839-006-0480 Discrimination Based on Uniformed Service (1) For purposes of this rule: (a) “Service” means the performance of duty on a voluntary or involuntary basis in a uniformed service that may involve active duty, active duty for training, initial active duty for training, inactive duty for training, full time duty in the National Guard, funeral honors duty or an examination to determine fitness for service in a uniformed service; and (b) “Uniformed service” means the Armed Forces of the United States, the Army National Guard and the Air National Guard when engaged in active duty for training, inactive duty training or full-time National Guard duty, the commissioned corps of the United States Public Health Service and any other category of persons designated by the President of the United States in a time of war or national emergency. (2) It is an unlawful employment practice for an employer to discriminate against a person because of the person’s service in a uniformed service by: (a) Denying a public officer or public employee the status or rights provided by ORS 408.240 to 408.240 and 408.290, if the employer is a public body. (b) Discharging, expelling, disciplining, threatening or otherwise retaliating against the person for exercising or attempting to exercise the status or rights provided by this section. (c) Denying any of the following because a person is a member of, applies to be a member of, performs, has performed, applies to perform or has an obligation to perform service in a uniformed service: (A) Initial employment; (B) Reemployment following a leave from employment taken by reason of service in a uniformed service; (C) Retention in employment; (D) Promotion; or (E) Any other term, condition or privilege of employment, including but not limited to compensation. (3) An employer does not commit an unlawful employment practice under this rule if the employer acted based on a bona fide occupational requirement reasonably necessary to the normal operation of the employer’s business and the employer’s actions could not be avoided by making a reasonable accommodation of the person’s service in a uniformed service. (4) The federal Uniformed Services Employment and Reemployment Act, 38 USC 43 (USERRA) provides that an employee reemployed following a period of uniformed service is entitled to the seniority and seniority-based rights and benefits that the employee had on the date the uniformed service began, plus any seniority and seniority-based rights and benefits that the employee would have attained if the employee had remained continuously employed. Federal Department of Labor regulation 20 CFR 1002.210 provides that in determining entitlement to seniority and seniority-based rights and benefits, the period of absence from employment due to or necessitated by uniformed service is not considered a break in employment. The rights and benefits protected by USERRA upon reemployment include those provided by the employer and those required by statute. (5) To the extent possible, this rule shall be construed in a manner that is consistent with similar provisions of the federal Uniformed Services Employment and Reemployment Rights Act of 1994, 38 USC 43. (6) Protections for spouses and domestic partners of uniformed service members may be found under the Oregon Military Family Leave Act, ORS 659A.090 to 659A.099 and OAR 839-009-0370 - 839-009-0460. Statutory/Other Authority: ORS 659A.805 Statutes/Other Implemented: ORS 659A.082 History: BLI 12-2015, f. & cert. ef. 8-28-15 BLI 2-2012, f. & cert. ef. 2-8-12 BLI 15-2011, f. 12-30-11, cert. ef. 1-1-12 BLI 8-2010, f. & cert. ef. 2-24-10