Articles Posted in Employment

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AdobeStock_603906166-300x200Under the Oregon Workforce Fairness Act (OWFA), employers are generally prohibited from entering into agreements with employees that include either a confidentiality provision or a non-disparagement provision. The law aims to empower employees to speak out about discrimination and sexual assault, which the legislature has recognized as being in the public interest. Therefore, employers should avoid including these prohibited provisions in their agreements. Contact the Portland office of Structure Law Group, LLP, for help with understanding your obligations under the law. An Oregon employment law attorney can discuss any potential lawsuits, and our firm can provide confidential advice, and draft settlement or other agreements for use with employees.

Broad Prohibition on These Restrictions

The law does not ban all confidentiality or non-disparagement agreements. Instead, it limits these agreements when they relate to discrimination or sexual assault. A confidentiality agreement cannot stop an employee from discussing or revealing any conduct that counts as discrimination, including sexual assault, whether it happens between employees or between an employee and employer.

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AdobeStock_205238296-300x200Seven laws took effect in California this year that will affect the construction industry. Contractors must stay updated on these changes and create procedures to ensure compliance. The state of California is increasing its oversight of the construction sector, giving the Attorney General the authority to file enforcement actions and requiring the industry to notify consumers of their right to cancel a contract by email. Any violation of these regulations could jeopardize your license.

Below, our Los Angeles construction attorneys review the most significant changes.

Attorney General Enforcement of Contractors State Licensing Board Penalties

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AdobeStock_131787760-300x200Employers who are sued by an employee might end up either defending themselves in an administrative action before the Bureau of Labor & Industries (BOLI) or in Oregon circuit courts. The objective is the same: you’ll want to present the facts in the light most favorable to the employer.

However, defending a case before BOLI differs in important ways from litigating in Oregon courts. To discuss your situation with an Oregon business litigation attorney, contact Structure Law Group, LLP. We work to protect our clients’ reputations and enforce their rights in any forum.

What Is BOLI?

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AdobeStock_1652727680-300x169The Oregon Family Leave Act (OFLA) grants eligible employees job-protected leave for specific family, medical, and safe-leave reasons. For employers, understanding these rules is an essential part of maintaining compliant and consistent workplace practices. While penalties can arise from misapplying the law, most issues are preventable with clear policies and timely guidance.

If you have questions about your obligations or how OFLA applies to particular situations, the Oregon employment attorneys at Structure Law Group can help. This article provides a general overview, and we welcome the opportunity to discuss your company’s specific needs.

Is Your Company Covered?

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AdobeStock_1405973400-300x162The Texas legislature has enacted several important laws in the summer and fall of 2025 that will go into effect in 2026.

Texas business owners and HR professionals are advised to stay up to date on these new regulations, as they may directly impact your company’s compliance responsibilities. For guidance on how these changes affect your organization, contact Structure Law Group. An Austin employment law attorney can answer your specific questions and help ensure your business remains in full compliance.

Texas HB 149 Regulates Artificial Intelligence

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AdobeStock_551171063-300x200The Oregon Legislature has enacted several new labor and employment laws taking effect in 2026. Employers should stay alert to ensure ongoing compliance with these changes. Below is an overview of some of the most significant new employment laws and how they may impact businesses. Because these laws can create potential liability for employers, Structure Law Group’s Portland, Oregon employment lawyers are available to advise businesses, answer questions, and provide guidance if your company wants to stay compliant or is facing employment-related disputes or litigation.

Wage Transparency Law: SB 906

In May, Oregon enacted SB 906, a payroll transparency law that takes effect on January 1, 2026. Under this law, employers must provide new hires with clear, written information explaining how compensation is calculated, what deductions may apply, and how to interpret their paystubs.

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AdobeStock_1779620824-300x164California employers will see several important changes to state employment laws beginning in 2026. Recent legislative updates affect a wide range of workplace issues, including paid leave, wage protections, and the terms permitted in employment agreements. Understanding these developments early allows businesses to plan ahead and update their policies with minimal disruption.

Below is an overview prepared by Structure Law Group’s California employment law attorneys in our Los Angeles and Silicon Valley offices.

Paid Leave for Crime Victims (California AB 406)

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AdobeStock_1547167357-300x169Every Texas-based business must have an employee handbook, from startups hiring their first employee to established firms reviewing current policies. Enlisting the help of a seasoned Texas employment attorney is key in creating or revising an effective handbook that keeps companies in compliance and avoids litigation. The Structure Law Group offers extensive legal expertise, catering to technology companies and other innovative businesses in Texas.

What Is an Employee Handbook?

In brief, an employee handbook is a collection of policies and procedures that an employer gives employees. The specific contents of an employee handbook will vary from employer to employer. But the basic idea is that an employee should be able to review their employee handbook and understand what you, as the employer, expect from them in the performance of their jobs.

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AdobeStock_713868788-300x158It’s often said that employees are a company’s most valuable asset. Your Texas company likely has several key employees essential to running your operations. So management understandably wants to protect itself if one leaves for another job.

Historically, in Texas and elsewhere, companies have used non-compete agreements to temporarily restrict a key employee’s ability to compete directly against them. The law surrounding non-competes is quite complicated, so it is essential to seek qualified legal advice. The Texas employment attorneys at Structure Law Group can assist you in drafting, reviewing, and enforcing non-compete agreements to ensure that they meet all state law requirements.

Three Requirements in Texas

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AdobeStock_914410371-300x200Most Bay Area businesses aim to embrace diversity and inclusion as integral parts of their core values. However, these objectives are often not well-defined. For instance, a company might be committed to diverse hiring in terms of gender and ethnicity, but they may still face challenges in fostering inclusion. Additionally, many managers find it challenging to measure and communicate the precise benefits of diversity and inclusion to their superiors or board.

At Structure Law Group, we believe that diversity and inclusion are not just marketing buzzwords. Rather, they are goals that many businesses must meet for professional and legal reasons. The Silicon Valley employment attorneys at Structure Law Group can advise you on this and other issues related to the recruitment and management of employees.

How Diversity Can Drive Your Business to Greater Success

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