Andrew Lewinter, Attorney, P.C.

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(541) 686-4900Visit WebsiteMap & Directions101 E Broadway Ste 220Eugene, OR 97401 Write a Review

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Mon - Fri:	9:00 am - 5:00 pm
Sat - Sun	Closed

Andrew Lewinter, Attorney, P.C.

Workers Compensation
Employers may not retaliate against employees who have engaged in certain protected activities. Examples of protected activities include applying for leave protected by the Federal Family and Medical Leave Act (FMLA) or the Oregon Family Leave Act (OFLA), or complaining to OSHA about an unsafe working condition. Informing an employer about a workplace injury or filing a workers' compensation claim, or about an unsafe working condition are examples of protected activities, too, and employers may not discriminate against employees for having done those things. Employees engage in protected activities by complaining in good faith about what they reasonably believe to be illegal activity in the workplace. That kind of protected activity is called whistleblowing.

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Email: Email Business
Extra Phones: Business phone: (541) 686-1300
Services/Products: Labor Relations
Location: South Park Bldg
Neighborhoods: Downtown Eugene, City Central
Other Link: http://www.lewinterlaw.com
Categories: Attorneys, Criminal Law Attorneys, Discrimination & Civil Rights Law Attorneys, Labor & Employment Law Attorneys, Sex Offense Attorneys, Sexual Harassment Attorneys, Social Security & Disability Law Attorneys

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Phone: (541) 686-4900

Address: 101 E Broadway Ste 220, Eugene, OR 97401

Website: http://www.lewinterlaw.com

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Andrew Lewinter, Attorney, P.C.

Workers Compensation
Employers may not retaliate against employees who have engaged in certain protected activities. Examples of protected activities include applying for leave protected by the Federal Family and Medical Leave Act (FMLA) or the Oregon Family Leave Act (OFLA), or complaining to OSHA about an unsafe working condition. Informing an employer about a workplace injury or filing a workers' compensation claim, or about an unsafe working condition are examples of protected activities, too, and employers may not discriminate against employees for having done those things. Employees engage in protected activities by complaining in good faith about what they reasonably believe to be illegal activity in the workplace. That kind of protected activity is called whistleblowing.
Employment Discrimination
Mr. Lewinter graduated cum laude from Georgia State University College of Law, where he also served as Lead Articles Editor of the Georgia State Law Review. There, he wrote and had published a law review article about the rights of undocumented workers under federal employment discrimination laws. Following law school, he was Legal Counsel for the National Labor Relations Board (NLRB) in Washington, D.C., where he helped draft NLRB decisions and guide labor law and policy.
Employment Litigation
Andrew Lewinter is a Eugene, Oregon labor and employment attorney who handles a variety of individual employment claims, including illegal employment discrimination, harassment, and retaliation.
Sexual Harassment
Oregon and Federal laws prohibit discriminatory workplace harassment. Sexual harassment is the most common type of discriminatory workplace harassment. Sexual harassment must be because of the gender of the victim, but it need not necessarily be motivated by sexual desire. For example, harassment based on perceived failure to live up to a sex stereotype is a form of sexual harassment, even though it is not motivated by sexual desire. An employer or employee may also engage in sexual harassment by repeated insults or slurs based on the sex of the victim. To be actionable, the sexual harassment must be severe or pervasive, and must be of a type that would offend a reasonable employee in the position of the victim.

Disability Discrimination
Mr. Lewinter fights for employee victims of employment discrimination and retaliation, including race discrimination, national origin discrimination, religious discrimination, age discrimination, sex discrimination, sexual orientation discrimination, disability discrimination, victims of wage and hour violations and workers' compensation discrimination. Mr. Lewinter represents employees in claims of sexual harassment, sexual orientation harassment, and harassment based on other protected characteristics, such as race and age. Mr. Lewinter litigates claims of discrimination for use of the Federal Family and Medical Leave Act (FMLA) and the Oregon Family Leave Act (OFLA), as well as retaliation for complaining about wage and hour violations and use of the workers' compensation system. Mr. Lewinter also represents employees in whistleblowing litigation

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