ORS 243.672
Unfair labor practices

  • complaints
  • filing fees

Mentioned in

Portland Public Schools accuses union of illegally rallying outside district leaders

OPB, November 10, 2023

“According to state statute, if a labor union pickets the home or business of a member of a governing body concerning a collective bargaining dispute, that may be grounds for an unfair labor practice charge.”
 
Bibliographic info

(1)

It is an unfair labor practice for a public employer or its designated representative to do any of the following:

(a)

Interfere with, restrain or coerce employees in or because of the exercise of rights guaranteed in ORS 243.662 (Rights of public employees to join labor organizations).

(b)

Dominate, interfere with or assist in the formation, existence or administration of any employee organization.

(c)

Discriminate in regard to hiring, tenure or any terms or condition of employment for the purpose of encouraging or discouraging membership in an employee organization. Nothing in this section is intended to prohibit the entering into of a fair-share agreement between a public employer and the exclusive bargaining representative of its employees. If a “fair-share” agreement has been agreed to by the public employer and exclusive representative, nothing prohibits the deduction of the payment-in-lieu-of-dues from the salaries or wages of the employees.

(d)

Discharge or otherwise discriminate against an employee because the employee has signed or filed an affidavit, petition or complaint or has given information or testimony under ORS 243.650 (Definitions for ORS 243.650 to 243.809) to 243.809 (Determinations regarding alleged misconduct of law enforcement officer in accordance with uniform standards).

(e)

Refuse to bargain collectively in good faith with the exclusive representative.

(f)

Refuse or fail to comply with any provision of ORS 243.650 (Definitions for ORS 243.650 to 243.809) to 243.809 (Determinations regarding alleged misconduct of law enforcement officer in accordance with uniform standards).

(g)

Violate the provisions of any written contract with respect to employment relations including an agreement to arbitrate or to accept the terms of an arbitration award, where previously the parties have agreed to accept arbitration awards as final and binding upon them.

(h)

Refuse to reduce an agreement, reached as a result of collective bargaining, to writing and sign the resulting contract.

(i)

Violate ORS 243.670 (Prohibition of actions by public employer to assist, promote or deter union organizing) (2).

(j)

Attempt to influence an employee to resign from or decline to obtain membership in a labor organization.

(k)

Encourage an employee to revoke an authorization for the deductions described under ORS 243.806 (Agreement authorizing public employer to make deductions from salary or wages of public employee).

(2)

Subject to the limitations set forth in this subsection, it is an unfair labor practice for a public employee or for a labor organization or its designated representative to do any of the following:

(a)

Interfere with, restrain or coerce any employee in or because of the exercise of any right guaranteed under ORS 243.650 (Definitions for ORS 243.650 to 243.809) to 243.809 (Determinations regarding alleged misconduct of law enforcement officer in accordance with uniform standards).

(b)

Refuse to bargain collectively in good faith with the public employer if the labor organization is an exclusive representative.

(c)

Refuse or fail to comply with any provision of ORS 243.650 (Definitions for ORS 243.650 to 243.809) to 243.809 (Determinations regarding alleged misconduct of law enforcement officer in accordance with uniform standards).

(d)

Violate the provisions of any written contract with respect to employment relations, including an agreement to arbitrate or to accept the terms of an arbitration award, where previously the parties have agreed to accept arbitration awards as final and binding upon them.

(e)

Refuse to reduce an agreement, reached as a result of collective bargaining, to writing and sign the resulting contract.

(3)

It is an unfair labor practice for any labor organization to engage in unconventional strike activity not protected for private sector employees under the National Labor Relations Act on June 6, 1995. This provision applies to sitdown, slowdown, rolling, intermittent or on-and-off again strikes.

(4)

It is an unfair labor practice for a labor organization or its agents to picket or cause, induce, or encourage to be picketed, or threaten to engage in such activity, at the residence or business premises of any individual who is a member of the governing body of a public employer, with respect to a dispute over a collective bargaining agreement or negotiations over employment relations, if an objective or effect of such picketing is to induce another person to cease doing business with the governing body member’s business or to cease handling, transporting or dealing in goods or services produced at the governing body’s business. For purposes of this subsection, a member of the Legislative Assembly is a member of the governing body of a public employer when the collective bargaining negotiation or dispute is between the State of Oregon and a labor organization. The Governor and other statewide elected officials are not considered members of a governing body for purposes of this subsection. Nothing in this subsection may be interpreted or applied in a manner that violates the right of free speech and assembly as protected by the Constitution of the United States or the Constitution of the State of Oregon.

