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Interviewing and Selecting Job Candidates: Oregon

Interviewing and Selecting Job Candidates requirements for other states

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

Author: Joy Ellis, Garvey Schubert Barer


  • The Oregon Fair Employment Practices Act goes well beyond federal law in terms of the categories it protects. See Oregon Antidiscrimination Law.
  • Oregon's protections for job applicants and employees based on their age are not limited to individuals 40 and over. See Oregon Antidiscrimination Law.
  • There are unique provisions involving how employers can use arrest and conviction records and credit checks as part of the selection process. See Preemployment Inquiries.
  • Oregon prohibits criminal history questions on job applications subject to very limited exceptions. See Ban the Box.
  • Private employers are restricted in seeking salary history information from prospective employees. See Salary History.
  • An Oregon law bans discrimination against the unemployed in job advertisements. See Discrimination Against Unemployed Applicants.
  • Oregon protects job applicants and employees from being compelled to share access to their personal social media accounts. See Social Media Privacy Law.
  • Portland has requirements pertaining to preemployment screening and testing. See Local Requirements.