reglab/housing_qa huggingface dataset:
OR Rev Stat § 659A.122 (2021)
2021 Oregon Revised Statutes|Volume : 16 - Trade Practices, Labor and Employment|Chapter 659A - Unlawful Discrimination in Employment, Public Accommodations and Real Property Transactions; Administrative and Civil Enforcement|Section 659A.122 - Definitions for ORS 659A.124, 659A.127 and 659A.130.

As used in this section and ORS 659A.124, 659A.127 and 659A.130: (1) "Drug" means a controlled substance, as classified in schedules I through V of section 202 of the federal Controlled Substances Act, as amended, and as modified under ORS 475.035. (2) "Illegal use of drugs" means any use of drugs, the possession or distribution of which is unlawful under state law or under the federal Controlled Substances Act, as amended, but does not include the use of a drug taken under supervision of a licensed health care professional, or other uses authorized under the Controlled Substances Act or under other provisions of state or federal law. [Formerly 659A.100] Note: 659A.122 was made a part of 659A.103 to 659A.145 by legislative action but was not added to any smaller series therein. See Preface to Oregon Revised Statutes for further explanation.
OR Rev Stat § 659A.124 (2021)
2021 Oregon Revised Statutes|Volume : 16 - Trade Practices, Labor and Employment|Chapter 659A - Unlawful Discrimination in Employment, Public Accommodations and Real Property Transactions; Administrative and Civil Enforcement|Section 659A.124 - Illegal use of drugs.

(1) Subject to the provisions of subsection (2) of this section, the protections of ORS 659A.112 do not apply to any job applicant or employee who is currently engaging in the illegal use of drugs if the employer takes action based on that conduct. (2) The protections of ORS 659A.112 apply to the following individuals: (a) An individual who has successfully completed a supervised drug rehabilitation program and is no longer engaging in the illegal use of drugs or has otherwise been rehabilitated successfully and is no longer engaging in the illegal use of drugs. (b) An individual who is participating in a supervised rehabilitation program and is no longer engaging in the illegal use of drugs. (c) An individual who is erroneously regarded as engaging in the illegal use of drugs. (3) An employer may adopt or administer reasonable policies or procedures, including but not limited to drug testing, designed to ensure that an individual described in subsection (2)(a) or (b) of this section is no longer engaging in the illegal use of drugs. [Formerly 659.442; 2009 c.508 §9]
OR Rev Stat § 659A.127 (2021)
2021 Oregon Revised Statutes|Volume : 16 - Trade Practices, Labor and Employment|Chapter 659A - Unlawful Discrimination in Employment, Public Accommodations and Real Property Transactions; Administrative and Civil Enforcement|Section 659A.127 - Permitted employer action.

ORS 659A.112 to 659A.139 do not affect the ability of an employer to do any of the following: (1) An employer may prohibit the transfer, offering, sale, purchase or illegal use of drugs at the workplace by any employee. An employer may prohibit possession of drugs except for drugs prescribed by a licensed health care professional. (2) An employer may prohibit the use of alcohol at the workplace by any employee. (3) An employer may require that employees not be under the influence of alcohol or illegally used drugs at the workplace. (4) An employer may require that employees behave in conformance with the requirements established under the federal Drug-Free Workplace Act of 1988. (5) An employer may hold an employee who engages in the illegal use of drugs or who is an alcoholic to the same qualification standards for employment, job performance and behavior to which the employer holds other employees, even if the unsatisfactory performance or behavior is related to the alcoholism of or the illegal use of drugs by the employee. (6) An employer may require that employees comply with all federal and state statutes and regulations regarding alcohol and the illegal use of drugs. [Formerly 659.444]
OR Rev Stat § 659A.130 (2021)
2021 Oregon Revised Statutes|Volume : 16 - Trade Practices, Labor and Employment|Chapter 659A - Unlawful Discrimination in Employment, Public Accommodations and Real Property Transactions; Administrative and Civil Enforcement|Section 659A.130 - Conditions that do not constitute impairment.

For the purposes of ORS 659A.112 to 659A.139, the following conditions are not physical or mental impairments, and an individual with one or more of the following conditions does not have a disability for the purposes of ORS 659A.112 to 659A.139 solely by reason of that condition: (1) Pedophilia, exhibitionism, voyeurism or other sexual behavior disorders. (2) Compulsive gambling, kleptomania or pyromania. (3) Psychoactive substance use disorders resulting from current illegal use of drugs. [Formerly 659.446; 2007 c.70 §294; 2009 c.508 §10; 2019 c.71 §2; 2021 c.367 §36]
OR Rev Stat § 659A.133 (2021)
2021 Oregon Revised Statutes|Volume : 16 - Trade Practices, Labor and Employment|Chapter 659A - Unlawful Discrimination in Employment, Public Accommodations and Real Property Transactions; Administrative and Civil Enforcement|Section 659A.133 - Medical examinations and inquiries of job applicants.