(5)

It is not an unfair labor practice or a violation of subsection (2)(a) of this section for the exclusive representative of an appropriate bargaining unit to charge the following employees in the unit reasonable fees and costs for representation that are unrelated to the negotiation of a collective bargaining agreement, provided that the employees are not members of the labor organization that is the exclusive representative and have not voluntarily entered into a fair-share agreement:

(a)

A police officer of a city or municipal police department;

(b)

A sheriff or deputy sheriff; or

(c)

A police officer commissioned by a university under ORS 352.121 (University police departments and officers) or 353.125 (Creation of police department and commission of police officers).

(6)

An injured party may file a written complaint with the Employment Relations Board not later than 180 days following the occurrence of an unfair labor practice. For each unfair labor practice complaint filed, a fee of $300 is imposed. For each answer to an unfair labor practice complaint filed with the board, a fee of $300 is imposed. The board may allow any other person to intervene in the proceeding and to present testimony. A person allowed to intervene shall pay a fee of $300 to the board. The board may, in its discretion, order fee reimbursement to the prevailing party in any case in which the complaint or answer is found to have been frivolous or filed in bad faith. The board shall deposit fees received under this section to the credit of the Employment Relations Board Administrative Account. [1973 c.536 §4; 1995 c.286 §2; 2007 c.296 §1; 2011 c.593 §2; 2013 c.663 §6; 2019 c.429 §11; 2019 c.439 §1]

Source: Section 243.672 — Unfair labor practices; complaints; filing fees, https://www.­oregonlegislature.­gov/bills_laws/ors/ors243.­html.

Notes of Decisions

Appropriate test to be applied in determining whether proposed subject is “condition of employment” and therefore mandatory subject for bargaining is to balance educational policy involved against effect that subject has on teacher’s employment. Sutherlin Educ. Assn. v. Sutherlin Sch. Dist., 25 Or App 85, 548 P2d 204 (1976)

Public employer’s refusal to negotiate proposed “union shop” agreement was not unfair labor practice, for such agreements are prohibited subject of bargaining. OSEA v. Oregon State University, 30 Or App 757, 567 P2d 1085 (1977), Sup Ct review denied

Employment Relations Board has exclusive jurisdiction to enforce arbitration agreements arising out of public-sector labor relations, notwithstanding [former] ORS 33.230. Smith v. State of Oregon, 31 Or App 15, 569 P2d 677 (1977), Sup Ct review denied

Although university’s increase in price of reduced-price-meals provided to cafeteria employes constituted mandatory subject for collective bargaining, local union’s failure to request bargaining on meal price increase until after contract was signed constituted waiver of its right to complain that employer had refused to discuss mandatory subject for collective bargaining. AFSCME v. Board of Higher Education, 31 Or App 251, 570 P2d 388 (1977)

Evidence was sufficient to support Employment Relations Board finding that nonrenewal of teacher’s contract by school district was caused by teacher’s union activity and constituted unfair labor practice. Harrison v. Central Linn School District, 34 Or App 221, 578 P2d 460 (1978), Sup Ct review denied

It was unfair labor practice for school district to refuse to comply with arbitrator’s award of reinstatement and back pay in grievance proceeding under collective bargaining agreement, which provided for “binding” arbitration of grievances and limited authority of arbitrator to “determining whether or not there has been violation of law, policy, rule, or regulation in question.” Corvallis Sch. Dist. v. Corvallis Education Assn., 35 Or App 531, 581 P2d 972 (1978)

Although minority union could, pursuant to ORS 243.782, represent individual petitioners in suit against majority union alleging wrongful withholding of fair share payments, minority union failed to plead or prove that it had suffered any direct injury from conduct complained of, and thus lacked standing as “injured party” to proceed on its own behalf. Oregon City Federation of Teachers v. OCEA, 36 Or App 27, 584 P2d 303 (1978)

In suit against majority union alleging wrongful withholding of fair share payments, teacher had standing to challenge only portions of salary withheld within 180 days preceding filing of complaint. Oregon City Federation of Teachers v. OCEA, 36 Or App 27, 584 P2d 303 (1978)

