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Oregon Extends Protections for Registered Apprentices and On-The-Job Training Program Participants

08 Nov


Update Applicable to:

All Oregon employers and multi-state businesses with workers in Oregon.

What happened?

Oregon Governor Tina Kotek recently signed into law a bill that will extend civil rights, discrimination, and harassment workplace protections to participants in registered apprenticeship programs and certain private-sector on-the-job training programs. The law takes effect January 1, 2024.

What do employers need to do?

Employers should review the resources provided and prepare for the changes that it entails. Employers should consult their trusted employment attorney on how to implement said changes if deemed necessary.

What are the details?

The new law will apply to participants in registered apprenticeship programs or private-sector on-the-job training programs that provide job-specific skills training necessary for obtaining employment in a skilled trade.

With respect to on-the-job training programs, the protections will apply if the program: 1) is for a limited duration of time as agreed upon by the participant and the employer, 2) the employer provides paid work experience to the participant at an agreed-upon rate, 3) the program does not require the employer to commit to hiring the participant and 4) the program does not require or permit the parties to enter into a contract for employment as a term or condition of the program.

On-the-job-training programs administered or operated by the Department of Correction or Oregon Correction Enterprises are exempt. 

For more information, please see the links below:

Law Firm Articles: Article 1, Article 2

Chapter 659A – Oregon

Bill: H 3307 & H 3307 summary

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Oregon PEO services can help you navigate complex employment laws and keep your business compliant.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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