- Criminal DefenseInsubordination. Because the employer’s policy did not define what “reasonable suspicion” is, the Court applied the “reasonable suspicion” definition commonly applied in criminal law.
- Sex CrimesA new OREGON law will require ALL EMPLOYERS to adopt a written policy containing procedures and practices which reduce and prevent discrimination, including sexual assault. Read More
- Theft
- Drug CrimesEffective July 1, 2015, Oregon legalized the limited use, possession, growing, and gifting of recreational marijuana in non-public places, e.g., at home. However, Oregon law (ORS 659A.127) still allows employers to require employees to be free from illegal drug possession, use, and/or influence at the workplace.
- Assault
- Identity TheftNotice must include, at a minimum: description of the security breach, the date of the breach, the type of personal information that was subject to the breach, consumer’s contact information, contact information for national consumer reporting agencies if applicable, and advice to the consumer to report suspected identity theft to law enforcement including the Attorney General and the Federal Trade Commission.**
- Restraining OrderGordon L. Osaka, P.C., has more than 40 years of experience “threading the needle” of employee expectations. We know how to craft agreements that employees can understand, underscoring the importance of this agreement to the employer, and the consequences of breaking the agreement. Most agreements state the intention to seek ex parte injunctive relief (a restraining order) in the event of a violation.
- Business DisputesOur law firm also represents employers involved in contract disputes, including those stemming from a breach of contract or a breach of a covenant not to compete. No matter the situation, we will serve as the employer’s dedicated legal advocate, aggressively pursuing positive results either in negotiation or in the courtroom.
- Trade Secrets
- Wrongful TerminationEnsure that you apply your drug and alcohol policy in a fair and consistent manner to avoid any charges of discrimination, retaliation or wrongful termination.
- Employment ContractA thorough and mutually satisfactory employment contract can mean the difference between a positive employer-employee relationship and one set up for legal disputes.
- Employment LitigationWe understand the importance of resolving employment disputes effectively and as quickly as possible. As we work to reach a positive resolution, we are always accessible and provide regular updates about the progress of every case. Attorneys Gordon Osaka deliver personal attention in a punctual manner at a fair price. As legal counselors to employers, our goal is to provide a superior product, in a timely manner and at an affordable price.
- Non-compete AgreementNoncompete agreements take many forms, including covenants not to compete, not to solicit customers and not to solicit employees.
- Severance AgreementExplain to an aggrieved employee that s/he may voluntarily enter into a settlement, separation, severance agreement which prohibits disclosure of factual information relating to a claim of discrimination or sexual assault or a no rehire provision AND gives said requesting employee at least 7 days to revoke said request
- Sexual HarassmentCompany employers and management face numerous challenges. Employment law constantly change. Hiring. Drug and Alcohol Screens. Wage and Overtime claims. Defending accusations of discrimination, sexual harassment, whistleblowing, Class Action Wage claims. Employee Discipline. Termination. Protecting Company Employer’s Trade Secret. Protecting Company Employer’s valued Customers. Gordon L. Osaka can help.
- Disability DiscriminationTitle I of the Americans with Disabilities Act (ADA) and its Oregon counterpart (ORS 659A.001 et. seq.) prohibit employment practices that discriminate on the basis of disability. Disability discrimination may include the disabled employee’s use of a “service animal” at work.