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Dedicated CLE Manager
Online, iOS/Android, CD/DVD/USB
Free Customized CLE Tracker
Accreditation and CLE Rules for Oregon
The National Academy of Continuing Legal Education offers courses that have been fully approved for MCLE credit by the Oregon State Bar.
Oregon attorneys are required to take 45 credit hours every 3 years including 1 hour of child abuse and elder abuse reporting, 1 hour of mental health/substance abuse, 3 hours of access to justice and 5 hours of ethics credits.
Oregon attorneys can earn all 45 CLE credit hours with us including 1 hour of child abuse and elder abuse reporting, 1 hour of mental health/substance abuse, 3 hours of access to justice and 5 hours of ethics credits using our DVDs, Audio CDs, USB Stick, Online, and iOS/Android App courses.
Reporting periods are determined at the time of admission to the OR Bar. An attorney’s first reporting period begins on the date of admission and ends on April of the following year. From then on, reporting periods are every three years. For instance, an attorney admitted in September of 2022 would still be considered Newly Admitted until April 31, 2023, and then their reporting periods would be the three-year cycles ending 2026, 2029, and so on.
Newly admitted attorneys must take 15 hours of MCLE, including 9 hours of practical skills (4 of which must be Oregon practice and procedure) and 2 hours of ethics (one of which must be Oregon specific ethics) 1 mental health/substance abuse and a 3 credit introductory access to justice course during their first reporting period.
Oregon State Bar
P.O. Box 231935
Tigard, OR 97281-1935
Phone: (503) 620-0222
Fax: (503) 684-1366
Email: info@osbar.org www.osbar.org/mcle
Equity & Inclusion Confusion: Discrimination and Other Trending Employment Law Topics for Non-Employment Lawyers
MCLE Courses Available on DVDs, Audio CDs, USB Stick, Online & iOS/Android App!
General Credits
1
$50
About This Course
This CLE will introduce non-employment lawyers to employment law, beginning with the unusually challenging question of employee vs. independent contractor and the implications of worker classification.
We will summarize federal laws governing the employment relationship including Title VII, The Americans with Disabilities Act, The Age Discrimination in Employment Act, the Fair Labor Standards Act, and the new Pregnant Workers Fairness Act, among others.
We will also outline the Equal Employment Opportunity Commission’s administrative process required before filing lawsuits for most employment claims and will highlight current trends including the impact of the Supreme Court’s recent decision on Affirmative Action on employer DEI initiatives.
