Workplace Harassment Prevention Foundations

Oregon's module is deliberately honest: it supports written policy rollout and report-receiver training. It does not claim Oregon has a broad annual harassment-training mandate for every employer.

ORS 659A.375 requires a written policy with procedures and practices for reducing and preventing discrimination and sexual assault. The course teaches the policy as a usable document, not a file that sits unseen after onboarding.

The policy must include a reporting process, the designated person who receives reports, an alternate receiver, limitations-period information, nondisclosure/nondisparagement limits, employee-requested agreement safeguards, and documentation guidance.

Employees learn how to report prohibited conduct and why the alternate receiver matters when the immediate supervisor is involved or unsafe. Report receivers learn to provide the policy when a disclosure is made.

The policy must be made available in the workplace, provided at hire, provided before certain agreements, and provided by a designated receiver when an employee discloses prohibited discrimination or harassment.

BOLI resources are introduced as worker and employer guidance. Learners are told that they may use internal grievance procedures or file with BOLI, and that retaliation for good-faith complaints is illegal.

ORS 659A.370 limits employer-required agreements that prevent employees from discussing covered unlawful conduct. The course explains nondisclosure, nondisparagement, settlement-fact confidentiality, and no-rehire provisions in plain language.

Employee-requested provisions are treated differently, but they must not be coerced or made a condition of settlement. Learners see the 7-day revocation concept and why policy delivery before agreements matters.

ORS 659A.875 creates a 5-year limitations-period awareness point for specified claims. The course teaches this as a reason to preserve facts and follow policy, not as legal advice about any individual claim.

Documentation is taught as a shared habit. Employees and employers record dates, conduct, witnesses, records, policy contacts, actions taken, and retaliation concerns while limiting access to those who need the information.

The original handoff referenced ORS 659A.290. The course flags it as adjacent victim safety-accommodation law: reasonable safety accommodations, certification, and confidential records for victims of domestic violence, harassment, sexual assault, bias, or stalking.

The completion statement avoids saying ORS 659A.290 is the central Workplace Fairness Act training mandate. The owner must approve any public claim that uses this citation.