beyond the legal opinion
People are at the core of any business. Jordan Ramis PC works proactively with employers, equipping them with the tools, policies, and compliance strategies to protect their interests. We efficiently and effectively guide clients through the full range of employment issues, whether public employers, small companies, or large corporations. Our labor and employment team represents clients from a variety of industries, including agriculture, construction, restaurants, resorts, and municipalities.
We advise our clients on local, state, and federal employment laws and regulations to help them avoid disputes. If litigation is unavoidable, we leverage our decades of employment litigation experience to guide the matter to successful resolution.
Our team understands the big picture, anticipates issues, and helps our clients make decisions that are critical to their business. Our approach enables us to evaluate risks and present options to execute on the optimal solution for each client.
In addition, our services include executive compensation, deferred compensation, benefits planning, and ERISA advice.
Comprehensive Advice for Employers
We help manage the full employment lifecycle, from recruiting, hiring, and attendance management, to discipline, performance coaching, layoffs, and discharge. We document essential protections through employment contracts, including non-competition, non-solicitation, confidentiality, and severance and separation agreements.
Policies, Compliance Strategies, and Trainings
We counsel our clients on establishing policies and procedures that comply with ever-changing employment regulations and on responding to issues that arise.
Mediation, Arbitration, and Litigation
The implications of employment claims and disputes can be detrimental to a business. We are brought in early to prevent and resolve disputes between business entities, between employers and employees, and with government agencies related to the employment relationship, including, but not limited to Title VII, Americans with Disabilities Act, and Family and Medical Leave Act, as well as their equivalent state laws. We appreciate the time and expense disputes can have on our clients and their bottom line, and tailor the desired approach accordingly. We also understand the implications to critical relationships, goodwill, and reputations, and strategize to reduce or avoid claims, conduct necessary investigations, and deliver the strongest defense before a court, arbitrator, or administrative agency.
We have authored an overview of frequently asked questions about Employment Law for your benefit.
June 6, 2024
Employers are faced with two significant law changes effective July 1, 2024. Are you ready? First, Oregon Senate Bill 1515, signed into law March 20, 2024, revised the Oregon Family Leave Act (OFLA) to clarify the interplay between OFLA and…
March 1, 2024
REPRINTED WITH PERMISSION FROM THE OREGON ASSOCIATION OF NUSERIES. FIRST PUBLISHED IN FEBRUARY-MARCH ISSUE OF DIGGER On January 10, 2024, the U.S. Department of Labor (Labor Department) published new guidance for determining whether a worker is an employee or an…
October 28, 2022
As most Oregon employers are aware, the long-awaited paid family and medical leave program begins January 1, 2023. Enactment of the paid leave program, now called Paid Leave Oregon, was delayed over the past few years due to the COVID-19 pandemic. However, the program is now set to begin with employers and employees paying into the program beginning January 1, 2023, and employees becoming eligible to apply for benefits September 3, 2023.
September 6, 2022
The June 2021 Pacific Northwest heat wave resulted in hundreds of deaths across Oregon and Washington, including several in workplaces. While Oregon OSHA had already begun rulemaking to address workplace heat illness, the extreme temperatures obviously gave those activities added urgency.
June 29, 2022
In an article published on June 24, 2022 in Vancouver Business Journal, Peter Hicks breaks down Washington State’s new Silenced No More Act.
November 23, 2021
In the event that a contractor employs unvaccinated individuals, it is important to know the parameters of the vaccine mandates.
January 15, 2016
An individual may be an employee for federal purposes and an independent contractor for state purposes or vice versa. This result substantially complicates the reporting requirements for the employee/independent contractor’s earnings.
January 15, 2015
Businesses face significant challenges managing employees and complying with employment laws, which are fact-specific and often challenge common sense. The following illustrate some of the top human resource issues.
January 15, 2014
Companies can enhance their rights and protections against unfair competition by identifying the company’s confidential and proprietary information, implementing safeguards, and entering into appropriate employment contracts.
January 15, 2014
By developing a 457(f) plan and granting these benefits, the public employer has an additional tool to retain key personnel. The employee, on the other hand, receives benefits which reward loyalty to the employer, and recognize his or her leadership and management skill.
January 15, 2013
An employer should periodically review, or “audit,” its I-9 forms to insure compliance with the law. In doing so, an employer may avoid future potential liability if it is ever audited by the DHS or DOL.
February 22, 2021
The following is a review of the agreements or “restrictive covenants” potentially available to employers to most effectively protect their substantial business investments and resources.
June 1, 2007
Spring 2007 Recent media reports have described an increase in enforcement activities of the U.S. Immigration and Customs Enforcement (“ICE”) (formerly known as the Immigration and Naturalization Service). Recently, ICE has increased staffing levels in its Oregon offices (Medford, Eugene,…
