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Oregon’s Employee Leave Policy to Expand for Bias Victims

03 Jan

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Update Applicable to:Effective date
  All employers with at least 6 employees  January 1, 2024.

What happened?

The Oregon House passed Engrossed House Bill 3443 in which, among other provisions, expands eligibility for protected leave to bias crime victims, mandating employers to include employees who are the victims of bias at the start of 2024.

What are the details?

  • On August 15, 2023, Oregon Legislature expanded protections under the Oregon Family Leave Act (OFLA) for bias crime in the form of privileges, especially of leave during the employment.
  • These privileges include (besides paid leave) that the victim can request accommodation while on the job.

Business Considerations

  • Create or update your domestic violence, harassment, sexual assault, and stalking leave policy to include bias victims too.
  • Be prepared to engage in the interactive process with any employee who may request an on-the-job accommodation. Vensure clients can consult their HR contact for assistance with the accommodation process.

Ensure you have processes in place to administer a leave of absence when needed. Vensure clients with leave administration services can consult the leave of absence team for help with the leave process.

Resources

Source References

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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