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Mark A. Crabtree

Office Managing Principal and Office Litigation Manager
Portland

P 503-229-0404
F 503-229-0405
Mark.Crabtree@jacksonlewis.com

Biography

Mark A. Crabtree is the Office Managing Principal and the Litigation Manager in the Portland, Oregon, office of Jackson Lewis P.C. Mr. Crabtree has more than 15 years of experience practicing labor and employment law. He litigates all types of employment law claims, including claims alleging sexual harassment, sex discrimination, disability discrimination, age discrimination, retaliation, breach of contract, and state tort issues in federal and state courts and in arbitration. 

Mr. Crabtree's practice focuses on counseling and litigation in state and federal courts and administrative agencies in Oregon and Washington. His experience includes representing both small and large employers in litigation ranging from sexual harassment and disability discrimination, to trade secret and restrictive covenant disputes. In addition, Mr. Crabtree regularly provides compliance advice on disability and leave management practices to a variety of organizations.

During law school, Mr. Crabtree was a managing editor of the Oregon Law Review and received the Oregon Law Review Distinguished Service Award 2000-2001. He served as a judicial extern to Judge Ann Aiken for the United States District Court of Oregon in 2000, and as a judicial clerk to Judge Robert A. McQuaid for the United States District Court of Nevada from 2001 to 2002.

Honors and Recognitions

Mark A. Crabtree
Rated by Super Lawyers


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Professional Associations and Activities

  • Multnomah County Bar Association
  • Oregon State Bar Association
  • Washington State Bar Association

Published Works

  • "Sexual Harrassment Laws: A Consideration of the Imposition on Oregon Free Speech Interests," Oregon Law Review 79.721 (2001) [Author]

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August 21, 2019

Oregon Governor Signs Paid Family and Medical Leave Law

August 21, 2019

Oregon’s paid family and medical leave law was signed by Governor Kate Brown on August 9, 2019. Eligible workers will be permitted to take up to 12 weeks of paid leave under the new law beginning January 1, 2023. The bill (HB 2005) was passed by the state legislature at the end of June. When the law goes into effect, Oregon will... Read More

July 12, 2019

Oregon Passes Paid Family and Medical Leave Law

July 12, 2019

Oregon has joined a growing number of states to require employers to provide their workers paid family and medical leave. Employers in Oregon must provide up to 12 weeks of such paid leave to eligible employees beginning January 1, 2023, under the bill (HB 2005) passed by the state legislature. Governor Kate Brown has said she intends... Read More

November 30, 2018

Oregon Publishes Final Rule Implementing its Expansive Equal Pay Act, Effective January 1, 2019

November 30, 2018

A majority of the provisions of Oregon’s Equal Pay Act will go into effect on January 1, 2019. The Act’s ban on salary history inquiries went into effect in October 2017. Beginning 2019, the Bureau of Labor and Industries (BOLI) will enforce the Act, including the inquiry ban, and employees and applicants may file claims with BOLI.... Read More

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See AllBlog Posts by Mark A. Crabtree

Oregon Governor Signs Paid Family and Medical Leave Law
August 21, 2019

Oregon’s paid family and medical leave law was signed by Governor Kate Brown on August 9, 2019. Eligible workers will be permitted to take up to 12 weeks of paid leave under the new law beginning January 1, 2023. Read More

Oregon Publishes Final Rule Implementing its Expansive Equal Pay Act, Effective January 1, 2019
December 5, 2018

A majority of the provisions of Oregon’s Equal Pay Act will go into effect on January 1, 2019. The Act’s ban on salary history inquiries went into effect in October 2017. Read More

New Oregon Overtime Law both Giveth to, and Taketh Away from, Manufacturing Employers
August 14, 2017

Effective immediately, Oregon’s law has been clarified to provide relief to non-union employers operating mills, factories or other manufacturing facilities with respect to certain overtime pay obligations, but also has been revised, effective January 1, 2018, to limit the number of weekly hours employees in such establishments may work. Read More