justicedao/ipfs_state_laws huggingface dataset:
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.196. Notice to employer; records confidential. (1) An eligible employee shall give the covered employer: (a) Reasonable notice of the employees intention to take leave to attend a criminal proceeding; and (b) Copies of any notices of scheduled criminal proceedings that the employee receives from a law enforcement agency under ORS 147.417. (2) All records kept by a covered employer regarding an eligible employees leave under ORS 659A.192 or notices received under subsection (1) of this section are subject to the laws relating to confidentiality.
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.198. (1) Covered employer means an employer who employs six or more persons in the State of Oregon for each working day during each of 20 or more calendar workweeks in the year in which an eligible employee takes leave to attend a criminal proceeding or in the year immediately preceding the year in which an eligible employee takes leave to attend a criminal proceeding. (2) Crime victim means a person who has suffered financial, social, psychological or physical harm as a result of a person felony, as defined in the rules of the Oregon Criminal Justice Commission, and includes a member of the immediate family of the person. (3) Criminal proceeding has the meaning given that term in ORS 131.005 and includes a juvenile proceeding under ORS chapter 419C or any other proceeding at which a crime victim has a right to be present. (4) Eligible employee means an employee who: (a) Worked an average of more than 25 hours per week for a covered employer for at least 180 days immediately before the date the employee takes leave to attend a criminal proceeding; and (b) Is a crime victim. (5) Immediate family means spouse, domestic partner, father, mother, sibling, child, stepchild and grandparent.
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.199. Prohibited conduct by employer. (1) It is an unlawful employment practice for an employer to discharge, demote, suspend or in any manner discriminate or retaliate against an employee with regard to promotion, compensation or other terms, conditions or privileges of employment for the reason that the employee has in good faith reported information that the employee believes is evidence of a violation of a state or federal law, rule or regulation. (2) The remedies provided by this chapter are in addition to any common law remedy or other remedy that may be available to an employee for the conduct constituting a violation of this section. [2009 c.524 2] (Disclosures by Public and Nonprofit Employees)
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.200. Definitions for ORS 659A.200 to 659A.224. As used in ORS 659A.200 to
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.203. Prohibited conduct by public or nonprofit employer; prohibited conduct by school services employer during public health emergency; remedies. (1) Subject to ORS 659A.206, except as provided in ORS 659A.200 to 659A.224, it is an unlawful employment practice for any public or nonprofit employer to: (a) Prohibit any employee from discussing, either specifically or generally with any member of the Legislative Assembly, legislative committee staff acting under the direction of a member of the Legislative Assembly, any member of the elected governing body of a political subdivision in the state or any elected auditor of a city, county or metropolitan service district, the activities of: (A) The state or any agency of or political subdivision in the state; or (B) Any person authorized to act on behalf of the state or any agency of or political subdivision in the state. (b) Prohibit any employee from disclosing, or take or threaten to take disciplinary action against an employee for the disclosure of any information that the employee reasonably believes is evidence of: (A) A violation of any federal, state or local law, rule or regulation by the public or nonprofit employer; (B) Mismanagement, gross waste of funds or abuse of authority or substantial and specific danger to public health and safety resulting from action of the public or nonprofit employer; or (C) Subject to ORS 659A.212 (2), the fact that a person receiving services, benefits or assistance from the state or agency or subdivision, is subject to a felony or misdemeanor warrant for arrest issued by this state, any other state, the federal government, or any territory, commonwealth or governmental instrumentality of the United States. (c) Require any employee to give notice prior to making any disclosure or engaging in discussion described in this section, except as allowed in ORS 659A.206 (1). (d) Discourage, restrain, dissuade, coerce, prevent or otherwise interfere with disclosure or discussions described in this section. (2) A public or nonprofit employer may not invoke or impose any disciplinary action against an employee for employee activity described in subsection (1) of this section or ORS 659A.212. (3) It is an unlawful employment practice for any school services employer to invoke or impose any disciplinary action against a school services employee for reporting or filing a complaint alleging a violation of any law, regulation or standard pertaining to the COVID-19 pandemic. (4) The remedies provided by this section are in addition to any remedy provided to an employee under ORS 659A.199 or other remedy that may be available to an employee for the conduct alleged as a violation of this section. (5) A violation of this section is a Class A misdemeanor.