Where conduct constituting unfair labor practice, if done with requisite intent, occurred within 180 days preceding filing of complaint under this section, evidence of events occurring outside that period was admissible to demonstrate intent. Smith v. Employment Div., 38 Or App 241, 589 P2d 1184 (1979)

Where no provision of collective bargaining agreement between school district and its teachers required arbitration of dismissals of probationary teachers, failure to arbitrate was not an unfair labor practice under this section. Ostrer v. Pine-Eagle School Dist., 40 Or App 265, 594 P2d 1296 (1979)

Where collective bargaining contract had expired and city had enacted ordinance designating fire captains as supervisory, city did not restrain exercise of union activity or interfere with administration of local firefighters’ union by unilaterally removing fire captains from bargaining unit. Medford Firefighters Assn. v. City of Medford, 43 Or App 733, 605 P2d 289 (1979)

Where city did not fill vacant fire inspector position, it did not discriminate against union member by failing to promote him to position. Medford Firefighters Assn. v. City of Medford, 43 Or App 733, 605 P2d 289 (1979)

Where collective bargaining agreement contained “maintenance-of-membership” provision less restrictive than “fair share” provisions excepted under this section, employer enforcement of provision was not unfair labor practice. Stines v. OSEA, 287 Or 643, 601 P2d 799 (1979)

It was not abuse of discretion for Employment Relations Board to adopt and apply, in course of contested case, rule that it is “per se” violation of duty to bargain in good faith for employer to make unilateral change regarding mandatory bargaining subject while employer has duty to bargain. Wasco County v. AFSCME, 46 Or App 859, 613 P2d 1067 (1980)

Refusal to permit juvenile counselor appointed pursuant to [former] ORS 419.604 to pursue grievance procedure of county’s collective bargaining agreement was not unfair labor practice under this section. Schmidt v. Jackson County Juv. Dept., 49 Or App 349, 619 P2d 1307 (1980)

Plaintiff’s allegation that Oregon Public Employes Union breached its duty of fair representation constitutes unfair labor practice which is within exclusive jurisdiction of Employment Relations Board. Coleman v. Children’s Services Division, 71 Or App 687, 694 P2d 555 (1984), Sup Ct review denied

Employment Relations Board may order public employer to enter binding arbitration with mixed unit of both employes allowed to strike and employes prohibited from striking as sanction for committing unfair labor practice after Board has separated mixed unit into two bargaining units. AFSCME Local 1246 v. Fairview Training Center, 81 Or App 165, 724 P2d 895 (1986)

Employer violated this section when it refused to sign agreement containing factfinder’s precise language because both union and employer had accepted factfinder’s recommendations and were unable to agree on other language. Cascade Bargaining Council v. Jefferson Cty. Sch. Dist., 83 Or App 418, 732 P2d 54 (1987)

Collective bargaining agreement is enforceable against employer where employer has given negotiator sufficient authority, notwithstanding school board failure to ratify agreement. South Benton Ed. Assn. v. Monroe Union High, 83 Or App 425, 732 P2d 58 (1987), Sup Ct review denied

Where city council decided to contract out custodial services and communicated directly with affected employe regarding impact of that decision, city committed unfair labor practice. AFSCME Local 2975 v. City of Corvallis, 90 Or App 372, 752 P2d 860 (1988)

Employment Relations Board’s conclusion that “period of negotiations” began when city gave union notice of decision to contract out services was consistent with legislative policy and was correct. AFSCME Local 2975 v. City of Corvallis, 90 Or App 372, 752 P2d 860 (1988)

Employment Relations Board erred by applying objective “reasonable employer” test to determine whether employe’s discharge complied with “just cause” provision of collective bargaining agreement without first determining whether procedures referred to in provisions were applicable and, if so, had been satisfactorily followed. OSEA v. Rainier School Dist. 13, 91 Or App 42, 754 P2d 9 (1988)

Employer’s refusal to agree to same terms with successor union as it had previously agreed to with predecessor union in tentative agreement is not per se unlawful, however, such refusal may be evidence of bad faith bargaining, unlawful discrimination or improper assistance. AFSCME Council 75 v. Oregon Health Sciences Univ, 91 Or App 365, 755 P2d 141 (1988)

Employment Relations Board’s jurisdiction over wage claims arising from public employees’ arbitration award was primary, even if not exclusive, and issues of whether arbitration award was final and binding and whether employer refused or failed to comply with any provision of it were issues for board in first instance, so although not entirely without jurisdiction over dispute, circuit court should have abated claims until Employment Relations Board issued order for circuit court to enforce. Tracy v. Lane County, 305 Or 378, 752 P2d 300 (1988)

