reglab/housing_qa huggingface dataset:
OR Rev Stat § 659A.221 (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.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]
OR Rev Stat § 659A.224 (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.224 - Short title.

ORS 659A.200 to 659A.224 shall be known as the Whistleblower Law. [Formerly 659.545]
OR Rev Stat § 659A.228 (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.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]
OR Rev Stat § 659A.230 (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.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 complainant’s 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, "complainant’s 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]
OR Rev Stat § 659A.233 (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.233 - Discrimination for reporting certain violations or testifying at unemployment compensation hearing prohibited.

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 possible violations of ORS chapter 441 or of ORS 443.400 to 443.455 or has testified in good faith at an unemployment compensation hearing or other hearing conducted pursuant to ORS chapter 657. [Formerly 659.035]
OR Rev Stat § 659A.236 (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.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]
OR Rev Stat § 659A.250 (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.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 employee’s 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 employee’s family residing with the employee. [Formerly 659.280; 2015 c.736 §108; 2017 c.409 §20]
OR Rev Stat § 659A.253 (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.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 employee’s 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]
OR Rev Stat § 659A.256 (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.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 employer’s 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 employee’s conduct to fairly inform the employees of what must be done to comply. [Formerly 659.290]
OR Rev Stat § 659A.259 (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.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 employee’s household for the reason that the employee or any member of the employee’s household has: (a) Reported or complained concerning possible violations of ORS 659A.250 to 659A.262; or (b) Conferred with or invited to residential areas, any authorized person or invited person. (2) An employee or any member of the employee’s household may file a complaint under ORS 659A.820 for violations of this section and may bring a civil action under ORS 659A.885 and recover the relief as provided by ORS 659A.885 (1) and (3). [Formerly 659.295]
OR Rev Stat § 659A.262 (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.262 - Warrant on behalf of person entitled to access to housing; vacation of warrant; rules.

(1) In the event that any person claiming to be an authorized or invited person is denied access to housing, the person may apply to any magistrate having jurisdiction to issue warrants, for an order authorizing the person to gain access to the housing. (2) The application pursuant to this section shall be sworn and shall include allegations of the facts and circumstances under which the person alleges that the person is entitled to access under ORS 659A.250 to 659A.262. (3) If, on ex parte review of the application, it appears from the sworn allegations of the application that the person is entitled to access to the housing, the magistrate shall promptly issue an order restraining the owner of the housing from interfering with the access of the applicant to the housing. (4) No fee, bond or undertaking shall be required in connection with proceedings under this section. (5) On sufficient cause, the magistrate may enter further orders for the protection of residents of the housing, including the temporary sealing of the application, or portions thereof. (6) Any person subject to an order referred to in subsections (1) to (5) of this section may request that the order be vacated or modified by filing a written motion with the court which issued the order. (7) Upon receipt of a motion to modify or vacate the order, the court shall schedule a hearing. (8) If after the hearing, the court determines that the applicant is not entitled to access, the court shall vacate or modify the order. (9) The Bureau of Labor and Industries may adopt rules to carry out the provisions of ORS 659A.250 to 659A.262. [Formerly 659.297]
OR Rev Stat § 659A.270 (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.270 - Definitions for ORS 659A.270 to 659A.285.

As used in ORS 659A.270 to 659A.285: (1) "Covered employer" means an employer who employs six or more individuals 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 address domestic violence, harassment, sexual assault or stalking, or in the year immediately preceding the year in which an eligible employee takes leave to address domestic violence, harassment, sexual assault or stalking. (2) "Eligible employee" means an employee who is a victim of domestic violence, harassment, sexual assault or stalking or is the parent or guardian of a minor child or dependent who is a victim of domestic violence, harassment, sexual assault or stalking. (3) "Protective order" means an order authorized by ORS 30.866, 107.095 (1)(c), 107.700 to 107.735, 124.005 to 124.040, 163.730 to 163.750 or 163.760 to 163.777 or any other order that restrains an individual from contact with an eligible employee or the employee’s minor child or dependent. (4) "Victim of domestic violence" means: (a) An individual who has been a victim of abuse, as defined in ORS 107.705; or (b) Any other individual designated as a victim of domestic violence by rule adopted under ORS 659A.805. (5) "Victim of harassment" means: (a) An individual against whom harassment has been committed as described in ORS 166.065. (b) Any other individual designated as a victim of harassment by rule adopted under ORS 659A.805. (6) "Victim of sexual assault" means: (a) An individual against whom a sexual offense has been committed as described in ORS 163.305 to 163.467, 163.472 or 163.525; or (b) Any other individual designated as a victim of sexual assault by rule adopted under ORS 659A.805. (7) "Victim of stalking" means: (a) An individual against whom stalking has been committed as described in ORS 163.732; (b) An individual designated as a victim of stalking by rule adopted under ORS 659A.805; or (c) An individual who has obtained a court’s stalking protective order or a temporary court’s stalking protective order under ORS 30.866. (8) "Victim services provider" means a prosecutor-based victim assistance program or a nonprofit program offering safety planning, counseling, support or advocacy related to domestic violence, harassment, sexual assault or stalking. [2007 c.180 §2; 2011 c.687 §1; 2013 c.321 §3; 2013 c.687 §17; 2019 c.304 §4]
OR Rev Stat § 659A.272 (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.272 - Employer required to provide leave.

