Practice Area
Employment Law
Representing both employers and employees in workplace disputes, policy development, and employment contract matters throughout Oregon.
Overview
When Your Livelihood Is on the Line
Employment disputes — whether you are an employee who has been wrongfully terminated or an employer navigating a complex workplace investigation — demand experienced, clear-headed legal counsel. The stakes are high on both sides, and the legal landscape in Oregon adds its own complexity.
Margaret L. Harmon represents both employees and employers across Oregon employment matters. For employees, she provides focused representation in discrimination, harassment, and wrongful termination cases. For employers, she helps build legally sound workplace policies, drafts compliant employment agreements, and conducts internal investigations that protect the organization from liability.
Margaret has served as a statewide lecturer on employment law topics and has trained management teams across Oregon on harassment prevention and workplace compliance. All consultations are fee-based and by appointment only.
Areas We Handle
Schedule a Consultation
Employers & Employees
We counsel both sides of the employment relationship. All consultations are fee-based and by appointment only.
Schedule a Consultation (503) 842-7731How We Can Help
Employment Law Services
Wrongful Termination
Oregon is an at-will state, but terminations based on protected characteristics, in retaliation for lawful activity, or in breach of an employment contract are unlawful. Margaret evaluates your claim and pursues appropriate relief through BOLI, the EEOC, or civil litigation.
Discrimination & Harassment
Oregon law prohibits workplace discrimination and harassment based on race, sex, age, disability, religion, national origin, and other protected classes. Margaret represents employees facing hostile work environments and discriminatory treatment at every stage of the process.
Employer Policies & Manuals
A well-drafted employee handbook is your first line of defense against employment claims. Margaret prepares compliant employment manuals, workplace policies — covering harassment, social media, drug use, and whistleblowing — tailored to your business and Oregon law.
Non-Compete & Trade Secrets
Oregon places strict limits on non-compete enforceability. Margaret drafts agreements for employers that comply with current Oregon law, and reviews existing agreements for employees — identifying unenforceable provisions before you sign or after you leave.
Workplace Investigations
When a harassment or misconduct complaint is filed, how the employer responds matters as much as what actually happened. Margaret conducts thorough, credible internal investigations that document facts, protect witnesses, and position the employer appropriately if litigation follows.
Professional License Defense
Disciplinary proceedings before a licensing board can end a career. Margaret represents licensed professionals — nurses, contractors, realtors, and others — in Oregon board proceedings, helping protect the credential you have worked years to earn.
What to Expect
How the Process Works
Initial Consultation
We review the facts of your situation, identify applicable Oregon and federal laws, and give you an honest assessment of your options — including realistic outcomes and what proceeding will cost.
Evidence & Documentation
We gather employment records, written communications, performance reviews, policy documents, and any other materials that establish a clear factual record — favorable and unfavorable.
Demand or Defense
Depending on your position, we send a formal demand letter, file a BOLI or EEOC complaint, or build a comprehensive employer defense — with full transparency at every step.
Resolution
Most employment matters settle before trial. We negotiate outcomes that reflect the true value of your position, but prepare fully for litigation when a fair resolution cannot be reached.
Common Questions
Employment Law FAQ
Was my termination wrongful?
Oregon is an at-will employment state, meaning employers can generally terminate employees without cause. However, terminations based on a protected characteristic, in retaliation for protected activity, or in violation of a written contract may be unlawful. A consultation will clarify whether you have a viable claim.
Can my employer enforce my non-compete?
Oregon significantly restricts non-compete enforcement. Agreements must be in writing, presented at the start of employment or as a condition of a bona fide advancement, and the employee must earn above a statutory salary threshold. Margaret can quickly assess whether your agreement is enforceable under current law.
What should I bring to my consultation?
Bring your employment contract, offer letter, any written communications (emails, texts, memos), employee handbook, performance reviews, separation agreement, and any documentation related to the dispute. Bring everything — favorable and unfavorable — for the most useful advice.
How long do I have to file a claim?
Deadlines vary by claim type. Oregon BOLI complaints generally must be filed within one year of the discriminatory act. Federal EEOC charges typically have a 300-day deadline. Do not wait — contact the office as soon as possible after the incident to preserve your rights.
Get In Touch
Your Career Deserves
Experienced Representation
Whether you are an employee facing unfair treatment at work or an employer managing a complex workplace matter, early legal guidance changes outcomes. Schedule a fee-based consultation with Margaret L. Harmon.
32+
Years Practice
Both
Employer & Employee
OR
State Licensed
ADR
Certified Mediator