City of Salem’s refusal to bargain collectively in good faith concerning its adoption of reserve police officer program was an unfair labor practice under this section. Salem Police Employees Union v. City of Salem, 308 Or 383, 781 P2d 335 (1989)

Records of employees not subject to same provisions as claimant are not relevant to case and do not support claim that district refused to bargain in good faith. OSEA v. Salem-Keizer School Dist. 24J, 103 Or App 221, 797 P2d 375 (1990)

Employment Relations Board correctly interpreted provisions of collective bargaining agreement and substantial evidence supported board’s conclusions that: 1) employee’s dismissal was based on course of conduct; 2) employee was given progressive discipline; and 3) disciplinary notices sent to employee complied with provisions of collective bargaining agreement. OSEA v. Rainier School Dist. No. 13, 311 Or 188, 808 P2d 83 (1991)

Where union committed unfair labor practice by collecting “fair share” payments from nonunion public employees without complying with safeguards instituted to protect employees’ rights of free speech and association, restitution was appropriate remedy. Elvin v. OPEU, 313 Or 165, 832 P2d 36 (1992)

County did not violate this statute by refusing to turn over information about hiring process for particular position when complainant failed to show that information was relevant to any issue in grievance proceeding. Lane County Public Works Assn. v. Lane County, 118 Or App 46, 846 P2d 414 (1993)

Where annual assessment was payable in installments during year, 180-day filing period limitation was measured from assessment date for each installment payment. Blackburn v. Oregon Education Assn., 127 Or App 607, 873 P2d 485 (1994), Sup Ct review denied

Change required to comply with minimum requirements of law is not automatically exempt from duty to bargain. Washington Cty. Police Officers v. Washington Cty., 321 Or 430, 900 P2d 483 (1995)

Where ERB has issued order requiring specific act of compliance within definite time, action taken to comply with order is not subject to bargaining. Washington Cty. Police Officers v. Washington Cty., 321 Or 430, 900 P2d 483 (1995)

In cases involving alleged refusal to provide information, use of probable or potential relevance test is within discretion allowed to board. Olney School District 11 v. Olney Education Assn., 145 Or App 578, 931 P2d 804 (1997)

To establish prima facie case based on inference that employment action is “because of” protected activity, complainant must show: 1) exercise of protected activity; 2) adverse employment action; and 3) sufficient causal connection between activity and adverse action. Portland Association of Teachers v. Multnomah School District No. 1, 171 Or App 616, 16 P3d 1189 (2000)

Prima facie showing that employment action was “because of” protected activity does not shift burden of proof to employer. Portland Association of Teachers v. Multnomah School District No. 1, 171 Or App 616, 16 P3d 1189 (2000)

Public employer can be injured party for purposes of unfair labor practice claim based on secondary picketing of public official’s residence or business. Jefferson County v. Oregon Public Employees Union, 174 Or App 12, 23 P3d 401 (2001)

Employment Relations Board has authority to determine whether contractual provision of collective bargaining agreement conflicts with federal and state laws prohibiting unlawful employment discrimination. PSU Association of University Professors v. PSU, 240 Or App 108, 246 P3d 1162 (2010), aff’d 352 Or 697, 291 P3d 658 (2012)

Time limitation for filing written complaint with Employee Relations Board begins to run when public employee, labor organization or public employer knows or reasonably should know that unfair labor practice has occurred. Rogue River Education Association v. Rogue River School District No. 35, 244 Or App 181, 260 P3d 619 (2011)

Terms of contract asserted as defense to claim that employer refused to bargain collectively in good faith are subject to analysis of whether employee properly waived those terms. Association of Oregon Corrections Employees v. State of Oregon, 353 Or 170, 295 P3d 38 (2013)

“Reasonable belief” standard is proper standard for determining which individuals constitute “public employer representative” under ORS 243.650. Therefore, when employees of public employer reasonably believe that individual acted on behalf of public employer in committing unfair labor practice, that individual constitutes “public employer representative” under ORS 243.650 such that employer may be held liable for individual’s conduct under this section. AFSCME Council 75 v. City of Lebanon, 360 Or 809, 388 P3d 1028 (2017)

