Skip to content
DWT logo
People Expertise Insights
About Locations Careers
Search
People
Expertise
Insights
About
Locations
Careers
Search
Presentations
Employment, Benefits & Immigration

"Mandatory Sick Leave and New Oregon Employment Laws: Preparing for 2016," Davis Wright Tremaine, Webinar

By  Chrys A. Martin and Christie S. Totten
12.08.15
Share
Print this page

On January 1, 2016, Oregon will usher in new laws that will immediately impact your company and many of your employment policies, handbooks and processes. Join us to learn strategies for complying and thriving under the new laws, particularly the statewide sick leave law.

Topics our speakers will address include:

  • Mandatory statewide "sick" leave: Imposes detailed requirements on all businesses with at least one Oregon employee, and covers far more than only "sick" time; learn strategies for developing a compliant policy that works for your company
  • Ban the Box: Restricts questions about criminal history during the initial hiring stages; hear best practices for handling job applicants
  • Noncompete Agreement Limitations: Reduces the maximum duration; gain insight into crafting enforceable noncompete and nonsolicitation agreements
  • New changes and protections for social media, domestic violence leave, whistleblowers, and OFLA absences involving health insurance
  • Solutions for HR when managing legalized marijuana, diversity and transgender issues

Presented by Chrys Martin and Christie Totten.

View presentation materials:

  • Presentation slides 
  • HRCI Certificate
  • BOLI poster
  • MCLE record of participation

Related Articles

DWT logo
©1996-2022 Davis Wright Tremaine LLP. ALL RIGHTS RESERVED. Attorney Advertising. Prior results do not guarantee a similar outcome.
NAVIGATE
Home People Expertise Insights
About Locations Careers Events Blogs
STAY CONNECTED

Subscribe to stay informed.

Subscribe
Employees
DWT Collaborate
EEO
Affiliations
Legal notices
Privacy policy
©1996-2022 Davis Wright Tremaine LLP. ALL RIGHTS RESERVED. Attorney Advertising. Prior results do not guarantee a similar outcome.
Close
Close

CAUTION - Before you proceed, please note: By clicking “accept” you agree that our review of the information contained in your e-mail and any attachments will not create an attorney-client relationship, and will not prevent any lawyer in our firm from representing a party in any matter where that information is relevant, even if you submitted the information in good faith to retain us.