Whistleblower Rights

 Oregon law protects employees from retaliation for reporting health or safety violations. Under ORS 654.062, employees who are terminated for reporting health or safety violations are entitled to recover damages, including back pay, against the offending employer. In addition, Oregon’s whistleblower law, ORS 659A.199, allows employees who are terminated for reporting evidence of potential health or safety violations to recover a broad array of damages, including economic damages (lost income), emotional distress, punitive damages. Employees may have a claim even if their report of a potential health or safety violation turns out to be unfounded, provided the employee can show a good faith belief for making the report. Another Oregon law, ORS 659A.233, protect whistleblowers who report certain concerns regarding patient health or safety at qualifying residential care or health care facilities. Other adverse employment actions, such as a demotion or cut in hours, taken by the employer against an employee for reporting health or safety violations may also give rise to a whistleblower retaliation action under these statutes.

Robert is experienced in a wide variety of workplace retaliation claims. In Oregon, it is illegal to fire an employee because the employee has in good faith reported information that the employee believes is evidence of a violation of a state or federal law, rule or regulation, including discrimination, serious workplace health and safety concerns, wage claims, or for any act protected by Uniformed Services (USERRA).  It is important that you consult an Oregon work retaliation attorney with expertise in this area to help you.  Having worked for one of the largest employment law firms in the country as well as one of the leading plaintiff’s employment lawyers in Portland, Robert has substantial experience representing  employees in employment retaliation claims.  If you need to speak to an experienced retaliation lawyer in Oregon, contact Robert Meyer, Attorney at Law.