Karen O'Connor

Karen O'Connor

Karen O’Connor is a partner in the firm’s Labor & Employment group whose practice includes counseling and litigation on complex employment issues including leave laws, workplace harassment and discrimination, discipline and documentation, and drug and alcohol issues. She represents clients before Oregon and Washington state and federal courts and in administrative proceedings. Karen co-teaches in the human resources program at Portland State University and is a frequent speaker in the community.

Subscribe to all posts by Karen O'Connor

Oregon Amends Sick Leave Law: 5 Key Clarifications

By Melissa Healy and Karen O'Connor on Posted in Oregon, Uncategorized, Updates
Oregon recently passed amendments to its statewide sick time law, clearing up several areas of uncertainty for employers.  The amendments clarify that: Employers may cap employees’ annual accrual of sick leave at 40 hours. The pre-amendment version of the sick leave law stated that employees had the right to “earn and use up to 40 … Continue Reading

Another Setback for Student Athletes … or Is It?

By Dexter Pearce and Karen O'Connor on Posted in Cases, FLSA
On December 5, 2016, Berger v. National Collegiate Athletic Association brought a major setback for those advocating that “student athletes” deserve to be compensated for their contributions to the multi-billion-dollar industry of college sports. The plaintiffs were two former “student athletes” at the University of Pennsylvania (“Penn”) who participated on the women’s track and field team.  … Continue Reading

Breaking News: DOL Salary Rule Blocked By Federal Judge

By Ryan Kunkel, Brenda Baumgart and Karen O'Connor on Posted in Alaska, Arizona, California, Colorado, FLSA, Idaho, Labor, Minnesota, Oregon, Practical Tips, Updates, Utah, Washington
The Department of Labor’s controversial rule that required “white collar” employees to be paid at least $47,476 per year in order to be exempt from the Fair Labor Standards Act will NOT go into effect on December 1, 2016 as planned (we wrote about the rule here).  A Texas federal judge on Tuesday agreed with 21 … Continue Reading

OSHA Promotes Workplace Safety by . . . Limiting Drug and Alcohol Testing?

By Ryan Kunkel, Karen O'Connor and Ryan Gibson on Posted in OSHA
Employers that promote workplace safety by ensuring workers are not under the influence of drugs or alcohol after they suffer a workplace injury will soon face greater scrutiny from the Occupational Safety and Health Administration (“OSHA”).  A new OSHA rule that goes into effect August 10, 2016 casts serious doubt on whether employers can lawfully … Continue Reading

DOL Imposes New Exempt Salary Requirement on Employers

By Ryan Kunkel, Karen O'Connor, Keelin Curran and Ed Reeves on Posted in Labor
We knew it was coming, and – while business groups fought hard against it – the much-anticipated Department of Labor Final Rule regarding “white collar” exemptions from minimum wage and overtime requirements is now a reality. The rule, announced by the White House on Twitter last evening, imposes a major increase in the salary threshold … Continue Reading

The Ninth Circuit Joins Its Sister Circuits in Ruling That an Employee Who Threatens Co-Workers with Violence Is Not “Qualified” Under the ADA

By Brenda Baumgart, Karen O'Connor and John Dudrey on Posted in ADA, Cases, Oregon, Updates
The Ninth Circuit released a precedent-setting Americans with Disabilities Act (“ADA”) decision yesterday, and it’s a big win for employers.  The Court held that an employee who makes “serious and credible threats of violence toward his co-workers” is not a “qualified individual with a disability” and therefore cannot state a claim under the ADA or … Continue Reading

Legal Update: Transgender Employees Protected Under Title VII

By Karen O'Connor on Posted in EEOC, News, Title VII
On Friday, April 20, 2012, the EEOC issued a landmark ruling that intentional discrimination against a transgender individual is discrimination “based on … sex” and thus violates Title VII. Prior to this ruling, the EEOC generally declined to pursue discrimination claims that arose from transgender status or gender identity issues. What does this mean for … Continue Reading
LexBlog