Except as provided in ORS 659A.275, a covered employer shall allow an eligible employee to take reasonable leave from employment for any of the following purposes: (1) To seek legal or law enforcement assistance or remedies to ensure the health and safety of the employee or the employee’s minor child or dependent, including preparing for and participating in protective order proceedings or other civil or criminal legal proceedings related to domestic violence, harassment, sexual assault or stalking. (2) To seek medical treatment for or to recover from injuries caused by domestic violence or sexual assault to or harassment or stalking of the eligible employee or the employee’s minor child or dependent. (3) To obtain, or to assist a minor child or dependent in obtaining, counseling from a licensed mental health professional related to an experience of domestic violence, harassment, sexual assault or stalking. (4) To obtain services from a victim services provider for the eligible employee or the employee’s minor child or dependent. (5) To relocate or take steps to secure an existing home to ensure the health and safety of the eligible employee or the employee’s minor child or dependent. [2007 c.180 §3; 2011 c.687 §2]
OR Rev Stat § 659A.275 (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.275 - Undue hardship.

(1) As used in this section, "undue hardship" means a significant difficulty and expense to a covered employer’s business and includes consideration of the size of the employer’s business and the employer’s critical need for the eligible employee. (2) A covered employer may limit the amount of leave an eligible employee takes under ORS 659A.272 if the employee’s leave creates an undue hardship on the employer’s business. [2007 c.180 §4]
OR Rev Stat § 659A.277 (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.277 - Denying leave to employee prohibited; civil action.

It is an unlawful employment practice for a covered employer to deny leave to an eligible employee or to discharge, threaten 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 because the employee takes leave as provided in ORS 659A.272. [2007 c.180 §5]
OR Rev Stat § 659A.279 (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.279 - Required posting of summaries of statutes and rules.

Every covered employer shall keep summaries of ORS 659A.270 to 659A.285 and summaries of all rules promulgated by the Commissioner of the Bureau of Labor and Industries for the enforcement of ORS 659A.270 to 659A.285 posted in a conspicuous and accessible place in or about the premises where the employees of the covered employer are employed. Employers may obtain the summaries from the website of the Bureau of Labor and Industries or upon request from the bureau, the first copy of which shall be furnished without charge. In addition, upon request, the bureau shall furnish the complete text of all rules promulgated pursuant to ORS 659A.270 to 659A.285 to any employer without charge. [2013 c.321 §2]
OR Rev Stat § 659A.280 (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.280 - Notice to employer; records confidential.

(1) An eligible employee shall give the covered employer reasonable advance notice of the employee’s intention to take leave for the purposes identified in ORS 659A.272, unless giving the advance notice is not feasible. (2) The covered employer may require the eligible employee to provide certification that: (a) The employee or the employee’s minor child or dependent is a victim of domestic violence, harassment, sexual assault or stalking; and (b) The leave taken is for one of the purposes identified in ORS 659A.272. (3) The eligible employee shall provide the certification within a reasonable time after receiving the covered employer’s request for the certification. (4) Any of the following constitutes sufficient certification: (a) A copy of a police report indicating that the eligible employee or the employee’s minor child or dependent was a victim of domestic violence, harassment, sexual assault or stalking. (b) A copy of a protective order or other evidence from a court, administrative agency or attorney that the eligible employee appeared in or was preparing for a civil, criminal or administrative proceeding related to domestic violence, harassment, sexual assault or stalking. (c) Documentation from an attorney, law enforcement officer, health care professional, licensed mental health professional or counselor, member of the clergy or victim services provider that the eligible employee or the employee’s minor child or dependent was undergoing treatment or counseling, obtaining services or relocating as a result of domestic violence, harassment, sexual assault or stalking. (5) All records and information kept by a covered employer regarding an eligible employee’s leave under ORS 659A.270 to 659A.285, including the fact that the employee has requested or obtained leave under ORS 659A.272, are confidential and may not be released without the express permission of the employee, unless otherwise required by law. [2007 c.180 §6; 2011 c.687 §3]