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.206. Effects of ORS 659A.200 to 659A.224 on employees. ORS 659A.200 to
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.209. Effect on public record disclosures. ORS 659A.200 to 659A.224 are not intended to: (1) Allow disclosure of records exempt from disclosure except as provided in ORS 192.338, 192.345 and 192.355. (2) Prevent public employers from prohibiting employee disclosure of information of an advisory nature to the extent that it covers other than purely factual materials and is preliminary to any final agency determination of policy or action. [Formerly 659.520]
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.212. Policy on cooperation with law enforcement officials; duty to report person subject to warrant for arrest. (1) In order to protect the safety of the citizens of this state, it is the policy of this state that all public employers and their employees cooperate with law enforcement officials in the apprehension of persons subject to a felony or misdemeanor warrant for arrest. (2) Notwithstanding any other law, when an employee reasonably believes that a person receiving services, benefits or assistance from the state or any agency or political subdivision in the state is subject to a felony or misdemeanor warrant for arrest issued by this state, any other state, the federal government, or any territory, commonwealth or governmental instrumentality of the United States, the employee shall promptly and without delay report to the employees immediate supervisor or a person designated by the agency by rule to receive such report. (3) The supervisor or person designated by the agency shall notify the Oregon State Police promptly and without delay of the information supplied by the employee. (4) The notification required by subsections (2) and (3) of this section shall include disclosure of the name and address of the person, available information concerning the felony or misdemeanor warrant for arrest and other available identifying information. (5) Information disclosed under this section shall only be used by law enforcement officials to verify the existence of a felony or misdemeanor warrant for arrest of the person and to apprehend the person if a felony or misdemeanor warrant for arrest exists. [Formerly 659.525]
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.215. Remedies not exclusive. The remedies provided for violations of ORS 659A.203 and 659A.218 under this chapter are in addition to any appeal proceeding available under ORS 240.560 for a state employee or under any comparable provisions for employees of political subdivisions. [Formerly 659.530]
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.218. Disclosure of employees name without consent prohibited. (1) The identity of the employee who discloses any of the following shall not be disclosed by a public employer without the written consent of the employee during any investigation of the information provided by the employee, relating to: (a) Matters described in ORS 659A.203 (1)(b). (b) Reports required by ORS 659A.212 (2). (2) Violation of this section is an unlawful employment practice. [Formerly 659.535]
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.219. Uniform standards and procedures manual for implementation of Whistleblower Law; requirements. (1) The Bureau of Labor and Industries shall adopt a uniform standards and procedures manual that provides guidelines for implementing ORS 659A.200 to
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.220. Bureau of Labor and Industries to collect and compile information relating to disclosures; report to legislature. (1) The Bureau of Labor and Industries, in consultation and cooperation with the agencies described in subsection (2) of this section, shall collect and compile information and data relating to disclosures of information made under ORS 659A.200 to 659A.224. The information and data shall include: (a) The total number of disclosures made by an employee to a public employer pursuant to ORS 659A.221 of matters described in ORS 659A.203 (1)(b); and (b) The total number of all reports of violations of ORS 659A.203 or 659A.218. (2) Subsection (1) of this section applies to the following agencies: (a) The Oregon Health Authority; (b) The Department of Transportation; (c) The Department of Human Services; and (d) The Department of Environmental Quality. (3) No later than January 1 of each odd-numbered year, the bureau shall submit to the Governor, and, in the manner provided in ORS 192.245, to an appropriate committee or interim committee of the Legislative Assembly, a written report that includes the information and data described in subsection (1) of this section.
