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Reeves As the Oregon Legislature has been publicly forced to respond to allegations of workplace sexual harassment occurring in its own halls, Senate Billalso known as the Oregon Workplace Fairness Act, passed through both chambers without much resistance. The Senate passed the bill while the House passed the bill with unanimous support—60 out of 60 voted in favor of passage. First, the Act applies to all employers—public or private—who have employees in Oregon.

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Sexual harassment is a form of discrimination prohibited in the workplace under both Oregon law and federal law. Sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature is always inappropriate workplace conduct and should be reported to your employer immediately. Conduct that is not sexual in nature but is gender related and offensive may also be prohibited.

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The Oregon Fair Employment Practice Act prohibits discrimination in employment on the basis of sex including pregnancy, childbirth, and related medical conditionsmarital status, sexual orientation, and gender identity OR Rev. Sexual harassment is generally considered discrimination on the basis of sex. The law applies to all public and private employers in the state.

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By Joshua Rhett Miller. October 29, pm Updated October 29, pm. Federico — who is facing multiple counts of sex abuse, online sexual corruption of a child and official misconduct — has been placed on administrative leave since his arrest, district officials said in a statement released on Monday.

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The new law also requires employers to implement a written anti-harassment policy and it extends the statute of limitations for filing complaints of harassment from one year to five years. Notably, the Act also provides that, if after a good faith investigation, an employer has determined that someone with hiring and firing authority or the discretion to exercise control over employees committed harassment or discrimination, it may void a previously agreed upon contractual severance or separation provision, provided that such violations were a substantial contributing factor in causing separation from employment. All employers must also adopt a written policy preventing discrimination and harassment in the workplace, provided that such policies meet certain minimum standards.

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Oregon just enacted comprehensive legislation that will have a potentially surprising impact on most Oregon workplaces. The law creates a new unlawful employment practice that prohibits employers from entering into agreements containing nondisclosure, nondisparagement or similar confidentiality provisions. It also requires employers to adopt and disseminate specific written policies and significantly enlarges the period in which an employee may file a claim of discrimination.

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The Act addresses concerns of the MeToo movement by imposing strict requirements on how Oregon employers respond to complaints of harassment and discrimination. The legislation also significantly increases the statute of limitations within which an employee may assert a claim of discrimination, from one year to five years. Oregon now has one of the longest statute of limitations for such claims in the nation.

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This Act requires institutions of higher education to issue a statement advising the campus community where they may obtain law enforcement information provided by a State concerning registered sex offenders may be obtained. It also requires sex offenders already required to register in a State to provide notice of each institution of higher education in that State at which the person is employed, carries a vocation, or is a student. Legal and Illegal Uses Under the provisions of state law, this information is provided for general public safety. The release of this information to the public is meant to assure public protection, not to punish the offender.

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