log in
Print | Back

Schwabe, Williamson & Wyatt

Jean Ohman Back

Jean Ohman Back



  • Non-Compete and Trade Secrets
  • Employment, Labor and Benefits
  • Employment Litigation
  • Business Transitions

WSG Practice Industries


WSG Leadership

Employment and Labor Group
WSG Coronavirus Task Force Group

Jean Back brings more than 25 years of experience in helping manufacturers and technology-focused employers solve problems to complicated employment scenarios.  She has broad expertise in litigation, mediation and settlement of employment and business tort claims.  She is fluent in all areas of state and federal employment, wage and hour, discrimination, and leave laws.  She is skilled at training managers and employees in employment compliance. 

Track Record of Success

  • Leadership – Highly skilled mentor and advisor at all levels.
  • Committed to Manufacturing and Technology – As the Secretary/Treasurer on the Board of the Oregon Manufacturing Extension Partnership, Jean has a deep understanding of the challenges faced by Oregon manufacturers.  Jean is also involved with and has spoken on several panels for the Technology Association of Oregon.
  • Litigation Budgeting – Well versed in managing detailed budgets for complicated litigation matters.
  • Communications –  Adept creator of collaborative written and oral communications with clients, courts, administrative agencies, colleagues, and opposing counsel.
  • Writing – Skilled in written advocacy, including drafting briefs, EEOC and state administrative charge responses, and in contract drafting, including, but not limited to employment agreements, separation agreements, non-disclosure/non-solicitation agreements, and intellectual property agreement.
  • Affirmative Action Plans – Experience creating and developing Office of Federal Contract Compliance Programs (“OFCCP”) Affirmative Action Plans, Wage Hour Audits, and Equal Pay Audits for clients in a variety of industries.


"Michael Garone and Jean Back are who I work with most. They are always on top of current employment & case law decisions. They tailor their advice based on my company's existing policies, practices, and culture so that I can easily apply it to our current work environment. They quickly grasp complex issues and come back with a logical solution or the right document that I need for every situation. Their fast responses & expertise saves me time & based on a proven track record, I am always confident I've got the best advice from them."

-SEH America

Bar Admissions

  • Oregon State Courts
  • Washington State Courts
  • United States District Court, District of Oregon
  • United States District Court, Western District of Washington
  • United States District Court, Eastern District of Washington
  • United States Court of Appeals, Ninth Circuit


  • University of Oregon School of Law, Juris Doctor degree (1991)
  • University of California at Santa Barbara, Bachelor of Arts degree in Political Science, minor in French (1983)
Areas of Practice

Business Transitions | Employment Litigation | Employment, Labor and Benefits | Non-Compete and Trade Secrets | Privacy and Data Security | Wage and Hour

Professional Career

Significant Accomplishments

Trusted Advisor, Collaborator

Jean’s practice is split between advice and litigation.  Acting as a legal advisor, Jean gets to know your organization and industry and takes on the role of a trusted and knowledgeable extension of your business.  Armed with this knowledge, Jean can step in quickly to provide advice regarding risks and strategies to tackle key problems.  Examples of Jean’s work include:

  • Stepped in after three key employees left an organization, set up a competing company with a similar name, and solicited employees. The new organization’s advertisements and web page were similar in appearance to the client’s, which caused confusion for the client’s customers.  Jean quickly sent a cease and desist and Complaint to attorneys for the competing employees. The matter was resolved in mediation, avoiding expensive litigation
  • Drafted a cease and desist letter to employees who left a design firm and were using the firm’s trade secrets and work product for their new employer.  Jean was successful in obtaining agreements to cease using any work product from the original employer, and in obtaining affidavits from each employee regarding their agreement not to compete in the future.
  • After complaints of harassing and bullying behavior by one employee who claimed to be disabled, Jean met with the key company managers involved in employment compliance and provided advice on discipline for the employee, whether a harassment investigation was warranted by behavior, and talking points for future interactions.  Jean provided step-by-step advice that resulted in the company’s ability to stop bullying behaviors, and to retain a key employee.


  • Ryman v. Sears Roebuck and Co. (achieved complete summary judgment in Federal District Court for Sears on Plaintiff's OFLA, FMLA, and wrongful termination claims).
  • Masons Supply Co. v. Lindsey (prevailed in a preliminary injunction hearing on behalf of Masons to enforce its non-competition agreement with a departing employee).
  • Dixon v. Western States Insurance Agency (achieved a complete walk-away and dismissal of all claims by the Plaintiff after summary judgment briefing).
  • Carson Oil v. Snyder (achieved a favorable settlement that included adherence to a non-solicitation provision preventing solicitation of Carson's customers by Snyder, a former employer.