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.221. Uniform application to all public employers; optional procedure for disclosures; rules. (1) The Bureau of Labor and Industries by rule shall ensure that the requirements of ORS 659A.200 to 659A.224 are applied uniformly to all public employers. Each public employer may adopt rules, consistent with Bureau of Labor and Industries rules, that apply to that public employer and that also implement ORS 659A.200 to 659A.224. (2) A public employer may establish by rule an optional procedure whereby an employee who wishes to disclose information described in ORS 659A.203 (1)(b) may disclose information first to the supervisor, or if the supervisor is involved, to the supervisor next higher, but the employer must protect the employee against retaliatory or disciplinary action by any supervisor for such disclosure. [Formerly 659.540]
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.224. (1) Disciplinary action includes but is not limited to any discrimination, dismissal, demotion, transfer, reassignment, supervisory reprimand, warning of possible dismissal or withholding of work, whether or not the action affects or will affect employee compensation. (2) Employee means a person: (a) Employed by or under contract with the state or any agency of or political subdivision in the state; (b) Employed by or under contract with any person authorized to act on behalf of the state, or agency of the state or subdivision in the state, with respect to control, management or supervision of any employee; (c) Employed by the public corporation created under ORS 656.751; (d) Employed by a contractor who performs services for the state, agency or subdivision, other than employees of a contractor under contract to construct a public improvement; (e) Employed by or under contract with any person authorized by contract to act on behalf of the state, agency or subdivision; (f) Employed by a nonprofit organization; or (g) Serving as a member of a board of directors of a nonprofit organization who is not otherwise considered an employee. (3) Information includes public and private records, documents and electronically stored data. (4) Knowledge means actual knowledge. (5) Nonprofit organization or nonprofit means an organization or group of organizations that: (a) Receives public funds by way of grant or contract; and (b) Is exempt from income tax under section 501(c)(3) of the Internal Revenue Code. (6) Public employer means: (a) The state or any agency of or political subdivision in the state; (b) Any person authorized to act on behalf of the state, or any agency of or political subdivision in the state, with respect to control, management or supervision of any employee; or (c) An employer who employs an employee described in subsection (2)(a) to (e) of this section. (7) School means a common school district, a union high school district, an education service district, a public charter school, a private school providing instruction to any grade from kindergarten through grade 12 or a community college district. (8) School services means any of the following services: (a) Custodial or janitorial services; (b) Nutrition services; (c) Transportation services; or (d) Any other education services that are customarily performed by school employees. (9) School services employee means a person employed by a school services employer to provide school services to a school. (10) School services employer means a private employer that enters into a contract with a school to provide school services to the school.
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.228. Discrimination for reporting violation of election laws prohibited. (1) In addition to the conduct prohibited in ORS 659A.199, it is an unlawful employment practice for a person to discriminate or retaliate against another person with respect to hire or tenure, compensation or other terms, conditions or privileges of employment for the reason that the person has in good faith reported information that the person believes is evidence of a violation of a state or federal election law, rule or regulation. (2) This section applies only to a person who pays money or offers other valuable consideration for obtaining signatures of electors on a state initiative, referendum or recall petition or on a prospective petition for a state measure to be initiated. [2013 c.519 7] (Initiating or Aiding Administrative, Criminal or Civil Proceeding)
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.230. Discrimination for initiating or aiding in criminal or civil proceedings prohibited; remedies not exclusive. (1) It is an unlawful employment practice for an employer to discharge, demote, suspend or in any manner discriminate or retaliate against an employee with regard to promotion, compensation or other terms, conditions or privileges of employment for the reason that the employee has in good faith reported criminal activity by any person, has in good faith caused a complainants information or complaint to be filed against any person, has in good faith cooperated with any law enforcement agency conducting a criminal investigation, has in good faith brought a civil proceeding against an employer or has testified in good faith at a civil proceeding or criminal trial. (2) For the purposes of this section, complainants information and complaint have the meanings given those terms in ORS 131.005. (3) The remedies provided by this chapter are in addition to any common law remedy or other remedy that may be available to an employee for the conduct constituting a violation of this section. [Formerly 659.550]
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.233. (2) Nothing in subsection (1) of this section creates an employment relationship between an employer and an intern for the purposes of ORS chapter 652, 653, 654, 656, 657 or 658. (3) As used in this section, intern means a person who performs work for an employer for the purpose of training if: (a) The employer is not committed to hire the person performing the work at the conclusion of the training period; (b) The employer and the person performing the work agree in writing that the person performing the work is not entitled to wages for the work performed; and (c) The work performed: (A) Supplements training given in an educational environment that may enhance the employability of the intern; (B) Provides experience for the benefit of the person performing the work; (C) Does not displace regular employees; (D) Is performed under the close supervision of existing staff; and (E) Provides no immediate advantage to the employer providing the training and may occasionally impede the operations of the employer.
