Bob Carey

In 2021, Tonkon Torp defended its client Sprinklr, Inc. in one of the largest Oregon-based commercial lawsuits to be filed in recent years. The complex case between Sprinklr and plaintiff Opal Labs began in 2017 and involved the high-end technology of two sophisticated companies offering services in content marketing.

Tonkon Torp acted as Oregon corporate counsel for its long-term client The Greenbrier Companies, Inc. in finalizing a 50/50 joint venture with Watco Companies, L.L.C. The venture combines the two companies’ railcar repair, refurbishment and maintenance businesses into a new organization, GBW Railcar Services, LLC.

Forty-six Tonkon Torp lawyers representing 36 practice areas have been selected for inclusion in The Best Lawyers in America® 2025. Forty-five of the attorneys have been previously named to the peer-review list, and most have been listed for more than 10 years.

Thirty-three Tonkon Torp attorneys in 12 practice areas have been included in the 2024 Oregon Super Lawyers or Rising Stars lists.

Chambers USA has recognized 28 Tonkon Torp attorneys in eight practice areas in its 2024 Guide.

Forty-nine Tonkon Torp lawyers representing 36 practice areas have been selected for inclusion in The Best Lawyers in America® 2024. All of the attorneys have been previously named to the peer-review list, and most have been listed for more than 10 years.

Thirty-nine Tonkon Torp attorneys in 12 practice areas have been included in the 2023 Oregon Super Lawyers or Rising Stars lists.

The year 2013 brought several changes to employment laws affecting Oregon employers. In this alert, we highlight the key changes of this past year so that our clients are aware of the changes, and have an opportunity to update their employee handbooks, policies and procedures before the New Year.

With the holidays around the corner, many employers organize parties to promote collegial working relationships and foster a pleasant work environment. While the benefits of holiday parties on employee morale are tangible, they may also present legal risks for employers. The first-and perhaps most obvious-risk arises from alcohol consumption. Courts have not hesitated to find an employer liable for accidents caused by inebriated employees leaving a company function.

On October 31, 2013 the IRS issued Notice 2013-71 modifying the “use-it-or-lose-it” rule for health flexible spending accounts (“FSAs”) under §125 cafeteria plans. These modified rules are welcome relief for employers and employees, and can apply as early as the 2013 plan year.

With Veterans Day (November 11) looming in the horizon, Oregon employers should plan to give the day off to eligible veterans in their workforce. Earlier this year, Governor Kitzhaber signed into law Senate Bill 1 that requires companies to provide paid or unpaid time off on Veterans Day to employees who: (1) would otherwise work that day; (2) give at least 21 days’ notice that they intend to take the day off; and (3) present documents that verify their veteran status.

Information gleaned from the filings by the Equal Employment Opportunity Commission (“EEOC”) for its fiscal year 2013, which ended September 30, shows a very decided emphasis on cases arising under the Americans With Disabilities Act (“ADA”) and cases alleging sex bias, which include sex and pregnancy discrimination. The EEOC filed 134 lawsuits in 2013 (up from 122 in 2012, but down from 177 in 2011). ADA cases made up 36% of those filings, and sex bias claims made up 31% of the filings.