(a) That occurred between employees or between an employer and an employee in the workplace or at a work-related event that is off the employment premises and coordinated by or through the employer; or
(b) That occurred between an employer and an employee off the employment premises.
(2) A public employer may enter into a settlement, separation or severance agreement that includes one or more of the following provisions only when an employee claiming to be aggrieved by workplace harassment described under subsection (1) of this section requests to enter into the agreement:
(a) A provision described in subsection (1) of this section;
(b) A provision that prevents the disclosure of factual information relating to the claim of discrimination or conduct that constitutes sexual assault; or
(c) A no-rehire provision that prohibits the employee from seeking reemployment with the employer as a term or condition of the agreement.
(3)(a) An agreement entered into under subsection (2) of this section must provide that the employee has at least seven days after executing the agreement to revoke the agreement.
(b) The agreement may not become effective until after the revocation period has expired.
(4) If an employer makes a good faith determination that an employee has engaged in workplace harassment described under subsection (1) of this section, the employer may enter into a settlement, separation or severance agreement that includes one or more of the following provisions:
(a) A provision described in subsection (1) of this section;
(b) A provision that prevents the disclosure of factual information that relates to the workplace harassment; or
(c) A no-rehire provision that prohibits the employee from seeking reemployment with the employer as a term or condition of the agreement.
(5) An employee may file a complaint under ORS 659A.820 for violations of this section and may bring a civil action under ORS 659A.885 and recover relief as provided by ORS 659A.885 (1) to (3).
(6) This section does not apply to an employee who is tasked by law to receive confidential or privileged reports of discrimination, sexual assault or harassment. [2019 c.463 §4]
Note: See note under 243.317.