Melissa Healy

Melissa Healy

Melissa Healy, a litigation associate in the firm’s Labor & Employment group, focuses on providing advice in employment law matters, representing management in employment litigation, and providing traditional labor support to employers. She has been listed as a “Rising Star” for Employment & Labor by Oregon Super Lawyers since 2013.

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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

Breaking News: Oregon Legislature Passes Employee Scheduling Bill

By Melissa Healy and Brenda Baumgart on Posted in Labor, Oregon, wage and hour
Oregon is poised to become the first state to enact a “secure scheduling” or “fair work week” law that will impose significant new employee scheduling requirements on certain categories of large employers.  Senate Bill 828, which will set new scheduling standards for employers with 500 or more employees worldwide in the retail, hospitality, or food … Continue Reading

BOLI Releases New Draft Oregon Sick Time Rules

By Melissa Healy and Carolyn Walker on Posted in BOLI, Gov't Agencies, Oregon
The Oregon Bureau of Labor and Industries (“BOLI”) recently issued new draft rules interpreting and explaining Oregon’s sick time law.  The draft rules, which are currently open for public comment, are available here and summarized below. In some respects, the draft rules merely reiterate concepts that are already addressed in the statute itself but were not … Continue Reading

Court Rules That Telecommuting May Be a Reasonable Accommodation Under the ADA

By Melissa Healy on Posted in ADA, FMLA
The Sixth Circuit recently held in EEOC v. Ford Motor Co. that regular attendance may not mean physical presence in the workplace, and that telecommuting may be a reasonable accommodation for some employees with disabilities under the Americans with Disabilities Act ("ADA").  This case provides yet another cautionary tale for employers wrestling with complex ADA accommodation issues. Irritable Bowel Syndrome … Continue Reading

Eugene, Oregon Poised to Be Next City To Put Itself On Paid Employee Sick Leave Map

By Melissa Healy on Posted in Oregon
Not to be outdone by its neighbors to the north–Portland and Seattle–Eugene, Oregon appears poised to become the next jurisdiction to pass an ordinance requiring employers to provide employees working within city limits with paid sick leave. A coalition of pro-sick leave advocacy groups, including Portland-based Family Forward, first brought the topic before the council in February. A majority of council … Continue Reading

Part 2 of 2: Supreme Court Rules That “Supervisors” Under Title VII Must Have Power to Take Tangible Employment Actions

By Melissa Healy on Posted in Title VII
On Monday, we blogged about the first of two recent U.S. Supreme Court decisions interpreting Title VII of the Civil Rights Act of 1964 (“Title VII”), University of Texas Southwestern Medical Center v. Nassar.  Today, we’ll discuss the second decision, Vance v. Ball State University, which addressed who is a “supervisor” for vicarious liability purposes … Continue Reading

Portland City Council Approves Sick Leave Ordinance

By Melissa Healy on Posted in Oregon
We previously advised you that the Portland City Council was considering an ordinance that would require Portland employers to provide sick leave to employees. The Council voted unanimously to approve the ordinance on Wednesday, meaning that Portland will now join a handful of jurisdictions (including Connecticut, San Francisco, Seattle, and Washington, D.C.) that require employers to … Continue Reading

As the Election Nears, Employers Should be Cautious of Politics in the Workplace

By Melissa Healy on Posted in Practical Tips
From the Presidential debates to lawn signs, and TV ads to the Voters’ Pamphlet in your mailbox, there’s no denying that election season is in full swing. For employers, the home stretch to November 6 means not only around-the-clock coverage, but the potential for spirited debates—and resulting employee discord—in the workplace. Although with limited exception political activity … Continue Reading
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