OAR 839-009-0460
OMFLA: Enforcement and Retaliation
(1)
A covered employer’s duties and obligations under OMFLA extend to a successor employer as defined in the federal Family and Medical Leave Act (FMLA) regulations at 29 CFR§ 825.107.(2)
In accordance with the provisions of OMFLA an eligible employee claiming a violation of the OMFLA may file a complaint with the Civil Rights Division of the Bureau of Labor and Industries in the manner provided by ORS 659A.820 (Complaints).(3)
It is an unlawful employment practice for a covered employer to retaliate or in any way discriminate against any person with respect to hiring, tenure or any other term or condition of employment because the person has inquired about OMFLA leave, submitted a request for OMFLA leave or invoked any provision of OMFLA.(4)
Pursuant to ORS 659A.030 (Discrimination because of race, color, religion, sex, sexual orientation, national origin, marital status, age or expunged juvenile record prohibited)(1)(f), it is an unlawful employment practice for a covered employer to discharge, expel or otherwise discriminate against any person because the person has filed a complaint, testified or assisted in any proceeding in connection with OMFLA.(5)
It is an unlawful employment practice for a covered employer to count OMFLA leave against an employee in determining the employee’s compliance with attendance policies, or to count OMFLA leave against an employee when determining eligibility for bonuses based on attendance.(6)
Pursuant to ORS 659A.030 (Discrimination because of race, color, religion, sex, sexual orientation, national origin, marital status, age or expunged juvenile record prohibited)(1)(g), it is an unlawful employment practice for any person, whether an employer or an employee, to aid, abet, incite, compel or coerce the doing of any of the acts in violation of OMFLA or to attempt to do so.
Source:
Rule 839-009-0460 — OMFLA: Enforcement and Retaliation, https://secure.sos.state.or.us/oard/view.action?ruleNumber=839-009-0460.