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THE RIGHT SOLUTIONS FOR EMPLOYMENT DISPUTES
For more than thirtysix years, Portland Attorney Scott T. Cliff, has focused his practice on all aspects of employment law, representing both employers and employees and earning a reputation among clients, colleagues and even opponents for his well-balanced, cost-effective approach to resolving conflicts. He offers services covering the spectrum of appropriate conflict resolution strategies, including counseling, litigation, arbitration and mediation. His practice model is simple: Keep overhead and fees low and help clients by either doing what he does best or by finding them a lawyer who better meets their needs.
Scott has been selected for inclusion in the 2012 and 2020-2024 lists of Oregon Super Lawyers ® for Employment Law and the 2013 Super Lawyers Business Edition® of the nation's top attorneys in the business practice areas of Employment & Labor.
Martindale-Hubbell® Peer Review Rating™ "AV" (Labor & Employment, Alternative Dispute Resolution and Business Law)* Martindale-Hubbell® has also recognized Scott as a "Client Champion - Platinum," a distinction held by fewer than 1% of all lawyers, based on client satisfaction.
* "AV Preeminent® (4.) - AV Preeminent® is a significant rating accomplishment - a testament to the fact that a lawyer's peers rank him or her at the highest level of professional excellence."
Call today to learn how Scott can help!
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Practice Areas
39 years
29 years
29 years
We have not found any cost information for this lawyer
State: Oregon
Acquired: 1987
No misconduct found
State: Washington
Acquired: 2005
No misconduct found
Showing 11 - 14 of 14 reviews | Character & Conduct
Posted by Jamaica | July 16, 2010 | Employment & Labor
Phenominally Competent
Scott was highly recommended to me. I would not hesitate to recommend Scott to anyone who seeks an attorney who renders five-star representation. The fact of the matter is: I came to Scott with a very challenging employment claim, and Scott was up for the challenge. A previous attorney had decline...
Posted by Eryn | September 22, 2009 | Employment & Labor
Definitely Recommended!
Two coworkers and I were fortunate enough to have Scott recommended to us. He really knows his stuff. He always gave us the best advice even if we didn't always heed it, and knew how to handle the situation as it changed. Our entire case was opened and settled in a matter of around 3.5 months! He was...
Posted by anonymous | September 25, 2008 | Employment & Labor
Finance Director
Scott did an excellent job in representing our Board of Directors in a very difficult employee dispute. He took what was a very passionate and extensive complaint against a supervisor and guided the parties involved toward mediation and reconciliation. He presented the legal issues in a way that a...
Posted by Amy | March 17, 2016 | Employment & Labor
Dropped me with no time to find a new attorney!
I had been working with Mr. Cliff for months on a claim against my employer. On Mr. Cliff's advice I quit my job (and therefore gave up union representation). After Mr. Cliff filed a tort claim, on my behalf, he said he had hoped my employer would settle out of court and when they didn't he decided h...
I cannot reveal privileged attorney-client communications, so my response here is based on my practices and policies from which I have not deviated. First, it grieves me that even a single client, out of hundreds, feels I failed her by not pursuing a case. Suffice it to say, however, that there are many factors I must consider in deciding whether to pursue a case into litigation, including whether my case load will permit me to spend the amount of time a case is likely to require. In many cases, I may assist a client in protecting his or her rights to pursue claims against a public body by serving a Tort Claims Notice. Doing so is not the same as filing a claim or lawsuit; it simply preserves the right to do so before it is lost. I did so at no charge in this case. I have never advised a client to quit a job. To the contrary, I make a point of ensuring that clients understand the extra burden of proof in proving "constructive discharge" (i.e. the point at which no reasonable person would feel they have any option but to quit). When a client and the client's medical providers conclude that point has been reached due to emotional and physical stress, it is my job simply to evaluate the probable strength of the constructive discharge element of a claim and provide that assessment; the client decides whether he or she can hang in there a little longer or is at the point of having to quit. I am also a strong believer that any employee represented by a union should make full use of the protections and procedures afforded by their union and their collective bargaining agreement's grievance process. I wish this person all the best despite some obvious misunderstandings and hurt feelings.
"I have had the privilege of knowing Scott Cliff for many years. He is an exceptional attorney who not only zealously represents his clients, but also serves as an arbitrator and mediator as well. If you need an employment lawyer, Scott should be your first choice."
"I am pleased to endorse Scott Cliff. We have shared office space for 5 years and I have observed Scott on a daily basis. We also have collaborated on a few cases, and I have referred clients of mine to him for representation in employment matters. Scott is extremely knowledgeable in employment law and is as fair, diligent and honest a lawyer as I have known in my 40 years of practice. It is a pleasure to be associated with Scott. He very much deserves the highest professional rating."
"I endorse this lawyer's work. Scott is very effective because he knows how to cooperate with other lawyers to achieve positive results but can, when necessary, aggressively advocate on behalf of his client. He is also one of the most ethical lawyers I have ever encountered."
"Scott and I worked opposite of each other on an non competition case. Scott did a great job on behalf of his client. His briefing and oral arguments were well done and thoughtful. He was very nice to work with. I would whole heartedly endorse Scott."
"I endorse this lawyer's work. He has helped my clients deal with sophisticated employment law problems beyond my expertise in that area"
Corporate and incorporation lawyer
Employment and labor lawyer
Litigation lawyer
Employment and labor lawyer
Employment and labor lawyer
2025
Super Lawyer, Super Lawyers
2024
Super Lawyer, Super Lawyers
2023
Super Lawyer, Super Lawyers
2022
Super Lawyer, Super Lawyers
2021
Super Lawyer, Super Lawyers
2020
Super Lawyer, Super Lawyers
2013
Business Edition - Labor & Employment, SuperLawyers
2012
Oregon Labor & Employment, SuperLawyers
2012
Super Lawyer, Super Lawyers
1986
Medal for Excellence in Advocacy (Moot Court Competition), American College of Trial Lawyers
1986
American Jurisprudence Award--Employment Discrimination, Lawyers Co-operative Publishing Company
N/A
AV Preeminent Rated, Martindale-Hubbell
2006 - Present
Owner, THE LAW OFFICE OF SCOTT T. CLIFF
1998 - 2006
Shareholder, Amburgey & Rubin, P.C.
1993 - 1998
Partner, Carter & Cliff
1992 - 1993
Associate, Danner Scott & Martin
1987 - 1991
Associate, Spears, Lubersky, Campbell & Bledsoe
1987 - Present
Oregon State BarMember
1987 - Present
Oregon State Bar, Labor and Employment Law SectionMember
1987 - Present
Oregon State Bar, Litigation SectionMember
1999 - 1999
Oregon State Bar, Sole and Small Firm Practitioners' SectionChair Elect
1996 - 1998
Oregon State Bar, Sole and Small Firm Practitioners' SectionExecutive Committee
1989 - 1990
Oregon State Bar, Civil Rights SectionMember
1987
JD - Juris Doctor
1979
BS - Bachelor of Science
2010
2009
Compensation Issues Under FLSA and Oregon Law
2008
Employment Litigation
2005
Employment Related Records in Oregon
2005
1099 versus W-2
2004
Strategic Human Resources Management
2003
Litigation of Wage Claim Cases
2003
Payroll Management in Oregon
2009
2003
2002
2002
2000
2000
English
Legal Answers
Employment (labor laws) : HR asked me to sign a contract but sent an email that I can violate their terms. Is this legal?
28 Jun 2021
According to ORS 652.150 I should receive penalty wages?
29 Feb 2012
In Oregon, can you receive unemployment if fired for not hitting performance metrics? (such as call time/volume)
17 Nov 2011