Oregon § 243.321 Written policies and procedures regarding investigation of report of workplace harassment; requirements

Oregon Statutes

§ 243.321 — Written policies and procedures regarding investigation of report of workplace harassment; requirements

Oregon § 243.321

Vol.6

Title 22Public Officers and Employees

Ch. 243Public Employee Rights and Benefits

This text of Oregon § 243.321 (Written policies and procedures regarding investigation of report of workplace harassment; requirements) is published on Counsel Stack Legal Research, covering Oregon primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook

Or. Rev. Stat. § 243.321 (2026).

Text

A public employer shall develop written policies and procedures for the prompt investigation of a report of workplace harassment. The policies and procedures must:

(1)Provide instruction for maintaining records of workplace harassment.

(2)Establish a process for a victim of workplace harassment to file a complaint, provided that the process allows a victim to file the complaint within four years from the date on which the alleged harassment occurred or within the applicable time limitation on the commencement of an action under ORS 659A.875, whichever is greater.

(3)Identify the individual designated by the employer who is responsible for receiving reports of prohibited conduct, including an individual designated as an alternate to receive such reports.

(4)Subject to subsection (5) of

Free access — add to your briefcase to read the full text and ask questions with AI

A public employer shall develop written policies and procedures for the prompt investigation of a report of workplace harassment. The policies and procedures must:
(1) Provide instruction for maintaining records of workplace harassment.
(2) Establish a process for a victim of workplace harassment to file a complaint, provided that the process allows a victim to file the complaint within four years from the date on which the alleged harassment occurred or within the applicable time limitation on the commencement of an action under ORS 659A.875, whichever is greater.
(3) Identify the individual designated by the employer who is responsible for receiving reports of prohibited conduct, including an individual designated as an alternate to receive such reports.
(4) Subject to subsection (5) of this section, require the employer to follow up with the victim of the alleged harassment once every three months for the calendar year following the date on which the employer received a report of harassment, to determine whether the alleged harassment has stopped or if the victim has experienced retaliation.
(5) Inform the victim that the employer will follow up in the manner described in subsection (4) of this section until and unless the victim objects to such action in writing.