Oregon: New Protections for Registered Apprentices and On-the-Job Training Program Participants

/in /by

APPLIES TO

All Employers with OR Employees

EFFECTIVE

January 1, 2024

  

QUESTIONS?

Contact HR On-Call

(888) 378-2456
Quick Look

  • Existing Oregon civil rights, discrimination, and harassment workplace protections are extended to participants in registered apprenticeship programs and on-the-job training programs.

Discussion

HB 3307 extends existing civil rights, discrimination, and harassment workplace protections to participants in registered apprenticeship programs and on-the-job training programs. The law applies to employers who employ or engage the services of an individual or reserves the right to control the means by which such services are or will be performed and sponsors or agrees to provide training under an on-the-job training program. An on-the-job training program: 1) is for a limited duration of time as agreed upon by the participant and the employer; 2) the employer provides paid work experience to the participant at an agreed-upon rate; 3) the program does not require the employer to commit to hiring the participant; and 4) the program does not require or permit the parties to enter into a contract for employment as a term or condition of the program.

HB 3307 does not provide any additional rights under leave laws like the Oregon Family Leave Act or Paid Leave Oregon. It also does not create an employment relationship requiring compliance under wage and hour laws, occupational health and safety laws, workers’ compensation, or unemployment compensation. Employers who sponsor registered apprenticeship programs or on-the-job training programs will need to review and update their discrimination and harassment policies to avoid violating the law.

Action Items

  1. Review and update discrimination and harassment policies.
  2. Update discrimination and harassment training.
  3. Have appropriate personnel trained on the requirements.

Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2023 ManagEase