Portland, Oregon Employment Lawyer, Wrongful Termination, Discrimination, Harassment, Whistleblower, and Other Cases
Most employment manuals, offer letters, and policies contain repeated statements that read something like: “Employment at XYZ Corporation is at will. This means that either party to the employment relationship, both you and XYZ Corporation, may end the relationship at any time, for any reason
Here’s a quick link to my recent post on LinkedIn, cautioning about the effects of deteriorating morale on scheduling as the pandemic wanes. Is it really the case that a 3:2 office-home hybrid schedule for a typical white-collar job produces the best amount of productivity
It has come to my attention that the website was down from January 31, 2022 through today, February 2, 2022. I regret the technical problems and am pleased to announce they have apparently been resolved. In the future if there are issues, you may contact
Today (13 January 2022) the U.S. Supreme Court handed down two decisions in National Federation of Independent Businesses v. Department of Labor and Biden v. Missouri. The NFIB case deals with the Federal mandate that all employers with 100 or more employees require that their
Attention clients and counsel and others! Gunderson Employment Law now has enhanced text message functionality. For those who wish to communicate with me quickly, if you receive e-mail from me you will find in my signature block a special dedicated number to add to your
On Monday, Judge Michael H. Simon of the U.S. District Court of the District of Oregon issued a fifty-five page opinion ruling on a variety of challenges to the State of Oregon’s vaccine mandate, which is applicable to a variety of public and private employees.
People who claim “natural immunity” from having had COVID and recovering should not be granted a pass from vaccination. I’m amending my case acceptance policy to decline cases of people who claim “natural immunity.” When you get sick, your body sometimes produces antibodies that stick
Rumor has it that there’s a new treatment for COVID-19 on the scene. Not hydroxychloroquine or ivermectin — one of which was never anything but fantasy which wound up killing someone; the other of which was actually scientifically plausible but turns out to be totally
COVID-19 has been absolutely awful for America and the world. It has been awful for everyone. It has been awful for my practice. And thanks to the emergence of variants, we are confronting the possibility of new general masking, distancing, and possibly lockdown orders. This
Earlier this week I heard a news story on the radio about non-competition agreements. These go by other names, including the one I am most familiar with, “restrictive covenants.” Whatever you call them, they are agreements between an employer and an employee, always demanded by