Olivia Hariharan Godt

Attorneys from Tonkon Torp’s Labor & Employment Practice Group hosted their annual  “Guide to Employment Best Practices” on December 8. The virtual event featured talks on timely trends and issues facing Oregon employers.

Tonkon Torp attorneys Blerina Kotori and Olivia Hariharan Godt presented a November 9 session at BOLI’s Annual Employment Law Conference. The two provided a timely look at applicable laws and legal considerations when tracking employee productivity and availability, as well as moonlighting, in the current remote work environment.

Tonkon Torp LLP welcomes associate Olivia Godt to its Labor & Employment Practice Group.

By Olivia Hariharan Godt – Under Oregon’s Equal Pay Act (the “Act”), employers may not pay employees differently if they perform work of comparable character unless the pay difference is based on a listed “bona fide” factor, such as seniority, education, or experience.

By Kristin Bremer Moore and Olivia Hariharan Godt – Various governmental bodies have recently restricted employers’ ability to use non-disclosure and non-disparagement clauses.This alert briefly covers a few of those recent developments.

By Olivia Hariharan Godt – The U.S. Department of Labor has issued guidance for teleworking employees. While the DOL did not announce any new rules, they clarified that the following existing rules continue to apply, even if an employee is teleworking.

By Olivia Hariharan Godt and Kristin Bremer Moore – Employers are increasingly leaning on technology to monitor employee productivity. Although the phenomenon is not new, the options for monitoring have certainly expanded. Now, businesses can choose from a wide variety of monitoring software which count keystrokes, review internet usage, track employee movements or review email communications, among others.

By Olivia Hariharan Godt and Kristin Bremer Moore – The NLRB’s lead attorney recently issued a memorandum about employee monitoring and algorithmic management. In it, the General Counsel vows to “vigorously” enforce existing law to protect worker’s Section 7 rights in the face of heightened electronic monitoring and management.