(1) Except as provided in this section, an employer violates ORS 659A.112 if the employer conducts a medical examination of a job applicant, makes inquiries of a job applicant as to whether the applicant has a disability or makes inquiries as to the nature or severity of any disability of the applicant. (2) An employer may make inquiries into the ability of a job applicant to perform job-related functions. (3) An employer may require a medical examination after an offer of employment has been made to a job applicant and before the commencement of the employment duties of the applicant, and condition the employment on the results of the examination, if the following conditions are met: (a) All individuals entering the employ of the employer must be subject to the examination regardless of disability. (b) Information obtained regarding the medical condition or history of the applicant is collected and maintained on separate forms and in separate medical files and is treated as a confidential medical record, except as follows: (A) Supervisors and managers may be informed regarding necessary restrictions on the work or duties of the employee and necessary accommodations. (B) First aid and safety personnel may be informed, when appropriate, if the disability might require emergency treatment. (C) Officers and employees of the Bureau of Labor and Industries investigating compliance with ORS 659A.112 to 659A.139 shall be provided relevant information on request. (c) The results of an examination authorized under this subsection may only be used in the manner provided for in ORS 659A.112 to 659A.139. [Formerly 659.447; 2007 c.70 §295; 2009 c.508 §11]
OR Rev Stat § 659A.136 (2021)
2021 Oregon Revised Statutes|Volume : 16 - Trade Practices, Labor and Employment|Chapter 659A - Unlawful Discrimination in Employment, Public Accommodations and Real Property Transactions; Administrative and Civil Enforcement|Section 659A.136 - Medical examinations and inquiries of employees.

(1) Except as provided in this section, an employer may not require that an employee submit to a medical examination, may not make inquiries of an employee as to whether the employee has a disability, and may not make inquiries of an employee as to the nature or severity of any disability of the employee, unless the examination or inquiry is shown to be job-related and consistent with business necessity. (2) An employer may conduct voluntary medical examinations, including voluntary medical histories, that are part of an employee health program available to employees at that work site. An employer may make inquiries into the ability of an employee to perform job-related functions. (3) Information obtained under subsection (2) of this section relating to the medical condition or history of any employee is subject to the same restrictions applicable to information acquired from medical examinations authorized under ORS 659A.133. [Formerly 659.448; 2007 c.70 §296; 2009 c.508 §12]
OR Rev Stat § 659A.139 (2021)
2021 Oregon Revised Statutes|Volume : 16 - Trade Practices, Labor and Employment|Chapter 659A - Unlawful Discrimination in Employment, Public Accommodations and Real Property Transactions; Administrative and Civil Enforcement|Section 659A.139 - Construction of ORS 659A.103 to 659A.145.

(1) ORS 659A.103 to 659A.144 shall be construed to the extent possible in a manner that is consistent with any similar provisions of the federal Americans with Disabilities Act of 1990, as amended by the federal ADA Amendments Act of 2008 and as otherwise amended. (2) The determination of whether an individual has a disability as provided in ORS 659A.104 (1) shall be construed in favor of broad coverage of individuals under ORS 659A.103 to 659A.145, to the maximum extent permitted by the terms of ORS 659A.103 to 659A.145. [Formerly 659.449; 2009 c.508 §13; 2013 c.740 §12]
OR Rev Stat § 659A.144 (2021)
2021 Oregon Revised Statutes|Volume : 16 - Trade Practices, Labor and Employment|Chapter 659A - Unlawful Discrimination in Employment, Public Accommodations and Real Property Transactions; Administrative and Civil Enforcement|Section 659A.144 - Required accommodations in transient lodging; liability; limitations on applicability.

