Preemployment Screening and Testing: Oregon

Federal law and guidance on this subject should be reviewed together with this section.

Author: Paula Barran, Barran Liebman LLP

Summary

• Oregon law restricts the acquisition and use of credit history in making employment decisions with limited exceptions. See Credit Checks.
• Oregon does not prohibit employers from considering criminal records (except expunged juvenile records) but the state does impose certain notice requirements. See Arrest and Conviction Records.
• State law restricts when employers can make criminal history inquiries during the hiring process. See Ban the Box.
• Where employees serve vulnerable populations, Oregon requires certain background checks. See Mandatory Background Checks.
• Preemployment drug testing is permissible, provided that certain procedures are followed. See Drug and Alcohol Testing Programs.
• The state has a medical marijuana program, but employers are not required to adjust their policies to accommodate users of the program. See Medical Marijuana.
• Oregon restricts the availability and regulates the timing of medical testing, and places limitations on breathalyzer, polygraph, psychological stress and genetic tests. See Testing Restrictions.
• The state imposes confidentiality requirements on tests for AIDS or HIV infection. See HIV/AIDS Testing.
• Portland has requirements pertaining to preemployment screening and testing. See Local Requirements.