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Reminder: Oregon Right to Refuse Work in Effect from 2024 Forward

16 Apr


We wanted to remind employers that SB 907, known as the Employee Right to Refuse Hazardous Work, has been in effect since January 1, 2024.

  • For employers: 

    (1) They are prohibited from retaliating or discriminating against an employee or a potential employee who, in good faith and without a reasonable alternative, avoids exposure that could cause serious injury or death due to hazardous conditions at the workplace, and

    (2) Allows the opportunity to remove or fix hazardous conditions or reassign a worker, in which case the worker would not have a right to refuse.
  • For employees:

    (1) They are granted the right to decline to conduct tasks assigned by their employer under specific circumstances,

    (2) Can utilize their sick leave to cover the duration when they are not working due to their decision to refuse to perform an assigned task.

The Director of the Department of Consumer and Business Services is mandated to establish rules to implement the provisions of the Act in line with the federal Occupational Safety and Health Act.

In essence, this law is not designed to offer an absolute right to refuse work based purely on a worker’s personal preference, but to establish safeguards that address the actual dangerous challenges encountered by workers in Oregon.

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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