(1) As used in this section: (a) "Lift system" means a system that: (A) Is used to transfer a person to a bed, toilet, shower or bathtub, but does not provide the person with independent mobility; (B) May be a manual lift, an electronic lift or a lift that uses a track system; and (C) May require operation by an assistant. (b) "Transient lodging" means a unit consisting of a room or suite of rooms that: (A) Is not occupied as a principal residence; (B) Is typically occupied for periods of fewer than 30 consecutive days; and (C) Includes services that are part of the regularly charged cost of occupancy, including maid and linen services. (2) A transient lodging provider shall ensure that at least one room or suite of rooms of the transient lodging facility has a lift system or multiple lift systems that enable a person with a disability to access the following in the room or suite of rooms occupied by the person with a disability: (a) A bed; (b) A toilet; and (c) A shower or bathtub. (3) A lift system shall be made available by a transient lodging provider at no cost to a person with a disability, but the person is responsible for providing: (a) The person’s own sling or other personal equipment that is required to use the lift system; and (b) Any assistant necessary for the operation of the lift system. (4) A transient lodging provider is not liable for any injury caused by the use of a lift system, unless the injury is caused by the gross negligence or recklessness of the provider in relation to the provision and maintenance of the lift system. (5)(a) The requirements of this section apply only to transient lodging facilities that: (A) Consist of 175 or more rooms or suites of rooms; and (B) Are newly constructed or that are altered in a manner that affects or could affect the usability of the facility in a manner that requires the facility to be in compliance with the accessibility standards established by the Americans with Disabilities Act of 1990. (b) For the purpose of this subsection, the usability of a facility is not affected by cosmetic changes, including, but not limited to, changes in: (A) Floor coverings; (B) Wall coverings; (C) Soft or hard surfaces, including upholstery, drapery, window treatments, countertops, vanities and cabinetry; and (D) Furnishings, including furniture or fixtures. (6) Any violation of this section is an unlawful practice. [2009 c.841 §2]
OR Rev Stat § 659A.146 (2021)
2021 Oregon Revised Statutes|Volume : 16 - Trade Practices, Labor and Employment|Chapter 659A - Unlawful Discrimination in Employment, Public Accommodations and Real Property Transactions; Administrative and Civil Enforcement|Section 659A.146 - Reasonable accommodation.

For purposes of ORS 659A.147, reasonable accommodation may include, but need not be limited to: (1) Acquisition or modification of equipment or devices; (2) More frequent or longer break periods or periodic rest; (3) Assistance with manual labor; or (4) Modification of work schedules or job assignments. [2019 c.139 §2]
OR Rev Stat § 659A.148 (2021)
2021 Oregon Revised Statutes|Volume : 16 - Trade Practices, Labor and Employment|Chapter 659A - Unlawful Discrimination in Employment, Public Accommodations and Real Property Transactions; Administrative and Civil Enforcement|Section 659A.148 - Employers to whom provisions relating to reasonable accommodation apply.

The requirements of ORS 659A.147 apply only to employers who employ six or more persons. [2019 c.139 §4]
OR Rev Stat § 659A.153 (2021)
2021 Oregon Revised Statutes|Volume : 16 - Trade Practices, Labor and Employment|Chapter 659A - Unlawful Discrimination in Employment, Public Accommodations and Real Property Transactions; Administrative and Civil Enforcement|Section 659A.153 - Covered employers.

(1) The requirements of ORS 659A.150 to 659A.186 apply only to employers who employ 25 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 the leave is to be taken or in the year immediately preceding the year in which the leave is to be taken. (2) The requirements of ORS 659A.150 to 659A.186 do not apply to any employer who offers to an eligible employee a nondiscriminatory cafeteria plan, as defined by section 125 of the Internal Revenue Code of 1986, providing, as one of its options, employee leave at least as generous as the leave required by ORS 659A.150 to 659A.186. [Formerly 659.472]
OR Rev Stat § 659A.156 (2021)
2021 Oregon Revised Statutes|Volume : 16 - Trade Practices, Labor and Employment|Chapter 659A - Unlawful Discrimination in Employment, Public Accommodations and Real Property Transactions; Administrative and Civil Enforcement|Section 659A.156 - Eligible employees; exceptions; eligibility during public health emergency; restoration of time worked.

(1) All employees of a covered employer are eligible to take leave for one of the purposes specified in ORS 659A.159 (1)(b) to (e) except: (a) An employee who was employed by the covered employer for fewer than 180 days immediately before the date on which the family leave would commence. (b) An employee who worked an average of fewer than 25 hours per week for the covered employer during the 180 days immediately preceding the date on which the family leave would commence. (2) All employees of a covered employer are eligible to take leave for the purpose specified in ORS 659A.159 (1)(a) except an employee who was employed by the covered employer for fewer than 180 days immediately before the date on which the family leave would commence. (3) Notwithstanding subsections (1) and (2) of this section, all employees of a covered employer are eligible to take leave for one of the purposes specified in ORS 659A.159 (1)(a) to (e) during a period of time covered by a public health emergency except: (a) An employee who worked for the covered employer for fewer than 30 days immediately before the date on which the family leave would commence; or (b) An employee who worked for the covered employer for an average of fewer than 25 hours per week in the 30 days immediately before the date on which the family leave would commence. (4)(a) Notwithstanding subsections (1) and (2) of this section, an employee of a covered employer is eligible to take leave for one of the purposes specified in ORS 659A.159 (1)(b) to (e) or for the purpose specified in ORS 659A.159 (1)(a), if the employee: (A)(i) Separates from employment with the covered employer, irrespective of any reason; (ii) Is eligible to take leave under subsection (1) or (2) of this section at the time the employee separates; and (iii) Is reemployed by the covered employer within 180 days of separation from employment; or (B)(i) Is eligible to take leave under subsection (1) or (2) of this section at the beginning of a temporary cessation of scheduled hours of 180 days or less; and (ii) Returns to work at the end of the temporary cessation of scheduled hours of 180 days or less. (b) Any family leave taken by the employee within any one-year period continues to count against the length of time of family leave the employee is entitled under ORS 659A.162. (c) The amount of time that an employee is deemed to have worked for a covered employer prior to a break in service due to a separation from employment or a temporary cessation of scheduled hours shall be restored to the employee when the employee is reemployed by the employer within 180 days of separation from employment or when the employee returns to work at the end of the temporary cessation of scheduled hours of 180 days or less. [Formerly 659.474; 2013 c.384 §2; 2021 c.182 §2]
OR Rev Stat § 659A.159 (2021)
2021 Oregon Revised Statutes|Volume : 16 - Trade Practices, Labor and Employment|Chapter 659A - Unlawful Discrimination in Employment, Public Accommodations and Real Property Transactions; Administrative and Civil Enforcement|Section 659A.159 - Purposes for which family leave may be taken.