University’s obligation to bargain collectively in good faith with labor exclusive representative included obligation to promptly provide information relevant to grievance that could not be excused by invoking confidentiality of information under Family Educational Rights and Privacy Act, 20 U.S.C. 1232g, when Act requires accommodation of request and university made no effort toward such accommodation. Service Employees Int’l Union Local 503 v. University of Oregon, 291 Or App 109, 419 P3d 779 (2018), Sup Ct review denied

To determine whether action of public employer interferes with, restrains or coerces employee in exercise of certain labor rights, court must determine whether, in light of specific circumstances, action would have natural and probable effect of deterring employees in exercise of protected activity. Clackamas County Employees’ Assn. v. Clackamas County, 308 Or App 146, 480 P3d 993 (2020)

Attorney General Opinions

Authority of teachers to strike during contract year in absence of collective bargaining agreements, and to engage in picketing, (1975) Vol 37, p 732; harassment by employer of individuals organizing a union, (1977) Vol 38, p 919

Law Review Citations

19 WLR 75 (1983); 68 OLR 156 (1989); 28 WLR 259 (1992); 32 WLR 707 (1996)

243.005
Definitions for ORS 243.005 to 243.045
243.015
Life insurance for police and firefighters
243.025
Issuance of $10,000 life insurance certificate
243.035
Premiums and administrative costs to be budgeted and paid by public employers
243.045
Police and firefighters considered common group for certain purposes
243.055
Exemption from requirements of ORS 243.005 to 243.045 for certain public employers
243.057
Role of executive director
243.061
Public Employees’ Benefit Board
243.066
Officers
243.105
Definitions for ORS 243.105 to 243.285
243.107
Employees of public universities eligible to participate in benefit plan
243.125
Powers and duties of board
243.129
Participation in benefit plan by local government
243.135
Health benefit plans for eligible employees
243.140
Health benefit and dental plans for persons operating foster homes
243.142
Application for federal waiver
243.144
Health benefit plan coverage requirements
243.145
Board authority with respect to health benefit plans
243.156
Coverage of adult disabled children
243.160
Eligibility of retired officer or employee to participate in dental benefit plan
243.163
Eligibility of former member of Legislative Assembly to participate in group benefit plan
243.165
Public Employees’ Benefit Account
243.167
Public Employees’ Revolving Fund
243.170
Contributions for job-share employees limited
243.185
Transfer of moneys from General Fund for payment of costs of health benefit plans
243.200
Participation of self-pay groups in benefit plans
243.205
Reports
243.215
Certain eligible employees permitted to receive employer contributions for health benefit plans of their choice
243.221
Options that may be offered under flexible benefit plan
243.223
Rules for flexible benefit plans
243.252
Payment of cost for employees or retirees
243.256
Reimbursement methodology for payment to hospitals
243.275
Additional benefit plans authorized
243.285
Salary deductions
243.291
Plan eligibility
243.296
Requirements when board offers long term care insurance plan
243.302
Grouping retired and nonretired employees for health insurance coverage
243.303
Local government authority to make health care insurance coverage available to retired officers and employees, spouses and children
243.305
Policy of affirmative action and fair and equal employment opportunities and advancement
243.315
Director of Affirmative Action
243.317
Definitions for ORS 243.317 to 243.323
243.319
Written policy regarding workplace harassment
243.321
Written policies and procedures regarding investigation of report of workplace harassment
243.323
Prohibition against entering into agreement with employee that prevents employee from discussing workplace harassment
243.325
“Public employee” defined
243.330
Leaves of absence for athletic competition
243.335
Reimbursement to public employer
243.401
Definitions for ORS 243.401 to 243.507
243.411
Deferred Compensation Fund
243.416
State Treasurer as fund custodian
243.421
Investment program for fund
243.426
Accounts
243.428
Forfeited payments
243.435
Plan contents
243.440
Salary reduction for deferred compensation plan
243.445
Employee choice of plans
243.450
Disclosure statement
243.460
Effect of deferred compensation on current taxable income and on retirement programs
243.462
Option to defer compensation on after-tax basis
243.465
Rollover distribution of deferred amounts to beneficiary
243.470
Administration of deferred compensation program
243.472
Costs of plan administration assessed against participants
243.474
Investment of local government plan assets through investment program
243.476
Compliance with federal requirements
243.478
Plan administration agreements
243.482
Immunity of governmental agencies from liability for plan administration or investment of funds
243.505
