this nature. The following attorneys are responsible for the final product: Kyle Abraham, Rebecca Boyette, Nicole Elgin, Michael Garone, Ron Guerra, Kelly Hagan, Joslyn Keating, Heidi Mason, Rich Meneghello, Walter Miller, Paul Ostroff, Tom Payne, Kathryn Roberts, Amy Robinson, Elizabeth Schleuning, Randall Sutton,  Sommer Tolleson,  and. Thomas Triplett. I wish to thank each of them for their contributions. I also wish to thank Nathan Hoover, my wonderful legal assistant, who kept us all on track.

Easily comply with these comprehensive Oregon laws: 

  • Oregon minimum wage law
  • Oregon State and Portland ban the box rules
  • Oregon Revised Statutes and in a long-standing and consistent line of Oregon case law
  • Oregon anti-discrimination laws
  • Oregon disability law
  • Oregon leave requirements, including statewide mandatory sick leave law domestic violence leave Oregon military family
  • Oregon Safe Employment Act (OSEA)
  • Oregon privacy laws
  • Oregon’s civil rights statutes
  • Oregon continuation coverage laws
  • Oregon unemployment insurance laws
  • Oregon Indoor Clean Air Act
  • Oregon’s child labor laws

Stay Knowledgeable and Informed: 

  • Lay Out Expectations and Guidelines for your Business
  • Stay Up to Date on recent law changes
  • Understand state and federal specific compliance thresholds
  • Understand NDAs, intellectual property and trade secret law
  • Manage employee relationships
  • Conduct workplace investigations
  • Avoid costly non-compliance penalties on both the state and federal level
  • File personnel and medical records
  • File applications and other non-medical records
  • Legally perform drug and alcohol tests
  • Handle workplace violence before, during, or after it happens
  • Reinstating a veteran after military leave
  • Obtain authorization from employees before generating consumer reports

Other Benefits: 

  • Understand Your Compliance Thresholds
  • Anticipate and be Ready for Your Audit
  • Manage the Recruiting and Hiring Process Lawfully
  • Understand NDAs, Intellectual Property and Trade Secret Law
  • Manage Employee Relationships
  • Conduct Workplace Investigations
  • Avoid Costly Non-Compliance Penalties on both the State and Federal level
  • Arm your HR team with Comprehensive, Easy-to-Use, and Accurate Info that Ensures Compliance and Minimizes Legal Costs!

The Oregon Human Resources Manual Includes:

  • A hard-copy book written in plain-English
  • Access to an updated, online, membership only HR platform
  • Inclusive access to SHRM certified webinars
  • Immediate updates when laws change and when it will affect you
  • Easy to understand legal advice 
  • Weekly "HR Update" Newsletter
  • Live customer support

Our guide to Oregon Human Resources is the most Comprehensive, Plain-English guide that your HR Department is likely to encounter, anywhere.  Clients from Pro Sports Teams, to Mom-and-Pop Stores, put their trust in us year after year for that exact reason.

Oregon Human Resources Manual was created in collaboration with Schwabe, Williamson & Wyatt , and authored by Jean Ohman Back, Nicole Elgin, Thomas Payne

About the law firm

Schwabe, Williamson & Wyatt

Schwabe, Williamson & Wyatt is one of the Pacific Northwest’s top law firms, representing individuals and leading companies doing business in the region, across the U.S., and around the globe in a wide range of business and litigation matters. The firm has more than 170 attorneys in Portland, Bend, and Salem, Oregon, and Seattle and Vancouver, Washington. Schwabe attorneys provide a broad range of transaction and litigation services to many of the Pacific Northwest’s leading companies, more

Oregon Business & Industry

A United Voice for Oregon Business

Oregon Business & Industry is Oregon's largest and most influential comprehensive business association advocating for a strong economy and a healthy, prosperous and competitive Oregon. Members participate with other business leaders committed to growing Oregon’s economy, quality jobs for our citizens, and healthy communities. OBI also offers members money-saving services.

The OBI Mission

To strengthen Oregon’s economy in order to achieve a healthy, prosperous and competitive Oregon for the benefit of present and future generations.


OBI was created July 1, 2017, through the merger of Associated Oregon Industries (AOI) and Oregon Business Association (OBA). The goal of the merger was to combine the strengths of the two organizations and to create a unified voice for Oregon businesses. Here’s a look at the history of each organization:

AOI: Serving Business Since 1895

Founded in 1895, Associated Oregon Industries (AOI) quickly became a... learn more

Topics covered

Oregon Human Resources Manual

Foreward from Oregon Business & Industry

About Schwabe, Williamson & Wyatt

About the editor

About the contributors

Editor's foreward

Features of the HR Library

Chapter 01: Snapshot – An HR audit

Chapter 02: Compliance thresholds

Chapter 03: Recruiting and hiring

Chapter 04: Background checks

Chapter 05: Discrimination in employment

Chapter 06: Noncompete agreements, intellectual property assignment and trade secrets

Chapter 07: Employee handbooks

Chapter 08: Wages and hours

Chapter 09: Disabilities and reasonable accommodation

Chapter 10: Employment verification

Chapter 11: Child labor

Chapter 12: Performance evaluations

Chapter 13: Independent contractors

Chapter 14: Temporary and leased employees

Chapter 15: Privacy

Chapter 16: Protecting technology and electronic information

Chapter 17: Social media

Chapter 18: Employee discipline

Chapter 19: Smoking in the workplace

Chapter 20: Relationships in the workplace

Chapter 21: Workplace investigations

Chapter 22: Termination

Chapter 23: Plant closings and mass layoffs

Chapter 24: Family and medical leave

Chapter 25: Military leave

Chapter 26: Additional types of leave

Chapter 27: Safety and health in the workplace

Chapter 28: Workplace violence

Chapter 29: Employee benefits plans

Chapter 30: Workers’ compensation

Chapter 31: Unemployment insurance

Chapter 32: Healthcare continuation

Chapter 33: Healthcare portability and privacy

Chapter 34: Traditional labor law

Chapter 35: Public employers

Chapter 36: Disaster planning

Chapter 37: Business ethics

Chapter 38: Politics in the workplace

Appendix A: Recordkeeping requirements

Appendix B: Posting requirements