On July 1, 2017, Oregon New Minimum Wage rage went into effect. The Portland Urban Growth Boundary (UGB) now has a rate at $11.25. This is good news for many families who experience economic fragility. A large segment of our community members experience sever economic hardship and live paycheck to paycheck. I'm hopefully that we are moving toward a feature where economic fragility, poverty, will be a historic phenomenon for our communities.
On May 23, I had the pleasure of sharing my analysis on the ADA with OTLA's New Lawyer Power Hour. Specifically why compliance is not inclusion. During the presentation we had a wonderful exchange on how inclusion requires all of us to reach for and actualize spaces and policies that go beyond compliance. This presentation contained the same themes as Above the ADA, presented on April 28, 2017. This presentation was framed around attorneys as employers and service providers under Title I and III of the ADA.
I find that too often inclusion is sabotaged by the discomforts of dominant cultures. If we are truly interested in being inclusive and intersectional then we must push ourselves beyond our own comfort zone. This presentation focuses on the use of the ADA as a minimum compliance tool to maintain the comforts of the dominant culture. Making compliance an active form of exclusion. For this presentation, I'm joined by two wonderful and thoughtful folks, Carol Rozumalski and Matthew Denney.
Employers must comply with the Americans with Disabilities Act (ADA) when hiring employees, from job descriptions to interviewing to accommodations. But the ADA sets a floor, not a ceiling. This conversation will review core ADA requirements and the multitudes of easy and affordable things employers can do to make hiring both more discerning and more inclusive for people with disabilities.
This event will feature group discussion and hands-on exercises reviewing job postings, policies, other materials. The presenters will also discuss redefining accommodations through Universal Design.
Update: Read the article about this event in OWLS AdvanceSheet, Summary 2017.
ICE raids in our communities have made us feel uncertain and unsafe. The Oregon Law Center and Latino Network have created a document to help families prepare in the event that an adult or family member is removed. If you know someone who could benefit from this information please share this document with them.
The Oregonian has published a list of sexual harassment cases filed with the Bureau of Labor and Industries (BOLI) between 2008 and 2013. What's notable is the sheer volume of case where concluded that there was "No Substantial Evidence." For many workers trying to self advocate these statistics can be discouraging. Don't be discouraged. Talk to a lawyer about your case.
The ACLU has put together an informational training to help you learn what to do if you are stopped by the police, ICE, or the FBI. Learn your rights and rights of your community memebers. Share this information with your community.
It depends. How many people does your employer have on the books? Where is your employer located?
Oregon Paid Sick Leave law went into effect on January 1, 2016. Before we had a statewide law, Portland and Eugene enacted their own city laws or ordinances that gave workers paid sick leave. Today, the statewide law applies to all cities and counties, including Portland and Eugene. Employees can accrue 40 hours of sick time each year.
Not every worker gets paid while they are out on sick leave. This law makes a distinction between employers based on size.
Not paying qualified sick time is wage theft. Speak with an attorney and learn more about your rights under the law.
Like many folks, you may be facing multiple issues that require expertise in different areas of the law. Laura Orr, a librarian at Washington County Law Library, has created the Oregon Legal Assistance Resource Guide, which is available below.
Maybe. Many workers face discrimination and hostility at work. It may be a good idea to keep a journal or diary of what has happened to you at work. It can be helpful to write down and save information about what people said and did. Just know that if a law suit is filed in your case this journal must be provided to your employer.
A good journal has:
1) Dated entries: each time you sit down to write you include the date, month, and year.
2) Names: individuals are identified by first and last name.
3) Quotes: if you remember exactly what the person has said you include that statements in "quotes."
4) Details: information about location, time of day, the event itself. Detailed description can be helpful in verifying facts and testimony in court.
Yes, but only if you "voluntarily left work with good cause." The Oregon Supreme Court discusses this issue in McDowell v. Employment Department.
For a voluntary quit, the focus is on whether the claimant left work with good cause. Under OAR 471-030-0038(4), "[g]ood cause for voluntarily leaving work under ORS 657.176(2)(c) is such that a reasonable and prudent person of normal sensitivity, exercising ordinary common sense, would leave work. * * * [F]or all individuals, the reason must be of such gravity that the individual has no reasonable alternative but to leave work." Thus, good cause under the rule is an objective standard that asks whether a "reasonable and prudent person" would consider the situation so grave that he or she had no reasonable alternative to quitting.
You should contact an attorney and speak with them about your decision to quit.