Deferred Compensation Advisory Committee
243.507
Payment of deferred compensation to alternate payee under judgment or order
243.550
Dependent care assistance plan
243.555
Definitions for ORS 243.555 to 243.575
243.560
Rulemaking
243.565
Administration of plan
243.570
Compensation reduction agreement
243.575
Computation of retirement and pension benefits
243.585
Accounting system allowances for dedication of salary
243.650
Definitions for ORS 243.650 to 243.809
243.656
Policy statement
243.662
Rights of public employees to join labor organizations
243.666
Certified or recognized labor organization as exclusive employee group representative
243.668
Legislative findings
243.670
Prohibition of actions by public employer to assist, promote or deter union organizing
243.672
Unfair labor practices
243.676
Processing of unfair labor practice complaints
243.682
Representation questions
243.684
Requirements for petition for representation
243.686
Representation elections
243.692
Limitation on successive representation elections
243.696
Bargaining representatives for executive department state agencies, judicial department and legislative department
243.698
Expedited bargaining process
243.702
Renegotiation of invalid provisions in agreements
243.706
Agreement may provide for grievance and other disputes to be resolved by binding arbitration or other resolution process
243.712
Mediation upon failure to agree after 150-day period
243.716
Use of volunteers not contracting out for services
243.722
Fact-finding procedure
243.726
Public employee strikes
243.732
Refusal to cross picket line as prohibited strike
243.736
Strikes by deputy district attorneys, assistant attorneys general and certain emergency and public safety personnel
243.738
Strikes by employees of mass transit districts, transportation districts and municipal bus systems
243.742
Binding arbitration when strike prohibited
243.746
Selection of arbitrator
243.752
Arbitration decision final
243.756
Employment conditions during arbitration
243.762
Alternative arbitration procedure under collective bargaining agreement
243.766
Board duties in administration of collective bargaining laws
243.772
Effect of collective bargaining laws on local charters and ordinances
243.778
Student representation when bargaining unit includes public university faculty
243.782
Representation by counsel authorized
243.796
Definitions for ORS 243.796 to 243.806
243.798
Reasonable time granted to designated representatives to engage in certain activities during work hours
243.802
Written agreements regarding grant of period of release time for public employees to serve as designated representatives
243.804
Reasonable access to employees within bargaining unit
243.806
Agreement authorizing public employer to make deductions from salary or wages of public employee
243.808
Arbitration concerning alleged misconduct by law enforcement officer
243.809
Determinations regarding alleged misconduct of law enforcement officer in accordance with uniform standards
243.812
Commission on Statewide Law Enforcement Standards of Conduct and Discipline
243.815
Optional retirement plan for certain academic and administrative public university employees
243.820
Agreement for payment of annuity premium or investment in stock of regulated investment company
243.830
Effect of agreement on retirement contributions and benefits
243.850
Qualified football coaches plan
243.860
Definitions for ORS 243.860 to 243.886
243.862
Oregon Educators Benefit Board
243.864
Duties
243.866
Benefit plans
243.867
Participation in benefit plan by local government
243.868
Benefit plans for other than health and dental benefits
243.869
Coverage of adult disabled children
243.870
Long term care benefit plans
243.872
Requirements when board offers long term care benefit plan
243.874
Flexible benefit plans
243.876
Payroll deductions
243.877
Health benefit plan coverage requirements
243.878
Board authority with respect to health benefit plans
243.879
Reimbursement methodology for payment to hospitals
243.880
Oregon Educators Benefit Account
243.882
Monthly participation assessment
243.884
Oregon Educators Revolving Fund
243.886
Limitations on district participation in benefit plans
243.910
Definitions for ORS 243.910 to 243.945
243.920
Assisting employees to obtain supplemental benefits
243.930
Board contributions
243.935
Employer assumption of full amount of employee contributions
243.940
Employee election
243.945
Employees not eligible for assistance
243.950
Public Safety Memorial Fund
243.952
Public Safety Memorial Fund Board
243.954
Definitions for ORS 243.954 to 243.974
243.956
Eligibility for benefits from fund
243.958
Initial application for benefits
243.959
Supplemental application for benefits
243.960
Application information public record
243.962
Determination of award amount
243.964
Order
243.966
Reconsideration
243.968
Payment of awards
243.969
Payment of lump sum benefits
243.970
Authority of board
243.972
Gifts
243.974
Designation of beneficiary form
Green check means up to date. Up to date