(1) Family leave under ORS 659A.150 to 659A.186 may be taken by an eligible employee for any of the following purposes: (a) To care for an infant or newly adopted child under 18 years of age, or for a newly placed foster child under 18 years of age, or for an adopted or foster child older than 18 years of age if the child is incapable of self-care because of a mental or physical disability. (b) To care for a family member with a serious health condition. (c) To recover from or seek treatment for a serious health condition of the employee that renders the employee unable to perform at least one of the essential functions of the employee’s regular position. (d) To care for a child of the employee who is suffering from an illness, injury or condition that is not a serious health condition but that requires home care or who requires home care due to the closure of the child’s school or child care provider as a result of a public health emergency. (e) To deal with the death of a family member by: (A) Attending the funeral or alternative to a funeral of the family member; (B) Making arrangements necessitated by the death of the family member; or (C) Grieving the death of the family member. (2)(a) Leave under subsection (1)(a) of this section must be completed within 12 months after birth or placement of the child, and an eligible employee is not entitled to any period of family leave under subsection (1)(a) of this section after the expiration of 12 months after birth or placement of the child. (b) Leave under subsection (1)(e) of this section must be completed within 60 days of the date on which the eligible employee receives notice of the death of a family member. [Formerly 659.476; 2013 c.384 §1; 2021 c.182 §3]
OR Rev Stat § 659A.165 (2021)
2021 Oregon Revised Statutes|Volume : 16 - Trade Practices, Labor and Employment|Chapter 659A - Unlawful Discrimination in Employment, Public Accommodations and Real Property Transactions; Administrative and Civil Enforcement|Section 659A.165 - Notice to employer.

(1) Except as provided in subsection (2) of this section, a covered employer may require an eligible employee to give the employer written notice at least 30 days before commencing family leave. The employer may require the employee to include an explanation of the need for the leave in the notice. (2) An eligible employee may commence taking family leave without prior notice under the following circumstances: (a) An unexpected serious health condition of an employee or family member of an employee; (b) An unexpected illness, injury or condition of a child of the employee that requires home care; (c) A premature birth, unexpected adoption or unexpected foster placement; or (d) The death of a family member. (3) If an employee commences leave without prior notice under subsection (2) of this section, the employee must give oral notice to the employer within 24 hours of the commencement of the leave, and must provide the written notice required by subsection (1) of this section within three days after the employee returns to work. The oral notice required by this subsection may be given by any other person on behalf of the employee taking the leave. (4) Except as provided in this subsection, if the employee fails to give notice as required by subsections (1) and (3) of this section, the employer may reduce the total period of family leave authorized by ORS 659A.162 by three weeks, and the employee may be subject to disciplinary action under a uniformly applied policy or practice of the employer. A reduction of family leave under this subsection may not limit leave described in ORS 659A.159 (1)(e). [Formerly 659.480; 2013 c.384 §4]
OR Rev Stat § 659A.174 (2021)
2021 Oregon Revised Statutes|Volume : 16 - Trade Practices, Labor and Employment|Chapter 659A - Unlawful Discrimination in Employment, Public Accommodations and Real Property Transactions; Administrative and Civil Enforcement|Section 659A.174 - Use of paid leave.

(1) Except as provided in subsection (2) of this section, and unless otherwise provided by the terms of an agreement between the eligible employee and the covered employer, a collective bargaining agreement or an employer policy, family leave is not required to be granted with pay. (2) An employee taking family leave is entitled to use any paid accrued sick leave or any paid accrued vacation leave during the period of family leave, or to use any other paid leave that is offered by the employer in lieu of vacation leave during the period of family leave. (3) Subject to the terms of any agreement between the eligible employee and the covered employer or the terms of a collective bargaining agreement, the employer may determine the particular order in which accrued leave is to be used in circumstances in which more than one type of accrued leave is available to the employee. [Formerly 659.486; 2007 c.635 §1]