Compliance Stuff

  Quick Hits Significant new limitations on restrictive covenants with healthcare practitioners relating to noncompetition, nondisparagement, and nondisclosure took effect on June 9, 2025. Employers will soon be prohibited from asking an applicant’s age, date of birth, or date of graduation from any educational institution prior to an interview or conditional job offer. Starting in January 2026, striking workers will be eligible for up to ten weeks of unemployment benefits during a strike. Workplace Accommodations for Agricultural Workers (HB 2541) Governor Kotek signed  House Bill (HB) 2541  into law on May 7, 2025. Under HB 2541, certain agricultural workers must now be provided with the same accommodations for the expression of breast milk during work hours that have been provided to employees in other industries. Those accommodations include rest periods and a private location to express breast milk that is not a public restroom or toilet stall and that is in close pr...

  Oregon Governor Tina Kotek just signed two bills into law that will soon change employer obligations regarding applicants and new hires. When these new laws take effect, you’ll need to rethink how you collect applicant data to strip away age-related information, and share more pay-related information with new hires. Let’s look over what we know, what’s still up in the air, and best practices for anticipated compliance with these two new laws. Restricting Age-Based Inquiries During Hiring ( HB 3187 ) HB 3187 amends  state law  to change how and when employers may request age-related information from applicants. Requirements The first new law cracks down on age-related questions early in the hiring process. It will prohibit employers from asking applicants their: age date of birth when the applicant attended or graduated from any educational institution This prohibition applies to any applicants who have not yet received an initial interview. If an employer does not condu...