Kristin Bremer Moore

Tonkon Torp client Enel Green Power North America (EGPNA) is the North American subsidiary of one of the largest corporations in the world, the Italian electricity company Enel S.p.A. Here’s how we helped EGPNA in a renewable energy acquisition.

Albina Head Start, Inc. (AHS), which serves more than 1,000 low-income children and their families in North, Northeast and Southeast Portland, faces the future in a stronger financial position thanks to a significant pro bono effort by Tonkon Torp. Find details and more featured cases here.

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.

Chambers USA has recognized 26 Tonkon Torp attorneys in eight practice areas in its Chambers USA 2023 Guide.

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.

Fifty-three Tonkon Torp lawyers representing 37 practice areas have been selected for inclusion in The Best Lawyers in America® 2023. Nearly all the attorneys have been previously named to the peer-review list, and most have been listed for more than 10 years.

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 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.

On November 6, 2020, Oregon Occupational Safety and Health Agency (OR-OSHA) adopted the Temporary Oregon OSHA COVID-19 Rule (the Rule) aimed at addressing the effects of the pandemic on the workplace. Unless otherwise indicated, the Rule’s provisions will take effect 10 days after adoption – on November 16. OR-OSHA is issuing helpful materials to assist employers to comply with the Rule, change, and, for that reason, Oregon employers should monitor OR-OSHA’s webpage closely and/or sign up for their email alerts here.

On October 23, 2020, Oregon Occupational Safety and Health Agency (Or-OSHA) issued its fourth draft of the Temporary Oregon OSHA COVID-19 Rule (the Rule) aimed at addressing the effects of the pandemic on the workplace. The comment period for this latest draft closed on October 30, and OR-OSHA has stated that it intends to adopt the rules this week on November 5.