If you had given 30 days notice yourself to be out by 8/1, then yes.

You might negotiate with the landlord though and see if they will let you out sooner for a refund of the rent, as they might want to get you out sooner to be able to get to work on preparing it for the next tenant.

At the hearing, if the employer does not produce the voicemail (first to you prior to the hearing) then object that they have no evidence to support termination for cause. In general, your argument will be that even if they had cause to fire you (assuming there were no extreme circumstances), you... View More

Let's start with the unemployment denial, did you appeal and have a hearing? At the hearing the employer would need to provide a copy of the voicemail if they wanted to use it to deny benefits. Otherwise, the employer would not need to provide you with a copy.

The fact is, employment... View More

If you are a tenant, then you have protections and he can only "kick you out" by following the law and giving you proper notice to vacate.

You really should find a worker's comp attorney. From my understanding, is they are paid in a way that does not decrease what you get.

They can fire you for that, or for any reason, or no reason at all, as long as it is not illegal. Illegal gets into discrimination, as in they fired you because you are gay, or Jewish, or Hispanic, etc.

As to signing, basically they are offering a severance package. To get that money, you... View More

For auto policies in Oregon, it is required. Not for motorcycles though. I do believe there is a way to waive it, but it has to be in writing.

As to how it works, if you are injured in a car accident (or if you are covered under a policy and injured as a pedestrian or bicyclist) then your... View More

Sorry to hear about your situation, but attorneys cannot solicit your business. Search for a landlord-tenant attorney in your area (there are lots of directories), focusing on those that mainly assist tenants. Once you narrow it done to a few, check for reviews online to ensure a good fit, and... View More

As an employer, I strongly suggest you retain an attorney to provide a detailed analysis. There are lots of employer-side law firms out there, and you do not want to end up with a lawsuit, as that will be much more expensive than paying for an opinion.

Perhaps there is a conflict, but there is nothing illegal about it, even if there was a conflict of interest.

Assuming this is not a government job or a union job, then likely there is nothing to do. Now, if you think they did this because you are in a protected class, then that changes things. However, you mention nothing about discrimination.

I would suggest finding a landlord-tenant attorney in your area to discuss. It sounds like there was an unlawful entry that he admits to via text, which could be worth a month's rent. Plus, attorneys will often take these cases on a contingency basis, meaning you pay the attorney only if you... View More

Consult with an attorney in your area to discuss to go over your options. Though, unless you are planning on leaving, this is all academic at this point.

If you are talking about a non-compete, Oregon law has a bunch of limitations, and one of those is that it can only be at most for 18 months: https://www.oregonlaws.org/ors/653.295

Then use the find a lawyer link above to search for one in your area. Attorney's cannot contact you in this forum, you have to contact them. More importantly, the link will help you locate one in your area, as this is a state-wide forum.

They likely cannot, but note that if you are on a month-to-month lease, they could then require a new lease that has that provision with proper notice.

Potentially, though I would say the ski injury issue is still an open question in Oregon. In the past, due to the inherent risks of skiing, you could not recover against the ski resort. I would suggest finding an attorney who has actually handled these types of cases to consult with.

Are you sure you did not sign something when you were hired?

You may not be able to force the issue. The law on your file is ORS 652.750, and as to which records you are entitled to, they are as follows:

... the personnel records of the employee that are used or have been used to determine the employee’s qualification for employment, promotion,... View More

Potentially. First, usually you have to be on notice that your job is on the line, such as a performance plan, due to little misconduct such as is alleged here. Secondly, you could also win if you can prove what you say as to there not really being a policy, or that the policy was as you say. Just... View More