Oregon Workplace Accommodations Poster Mandatory

Workplace Accommodations Notice
Click or tap here to enter text. is an equal opportunity employer and does not discriminate

on the basis of race, religion, color, sex, age, national origin, disability, veteran status,
sexual orientation, gender identity, gender expression or any other classification
protected by law.
Click or tap here to enter text. will make reasonable accommodations for known physical or

mental disabilities of an applicant or employee as well as known limitations related to
pregnancy, childbirth or a related medical condition, such as lactation, unless the
accommodation would cause an undue hardship. Among other possibilities,
reasonable accommodations could include:
 Acquisition or modification of equipment or devices;
 More frequent or longer break periods or periodic rest;
 Assistance with manual labor
 A reasonable period of leave; or
 Modification of work schedules or job assignments.

Employees and job applicants have a right to be free
from unlawful discrimination and retaliation.
This includes discrimination because of pregnancy, childbirth and related medical
conditions. For this reason, Click or tap here to enter text. will not:
 Deny employment opportunities on the basis of a need for reasonable
accommodation.
 Deny reasonable accommodation for known limitations, unless the
accommodation would cause an undue hardship.
 Take an adverse employment action, discriminate or retaliate because the
applicant or employee has inquired about, requested or used a reasonable
accommodation.
 Require an applicant or an employee to accept an accommodation that is
unnecessary.
 Require an employee to take family leave or any other leave, if the employer can
make reasonable accommodation instead.
To request an accommodation or to discuss concerns or questions about this
notice, please contact any one of our supervisors or Click or tap here to enter text. in the
human resources department. [Provide multiple ways for employees to reach out with
requests or concerns.]
Rev. February 2023

Alternate format available on request