Oregon Domestic Violence, Harassment, Sexual Assault or Stalking Protections Poster
The Domestic Violence, Harassment, Sexual Assault or Stalking Protections is a domestic violence law poster by the Oregon Bureau Of Labor and Industry. This poster is mandatory for some employers, including employers with 6 or more employees.
This poster must be posted in a conspicuous place where employees of employers with 6 or more employees will see it and talks about protection from domestic violence, harassment, sexual assault and stalking. This poster describes reasonable safety accommodations employers may give employees, who is eligible for these safety accommodations as well as when an employee may take leave. This poster also discusses when it is appropriate for an employee to give notice for leave, if leave is paid or unpaid, and how long an employee can leave.
OR All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both Oregon and Federal poster requirements by clicking here .
NOTICE DOMESTIC VIOLENCE, HARASSMENT, SEXUAL ASSAULT OR STALKING PROTECTIONS Brad Avakian, Commissioner For additional information, please call the nearest office of the Bureau of Labor and Industries: ►Employer Assistance: 971-673-0824 ►Eugene.....541-686-7623 ►Salem........503-378-3292 ►Portland....971-673-0761 Website: www.oregon.gov/boli Or Write: Bureau of Labor and Industries Civil Rights Division 800 NE Oregon St Ste. 1045 Portland, OR 97232 Employees may take leave for the following purposes: To seek legal or law enforcement assistance to ensure the health and safety of the employee or the employee’s minor child or dependent, including preparing for and participating in protective order proceedings or other civil or criminal legal proceedings related to DVHSAS. To seek medical treatment for or to recover from injuries caused by DVHSAS to the eligible employee or the employee’s minor child or dependent. To obtain or to assist a minor child or dependent in obtaining counseling from a licensed mental health professional related to an experience of DVHSAS. To obtain services from a victim services provider for the eligible employee or the employee’s minor child or dependent. To relocate or take steps to secure an existing home to ensure the health and safety of the eligible employee or the employee’s minor child or dependent. When may an employee take leave? Is Notice Required? Paid or Unpaid Leave? A covered employer may require that an eligible employee give reasonable advance notice of the employee’s intention to take leave, unless giving the advance notice is not practicable. The covered employer may also require the eligible employee to provide certification that the employee or the employee’s minor child or dependent is a DVHSAS victim. A covered employer is not required to grant leave with pay to an eligible employee. However, an eligible employee may use any vacation, sick or other paid leave that is available during the period of leave. Subject to the terms of any agreement between the eligible employee and the covered employer or the terms of a collective bargaining agreement or an employer policy, the covered employer may determine the order in which paid accrued leave is to be used when more than one type of paid accrued leave is available to the employee ALL EMPLOYERS WITH 6 OR MORE EMPLOYEES IN OREGON ARE REQUIRED TO PROVIDE REASONABLE LEAVE AND ALL EMPLOYERS IN OREGON ARE REQUIRED TO PROVIDE REASONABLE SAFETY ACCOMMODATIONS FOR VICTIMS OF DOMESTIC VIOLENCE, HARASSMENT, SEXUAL ASSAULT, OR STALKING (DVHSAS). “Reasonable safety accommodation” may include, but is not limited to, a transfer, reassignment, modified schedule, unpaid leave from employment, changed work telephone number, changed work station, installed lock, implemented safety procedure or any other adjustment to a job structure, workplace facility or work requirement in response to actual or threatened domestic violence, harassment, sexual assault or stalking. (DVSAS). What qualifies as a Reasonable Safety Accommodation? Confidentiality: Any documents or evidence provided as certification of the victim’s status, or information obtained by the employer regarding the need for accommodation or leave, must be kept confidential and may not be released without the express permission of the employee. Who is eligible for Reasonable Safety Accommodation protections under this law? Any employee who is a victim of DVHSAS, or is the parent or guardian of a minor child or dependent who is a victim of DVHSAS, regardless of how long or how many hours he or she has worked for the employer. This is a summary of Oregon’s laws relating to Domestic Violence, Harassment, Sexual Assault, or Stalking Protections. It is not a complete text of the law. THIS INFORMATION MUST BE POSTED IN A CONSPICUOUS LOCATION Length of Leave? A covered employer must allow an eligible employee to take reasonable leave and may only limit the amount of leave if the employee’s leave creates an “undue hardship” on the employer. Undue hardship means a significant difficulty and expense to the organization and includes consideration of the size of the organization and the employer’s critical need for the employee. January 2014
Other Oregon Labor Law Posters 5 PDFS
There are an additional ten optional and mandatory Oregon labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.
|Poster Name||Poster Type|
|Mandatory State Minimum Wage Poster (Spanish)||Minimum Wage Law|
|Mandatory State Minimum Wage Poster||Minimum Wage Law|
|Mandatory Cartel de Seguridad e Higiene de Oregon OSHA (Spanish)||Job Safety Law|
|Mandatory Safety & Health Poster||Job Safety Law|
|Mandatory Oregon's Smoke free Workplace Law||Anti-Smoking Law|
While we do our best to keep our list of Oregon labor law posters up to date and complete, we cannot be held liable for errors or omissions. Is the poster on this page out-of-date or not working? Please let us know and we will fix it ASAP.