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Oregon employers must provide employees with leave for jury duty in accordance with these state rules.
In Oregon, it is unlawful for an employer discharge, threaten to discharge, intimidate or coerce any employee because of the employee's service or scheduled service as a juror on a grand jury, trial jury or jury of inquest.
Effective January 1, 2012, an employer may not require that an employee use vacation, sick or annual leave for time spent by the employee in responding to a summons for jury duty, and the employer must allow the employee to take leave without pay for time spent in responding to a summons for jury duty.
Effective January 1, 2012, employers with ten or more employees cannot stop providing health, disability, life or other insurance coverage for an employee during times the employee serves or is scheduled to serve on a jury.
While the law does not require that jury duty leave be paid leave, an employer may have a policy or agreement with its employees concerning the continuation of wages during the period of jury duty service.