91ÌÒÉ«Æƽâ°æ

Oregon Addendum

Equal Employment and Anti-Harassment

This is only a state-specific excerpt. Refer to the complete policy for more information.

Hope is an equal opportunity employer and makes employment decisions based on merit and College needs. Creating an inclusive and professional environment where employees feel comfortable, safe, and free from inappropriate and disrespectful conduct is one of the College’s core values.

Hope does not discriminate against (in any aspect of employment, including recruiting and hiring, job assignment, compensation, opportunities for advancement, promotion, transfers, evaluation, benefits, training, discipline, and termination), nor does it tolerate harassment by any person, including, co-workers, supervisors, and third parties, on the basis of the following Protected Characteristics: race (including hair that is part of the cultural identification of an ethnic group or that is a physical characteristic of an ethnic group, such as braids, locks, or twists), color, national origin, sex (including pregnancy), sexual orientation (including gender identity), religion, marital status (including domestic partnership), age (18 and older), military status, expunged juvenile record, genetic information, association with a protected class, previously filing a complaint, giving testimony, assisting in any discrimination proceeding, and opposing an unlawful practice under state anti-discrimination law. Employees won’t be discriminated or retaliated against for refusal to do work that would expose them to serious hazards, when done in good faith and with no reasonable alternative.

Where can employees report discrimination or sexual harassment outside of Hope?

Oregon Civil Rights Division; ; 971-673-0761. Oregon state law requires that any legal action taken on alleged discriminatory conduct start no later than 5 years after the occurrence of the violation. Other applicable laws may have a shorter time limitation on filing. Nothing in this policy stops any person from filing a formal grievance under a collective bargaining agreement (if applicable), the Bureau of Labor and Industries’ Civil Rights Division, or the Equal Employment Opportunity Commission.

How does this policy relate to non-disclosure agreements?

Hope won’t require a former, current, or prospective Oregon employee to enter into any agreement if the purpose or effect of the agreement prevents the employee from disclosing or discussing conduct constituting discrimination, harassment, or sexual assault.

An employee claiming to be aggrieved by discrimination, harassment, or sexual assault may, however, voluntarily request to enter into a settlement, separation, or severance agreement that contains a non-disclosure, non-disparagement, or no-rehire provision and will have at least 7 days to revoke that agreement. Hope won’t offer a settlement on the condition of a request for these terms.

A "non-disclosure agreement" is an agreement where someone agrees not to discuss or disclose information regarding any complaint of work-related harassment, discrimination, or sexual assault, including the amount or terms of a settlement. A "non-disparagement agreement" is an agreement where someone agree not to discredit or make negative or disparaging written or verbal statements about Hope. A "no-rehire provision" is an agreement that prohibits an employee from seeking reemployment with Hope and allows Hope to not rehire that person in the future.

Oregon Unpaid Family and Medical Leave

This policy applies only when Hope has 25 or more employees in Oregon for each working day during 20 or more weeks in the current or prior calendar year.

Hope provides family and medical leave that complies with the Oregon Family Leave Act (OFLA).

Who can take this leave?

Oregon employees can take OFLA leave if they have been employed by the College for at least 180 days and have worked an average of at least 25 hours per week during the 180 days immediately before the leave. The weekly work requirement doesn't apply for leave to care for a new child, a newly adopted or foster child under 18, or an adopted or foster child over 18 if the child can't care for themselves because of a mental or physical disability. During a public health emergency, employees are eligible if they've worked for at least 30 days prior to the leave and an average of at least 25 hours per week during those 30 days.

If an employee separates from the College but then returns to work within 180 days, they can take this leave immediately if they were eligible for the leave at the time of separation. An employee who returns within 180 days but wasn't eligible for leave at the time of separation will receive credit for the time they previously worked for the College.

How much leave do employees get?

Employees can take up to 12 weeks of unpaid leave per year. Employees are eligible for an additional 12 weeks of unpaid leave per year if they are disabled by pregnancy or childbirth. Employees can also take up to 2 weeks of unpaid bereavement leave for each family member who dies, up to a maximum of 4 weeks per year, which will be counted toward the total 12 weeks of family leave that the employee may take under this policy.

What can the leave be used for?

Employees can take this leave for the following reasons:

• To care for a child who suffers from an illness, injury, or condition that requires home care; or
• To care for a child of the employee whose school or childcare provider has been closed in conjunction with a declared public health emergency;
• For the employee’s own illness, injury, or condition related to pregnancy or childbirth that disables the employee such that they can't perform their job.
• To take bereavement leave to make arrangements necessitated by the death of a family member, to attend funeral or memorial services of the family member, and to grieve the death of the family member. Leave used for these reasons must be taken within 60 days of receiving notification of a family member’s death.

What are important definitions?

Family member means a spouse or domestic partner; child or their spouse or domestic partner; parent or their spouse or domestic partner; sibling or stepsibling or their spouse or domestic partner; grandparent or their spouse or domestic partner; grandchild or their spouse or domestic partner; or any person related by blood or affinity whose close relationship with the employee is the equivalent of a family relationship.

How does this relate to other types of leave?

Employees may substitute any available paid leave for unpaid OFLA leave, except for paid family and medical leave. Leave taken under this policy won’t run at the same time as leave taken under the Oregon Paid Family and Medical Leave Insurance policy, but will run at the same time as FMLA leave if the leave qualifies under both OFLA and FMLA.

What is the smallest amount of leave employees can use?

Employees can take this leave in the same increments as other leave. OFLA leave may be taken on an intermittent basis.

