Oregon Employment Law Update



With a constantly expanding definition of “joint employer” and the increase of executive actions in Oregon aimed at labor and employment laws, staffing firms are facing more liability than ever. Hear from Brenda Baumgart, labor and employment attorney at Stoel Rives, as she reviews the changing state of employment law and discusses the post-election climate for employers, with a specific focus on the state of Oregon. Baumgart will explain the effect of several new laws and provide practical tips for compliance.

During this presentation you will:

  • Find out what potential liability your firm could face due to the everchanging joint employer doctrine
  • Learn about the effect of a Trump administration on issues such as the U.S. Equal Employment Opportunity Commission enforcement and the Department of Labor overtime rule, and what this means for Oregon employers
  • Get tips for complying with the recent employment law additions in Oregon


Brenda Baumgart, labor and employment attorney, Stoel Rives

Brenda Baumgart

Brenda Baumgart

Brenda Baumgart focuses her practice on employment-related counseling and litigation, as well as appellate work. Her litigation and trial work includes representing employers in both federal and state courts in all areas of employment law, as well as handling administrative proceedings and charges before various governmental agencies, including the Oregon Bureau of Labor and Industries, the U.S. Equal Employment Opportunity Commission, and the U.S. Department of Labor. Brenda also represents clients in labor arbitrations and matters before the U.S. National Labor Relations Board.
She conducts internal workplace investigations for private and public sector clients. Brenda frequently speaks in the community and provides on-site client training on numerous topics including workplace harassment and discrimination, family medical leave laws, wage and hour compliance, and drug and alcohol issues.

Before joining Stoel Rives, Brenda was a partner at Barran Liebman LLP.

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