Oregon Wrongful Termination Laws

Related Ads

Enter Your Zip Code to Find an Employment Lawyer Near You

Enter Your Zip Code to Connect with a Lawyer Serving Your Area

searchbox small

Have you recently lost your job? If so, you might be wondering whether you have grounds for a wrongful termination lawsuit against your former employer. In Oregon, as in other states, employees work at will. This means an employee can generally be fired at any time and for any reason, or for no reason at all.

But there are some exceptions to the at-will rule. If your Oregon employer fires you for discriminatory reasons, in violation of an employment contract, or in retaliation for exercising your rights, for example, you may have a legal claim against your employer for wrongful termination.

Every state’s laws on wrongful termination are different. This article covers some of the legal grounds you might have for suing your employer in Oregon for wrongful termination. But it’s not a comprehensive list of Oregon employment rights, which can change as courts issue new rulings and legislators pass or modify laws. To find out whether you have a legal claim for wrongful termination, speak to an experienced Oregon employment lawyer.

Discriminatory Firing

Under federal law, it is illegal for an employer to fire someone based on a protected characteristic, such as race or religion. Federal law prohibits employers from firing employees because of their race, color, national origin, sex, religion, age (if the employee is at least 40), disability, citizenship status, or genetic information. However, only employers with a minimum number of employees must comply with these laws. Most types of discrimination are prohibited once an employer has at least 15 employees; the minimum is 20 employees for age discrimination, and four employees for discrimination based on citizenship status. 

Oregon law prohibits employment discrimination based on race, color, national origin, sex, religion, age (18 and older), disability, genetic information, marital status, sexual orientation, status as a parent with a court-imposed medical support order, status as a victim of domestic violence, or refusal to attend an employer-sponsored meeting with the primary purpose of communicating the employer’s political or religious views. All Oregon employers must comply with these laws, even those with only one employee.

These laws also make it illegal for an employer to retaliate against you for asserting your rights. For example, if you complain to your company’s HR department that you believe you were passed over for promotion because of your age, your employer may not discipline or fire you for your complaint. If you are fired for complaining of discrimination, participating in an investigation of a discrimination complaint (whether you or another employee made the complaint), or testifying in court, you have a retaliation claim against your former employer.

If you believe you were fired for discriminatory or retaliatory reasons, you must file a charge of discrimination with a government agency before you may proceed with a lawsuit. In Oregon, the Equal Employment Opportunity Commission (EEOC) enforces federal laws prohibiting discrimination; you can find out where to file a complaint at the EEOC’s Field Offices page. The Civil Rights Division of Oregon’s Bureau of Labor and Industries enforces the state’s laws prohibiting discrimination.

Breach of Contract

If you have an employment contract promising you job security, you may not be an at-will employee. If, for example, you signed a written employment agreement stating that you could be fired only for good cause, you do not work at will. If your employer fired you without good cause, you have a legal claim for breach of contract. The same is true if, for example, your employer promised during your job interview that you would not be fired for the first year of your employment, but fired you sooner.

Fraud, Emotional Distress, or Other Tort Claims

Depending on the circumstances, you might be able to bring a “tort” (personal injury) lawsuit for wrongful termination. For example, some states allow fired employees to sue for fraud, violation of public policy, infliction of emotional distress, or other injuries. Which types of claims (if any) an employee can bring depends on decisions by state court judges, which means that the rules are always developing and changing. To find out whether you might have a valid tort claim in your particular situation, you’ll need to talk to an experienced employment lawyer.

Oregon Employment Protections

Under federal and Oregon law, an employer cannot fire employees for exercising workplace rights that are guaranteed by law. Some of these protections are outlined below; to learn more about Oregon employment law, contact the office of the Oregon Bureau of Labor and Industries.       

Wage and Hour Issues

The minimum wage in Oregon is $9.10 per hour. Federal law and the laws of some states allow employers to pay tipped employees a lower minimum wage, as long as they earn enough in tips to make up the difference. However, Oregon requires employers to pay the full minimum wage to tipped employees.  

Under federal and Oregon law, employees who work more than 40 hours a week may be eligible for overtime. Not every type of job is eligible for overtime, however.

Oregon requires employers to provide both meal breaks and rest breaks. Employees who work at least six hours are entitled to a 30-minute meal break, which may be unpaid only if the employee is relieved of all duties. For certain jobs, employees are entitled to a paid meal break of 20 to 30 minutes, if the employer can show that this is industry practice or custom. If the employee’s shift lasts seven hours or less, the meal break must occur between hours two and five. For employees who work longer shifts, the meal break must be between hours three and six.

Oregon employees are also entitled to a paid ten-minute rest break for every four hours (or major fraction thereof) they work. The rest period must be in addition to, and taken separately from, the meal break; the rest period may not be added to the meal period or deducted from the beginning or end of the shift to reduce the length of the total work period. Although employers do not have to allow certain solo adult employees who serve the public to take paid rest breaks, these employees must be allowed to use the rest room.

Under federal law, employers must pay for shorter employee breaks during the day (under 20 minutes). Employers also must pay their employees for any time during which they must work, even if the employer characterizes that time as a “break.”

Time Off Work

State and federal laws give employees the right to take time off work for certain civic obligations and personal responsibilities. Employers may not discipline or fire workers for exercising these rights. In Oregon, these rights include:

  • Military leave. Under federal law, employees have the right to take up to five years of leave to serve in the military, with the right to be reinstated when they return to work. (This law also prohibits discrimination against employees based on their military service, protects employees from discharge without good cause for up to one year after they return from military duty, and provides other protections; see Nolo’s article Taking Military Leave for more information.) Under Oregon law, employees in the Oregon organized militia, or the organized militia of any other state, may take leave when called to active duty; they are entitled to reinstatement when their leave is complete.
  • Jury duty. In Oregon, employees are entitled to unpaid leave for jury service, and employers may not require them to use annual, sick, or vacation leave. Employers who fire or penalize employees for jury duty may be subject to special damages in a wrongful termination lawsuit.
  • Family and medical leave. Oregon employees are protected by the federal Family Medical Leave Act (FMLA). This law gives eligible employees who work for larger employees the right to take up to 12 weeks off, unpaid, every year for their own serious health condition, to care for a family member with a serious health condition, to care for a new child, or to handle certain practical matters arising out of a family member’s military service; employees can take up to 26 weeks off in a single year to care for a family member who is seriously injured while serving in the military. Employees must be reinstated to the same position they previously held once their FMLA leave is over. To learn more, see Nolo’s FMLA page. Oregon also has its own family and medical leave law. In addition, employers in Oregon must give employees time off to handle medical, legal, and safety issues arising from domestic violence, sexual assault, stalking, or harassment. For information about Oregon’s leave laws, see Nolo’s article Family and Medical Leave in Oregon.

What to Do Next

If you think you were fired illegally, talk to an Oregon employment lawyer. A lawyer can help you sort through the facts and assess the strength of any claims you may have against your former employer. A lawyer can explain your options and help you protect your rights, whether you decide to try to get your job back, negotiate a severance package, or take your former employer to court.

LA-NOLO5:DRU.1.6.2.20140917.28520