When do employees need to provide notice?

Employees must provide notice of at least 30 days before taking OFLA leave, unless prevented by medical emergency, an unexpected illness that requires home care, a family member dies, or if the leave is for a pregnancy-related disability. If the employee can’t provide 30 days’ notice, they must give notice to Hope within 24 hours of their leave. Employees may designate a personal representative to give notice on their behalf, if necessary. If OFLA leave is due to a planned medical treatment, employees must make a reasonable effort to schedule treatment to minimize disruption to the College’s operations.

Do employees need to show documentation for this leave?

Hope may require an explanation of the need for OFLA leave and may require verification of the need for OFLA leave if permitted by law.

If an employee takes leave to care for a sick child, the College will only require verification after the employee is absent for 3 days.

If an employee takes this leave for a pregnancy-related disability, the College won’t require a healthcare provider's verification.

If an employee takes this leave to care for a child during a public health emergency, the College won’t require a healthcare provider's verification, but may request (a) the name of the child requiring home care, (b) the name of the school or child care provider that's closed, (c) a statement from the employee that no other family member can care for the child, and (d) a statement from the employee that special circumstances exist that require the employee to provide care for a child that is over 14.

What other information do employees need to know?

Employees may keep any group health insurance during OFLA leave on the same terms as if they had continued to work. Employees must continue to pay their portion of the insurance premium. If the employee does not return to work from OFLA leave, Hope may deduct amounts paid for their health insurance coverage, unless the employee can’t return to work for reasons beyond their control.

Upon return from OFLA leave, employees will be restored to their prior position. If the position no longer exists, employees will be restored to an available, equivalent position with equivalent employment benefits, pay, and other terms and conditions. If an equivalent position isn’t available at the old job site, the employee may be offered an equivalent position at a job site located within 50 miles of the old job site, if a position like that exists.

Hope won’t discriminate against employees or applicants for requesting or taking OFLA leave. Hope will also not interfere with an employee’s exercise of any rights provided by the OFLA.

Oregon Paid Family and Medical Leave Insurance

Hope provides leave that complies with Paid Leave Oregon, which is a state-run insurance program that may provide employees with partial wage reimbursement in certain circumstances.

Who can take this leave?

Oregon employees who have earned at least $1,000 in the previous year and made sufficient contributions to the Oregon Paid Leave fund may be eligible for paid leave under the state-run Paid Leave Oregon insurance program.

How much leave do employees get?

Employees can take up to 12 weeks of leave per year. Employees can take an additional 2 weeks of leave for pregnancy-related medical leave.

What can the leave be used for?

Employees can take this leave for the following reasons:

• To care for a family member with a serious illness or injury;
• To bond with a new child after birth, adoption, or foster care placement;
• To go through the legal process required for placement of a foster child or the adoption of a child;
• Medical leave during an employee's own serious health condition; and
• Safe leave for survivors of sexual assault, domestic violence, harassment, or stalking, which can be used to seek law enforcement help, medical treatment, counseling, or relocation

What are important definitions?

Family member has the same definition as in the Oregon Unpaid Family and Medical Leave policy.

Serious health condition means:

• an illness, injury, impairment, or physical or mental condition requiring inpatient care in a hospital, hospice, or residential medical care facility;
• an illness, disease, or condition that in the medical opinion of the healthcare provider poses an imminent danger of death, is terminal with a reasonable possibility of death in the near future, or requires constant care;
• disability because of pregnancy or a period of absence for prenatal care; or
• a period of absence to donate a body part, organ, or tissue (including diagnostic appointments, surgery, post-operation treatment, and recover).

How does this relate to other types of leave?

If the reason an employee uses this leave also qualifies for leave under the federal Family Medical Leave Act policy, then those leaves run at the same time. Leave under the Oregon Unpaid Family and Medical Leave policy is separate from leave under this policy. Employees may choose to use any other available paid leave to supplement partial wage replacement under this policy, up to 100% of their normal wage.

Employees aren’t eligible for paid family and medical leave benefits while they're receiving workers' compensation or unemployment insurance benefits.

What is the smallest amount of leave employees can use?

Employees can take leave and claim benefits in increments of 1 workday or 1 work week. Employees can take this leave all at once or intermittently.

When do employees need to provide notice?

Employees taking this leave for safe leave purposes must provide reasonable advance notice, unless that's not feasible. Employees taking this leave for other reasons must provide at least 30 days' notice before taking leave under this policy if the leave is foreseeable. If leave must be taken unexpectedly, employees must provide verbal notice within 24 hours of starting their leave and provide written notice within 3 days after the start of their leave. Employees who fail to provide the required notice may have their first weekly benefit amount reduced.

The College may require employees to provide in writing the type of leave they are requesting, an explanation of why leave is needed, when the employee will take leave, and an estimate of how long it will last.

Even if the employee will take leave intermittently, they only need to provide notice once.

How do employees apply for paid family leave benefits?

Employees can apply for leave with Paid Leave Oregon online at or by contacting Paid Leave Oregon at 833-854-0166.

What other information do employees need to know?

If an employee has worked for Hope for at least 90 days, then the employee is entitled to their same or equivalent position when they return from leave. If there's no equivalent position available at the workplace, the College will offer the employee an equivalent position at a workplace within 50 miles of the employee's original workplace, if a position like that exists.

The College will maintain the employee’s coverage under any applicable group health plan, at the same level and under the same conditions as before the leave. Employees must continue to pay the employee portion of the insurance premium.