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.236. Discrimination for testifying before Legislative Assembly, committee or task force prohibited. It is an unlawful employment practice for an employer to discharge, demote, suspend or in any manner discriminate against an employee with regard to promotion, compensation or other terms, conditions or privileges of employment solely for the reason that the employee has testified before the Legislative Assembly or any of its interim or statutory committees, including advisory committees and subcommittees thereof, or task forces. [Formerly 659.270] UNLAWFUL EMPLOYMENT DISCRIMINATION RELATING TO EMPLOYEE HOUSING
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.250. Definitions for ORS 659A.250 to 659A.262. (1) For purposes of ORS 659A.250 to 659A.262, access means ingress to and egress from residential areas which are concentrated in a central location. It shall not include: (a) The right to enter the individual residences of employees unless a resident of the household consents to the entry; (b) The right to use any services provided by the employer for the exclusive use of the employees; (c) The right to enter single residences shared by employees and employers where a separate entrance to the employees quarter is not provided; or (d) The right to enter work areas. (2) Authorized person means government officials, physicians, certified education providers, local health officials, representatives of religious organizations and any other providers of services for farmworkers funded in whole or part by state, federal or local government. (3) Housing means living quarters owned, rented or in any manner controlled by an employer and occupied by the employee. (4) Invited person means persons invited to a dwelling unit by an employee or a member of the employees family residing with the employee.
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.253. Restriction of access to employee housing owned or controlled by employer prohibited; telephone accessibility. (1) Employers shall not restrict access by authorized persons or invited persons to any housing owned, rented or in any manner controlled by the employer where employees are residing. Authorized persons or invited persons must announce their presence on the premises upon request. Authorized persons shall, upon request, provide credentials identifying the person as representing a qualifying agency or organization. (2)(a) A person need not disclose to the employer the name of the employee who issued the invitation prior to gaining access to the housing, but an invited person must do so in order to assert a right to access as an invited person in any judicial proceeding concerning the right to access provided in this section. If an invited person does not disclose the name of the inviter to the employer, the employer may deny access until the invited person obtains an order pursuant to ORS 659A.262. (b) Invited persons shall not be allowed to enter work areas or to interfere with any employees work or performance of duties on behalf of the employer. (3)(a) The employer shall ensure to the employees residing in housing owned or controlled by an employer and occupied by employees the availability of: (A) A reasonably accessible operating telephone, whether pay or private, available 24 hours a day for emergency use; and (B) An operating telephone, whether pay or private, located within two miles of the housing, accessible and available so as to provide reasonable opportunity for private use by employees. (b) An employer may request a waiver from the requirements of paragraph (a) of this subsection if the employer demonstrates to the bureau that: (A) Compliance would constitute an unreasonable hardship for the employer; and (B) The camp meets any requirements established by the Department of Consumer and Business Services for an emergency medical plan. (4) A complaint may not be filed under ORS 659A.820 for violations of this section. [Formerly 659.285]
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.256. Regulations by employers concerning use and occupancy of employee housing; requirements; notice. Employers may adopt reasonable rules and regulations concerning the use and occupancy of such housing including hours of access which must be posted in a conspicuous place at least three days prior to enforcement. Such rules shall be enforceable as to employees, invited persons and those authorized persons who are not governmental officials or who are not visiting the camp for emergency purposes only if: (1) Their purpose is to promote the safety or welfare of the employees and authorized persons allowed access; (2) They preserve the employers property from abusive use; (3) They are reasonably related to the purpose for which they are adopted; (4) They apply to all employees on the premises in a fair manner; and (5) They are sufficiently explicit in the prohibition, direction or limitation of the employees conduct to fairly inform the employees of what must be done to comply. [Formerly 659.290]
ORS Chapter 659a — Unlawful Discrimination in

ORS 659a.259. Eviction from employee housing or discrimination against employee for reporting violations of ORS 659A.250 to 659A.262 prohibited; enforcement. (1) It is an unlawful employment practice for an employer to expel or evict from housing referred to in ORS 659A.250 to 659A.262 or to discharge, demote, suspend from employment or in any other manner discriminate or retaliate against an employee or any member of the employees household for the reason that the employee or any member of the employees household has: (a) Reported or complained concerning possible violations of ORS 659A.250 to