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Domestic Violence, Sexual Assault, Stalking, Harassment Victims in the Workplace
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Article Content
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| Local 24-Hour Crisis Line | National Resource Numbers |
| Portland: 503-235-5333 | Domestic Violence Hotline: 800-799-7233 |
| Statewide: 888-235-5333 | Sexual Assault Hotline: 800-656-4673
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| KNOW YOUR WORKPLACE RIGHTS |
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Oregon law provides substantial protections for employees who are victims of domestic violence, sexual assault, stalking or criminal harassment:
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Employees who are victims are entitled to protection from job discrimination based on their status as a victim;
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Employers must provide reasonable workplace safety accommodations for employees who are victims;
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Some employees who are victims are entitled to reasonable leave from work to address safety–related matters.
DISCRIMINATION UNLAWFUL:
It is against the law for any employer to:
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Refuse to hire an otherwise qualified individual because the individual is a victim of domestic violence, sexual assault, stalking or criminal harassment;
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Threaten to or discharge, demote, suspend, or in any manner discriminate or retaliate with regard to promotion, compensation, conditions, or privileges of employment because an employee is a victim of domestic violence, sexual assault, stalking or criminal harassment.
REASONABLE SAFETY ACCOMODATIONS:
All employers must provide employees a reasonable workplace safety accommodation in response to actual or threatened domestic violence, sexual assault, stalking or criminal harassment.
Safety accommodations may include:
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Transfer
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Reassignment
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Modified schedule
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Changed work station or phone number
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Other measures to address safety
TIME OFF FROM WORK:
Oregon law requires some employers to provide eligible employees with reasonable leave from work to address safety matters related to domestic violence, sexual assault, stalking or criminal harassment:
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Employers who had, this year or last year, at least six employees during 20 or more workweeks per year must comply with this law.
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Employees who worked, on average, more than 25 hours a week during the last six months, are eligible for leave. Leave may be taken by the victim, by a parent or guardian of a victim, or by any other person who has suffered related harm.
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Leave from work must be provided to eligible employees to attend to safety-related matters. Advance notice of the leave should be provided when possible, or as soon thereafter as is practicable. Leave is not required to be paid, but employees may use accrued paid leave.
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