ADA Accommodations in Employment
The State of Oregon the clear mandate in state law and the Americans with Disabilities Act (ADA) of 1990, as amended by the ADA Amendments Act of 2008, to remove barriers that prevent qualified people with disabilities from enjoying the same employment opportunities that are available to people without disabilities.
The State of Oregon provides equal access and equal opportunity in employment. Its agencies do not discriminate based on disability. Oregon state government uses only job-related standards, criteria, and methods of administration that are consistent with business necessity. These standards, criteria and methods do not discriminate or perpetuate discrimination based on disability. According to OAR 105-040-0001 Equal Employment Opportunity and Affirmative Action, Oregon state government takes positive steps to recruit, hire, train, and provide reasonable accommodation to applicants and employees with disabilities.
ADA and Reasonable Accommodations in Employment Statewide Policy
OHA ADA Procedure (Currently in Development)
Discrimination and Harassment Complaint Procedure
The Office of Equity and Inclusion (OEI) acts as the Director’s designee for the Oregon Health Authority (OHA) to investigate complaints alleging discrimination, harassment or retaliation.
The guidelines of the procedure apply to all employees, interns and volunteers of OHA and extend to contractor/vendor and employee interactions.
Managers are held to a higher standard of reporting and must refer reports of discrimination, harassment and retaliation or refer the reporter of discrimination, harassment and retaliation to OEI.
The Director of OHA delegates the investigation of complaints on the basis of race, color, religion, sex, marital status, national origin, disability, age, sexual orientation, gender identity, or any other factor applicable by state or federal law to:
The Office of Equity and Inclusion
421 SW Oak Street, Suite 750
Portland, OR. 97204
All other complaints should be referred to the appropriate supervisor or manager, or to Human Resources.
Once received by OEI the complaint is reviewed and an investigation plan developed. An investigation typically entails interviews with the complainant, respondent and witnesses, and document collection and review. Informal resolution is an option if all parties agree. This may include mediation. Confidentiality is maintained to the extent that the investigation allows. A final report regarding the investigation is forwarded to the Director’s Office and letters of finding provided to the complainant and respondent.
If a complainant or respondent wishes to have a review of the findings of an investigation the individual must complete a Reconsideration Form.
Nothing in the procedure precludes any person from filing a formal grievance in accordance with a collective bargaining agreement, with the Bureau of Labor and Industries, with the Equal Employment Opportunity Commission, or from seeking private legal counsel. Retaliation against any individual who files a complaint, reports inappropriate behavior or participates in an investigation is prohibited. The OEI Diversity Development unit is always available for problem solving and consultation on these matters. Be proactive and call us at (971) 673-1284.