The CDC Revises the Definition of Close Contact
Schwabe, Williamson & Wyatt, October 2020

On October 21, 2020, the Center for Disease Control (CDC) published a new guidance for use by contact tracers that clarifies what had been a somewhat fuzzy definition of “close contact.” The new definition increases the number of individuals presumed to have an exposure to COVID-19, and will significantly affect schools and workplaces since those presumptively exposed individuals will be asked to isolate for a period of 14 days...

Additional Articles

  • COVID-19: Emergency Imposition of Paid Family Medical and Sick Leave
  • Oregon Health Authority’s New Mask Guidance Affecting Oregon Businesses
  • The CDC Revises the Definition of Close Contact
  • Oregon Upholds Meal-Break Compliance
  • Drafting Legally Sound Job Descriptions
  • Oregon Employment Law Update: Summary & To Do List
  • Oregon Minimum Wage Increase
  • New Requirements for Noncompetition Agreements in Oregon and Washington
  • Avoiding Discrimination Claims as the Result of a Reduction in Force
  • Federal Overtime Rule Updates
  • Oregon Equal Pay Act: What Employers Need to Know
  • A Human Resources Manager’s Guide to the GDPR (Part 4)
  • Key Steps to GDPR Compliance for U.S. Companies (Part 3)
  • Key Privacy Requirements of the GDPR for U.S. Companies (Part 2)
  • How the GDPR Will Impact U.S.-Based Companies (Part 1)
  • Congress Paves the Way for Tip Pooling to Include Back-of-the-House Employees
  • New Proposed Rule Allowing Tip Pooling Between Servers and Back of the House
  • BOLI Publishes Final Manufacturing Overtime Rules and Sample Overtime Consent Form
  • Public Hearing Set for Amended Overtime Statutes
  • Department of Labor and Industries Issued Final Paid Sick Leave Rules 
  • 2017 Manufacturing Employment Law Update
  • Federal Contractors Must Now Provide Privacy Training to Employees Who Handle Personally Identifiable Information
  • Top Employment and Employee Benefit Issues to Look for in 2017
  • BOLI Changes Rule Regarding Overtime Payment For Manufacturing Employees
  • Federal Court Issues Injunction Blocking DOL Salary Rule
  • OSHA Citations for Workers’ Compensation Retaliation, and More
  • OP-ED: Choosing the next-level leader for a family business
  • Manufacturing and Technology Industry Skills Gap for Incoming Youth: Takeaways from Gateway to College Panel Discussion 
  • DOL Announces Final Rule Updating Overtime Exemptions
  • Update on Salary Increase for the FLSA White-Collar Exemptions
  • New Restrictions on Tip Pooling
  • City of Portland Passes More Restrictive Ban the Box Ordinance
  • Schwabe in the Field: New Paid Rest Break Ruling Burdens ?Washington Agriculture — Oregon May ?Be Next??
  • It's Time (It's Really Time!) to Evaluate Independent-Contractor Classifications
  • Don't Forget About ?Employment Agreements
  • ADA Best Practices For Employers Engaging in an Interactive Process Conversation with Employees?
  • Protecting Social Media Information When an Employee Leaves


  • Manufacturers Roundtable: Returning to Work and Employment Liability
  • Webinar: Employment Law COVID-19 Updates
  • Webinar: Social Distancing Best Practices
  • Manufacturing Employment Roundtable
  • Webinar: Employment Law Covid19 Updates
  • Town Hall: Managing in Scary Times
  • DOL Salary Regulation Changes and more
  • Employment Law Roundtable
  • Employment Law Seminar
  • Food Northwest Leadership Summit 2019
  • 2018 Oregon Society of Association Management's Annual Conference
  • Employment Law Updates – Free Webinar
  • Oregon Manufacturers' Summit
  • Legal Changes After Trump's First Year – What is New in Employment Law?
  • Webinar: Legal Changes After Trump's First Year – What is New in Employment Law?
  • Manufacturing Symposium
  • Webinar: Privacy, Security & Confidentiality - Keeping Your Employees Compliant
  • Top State and Federal Employment Issues to Look for in 2017
  • Oregon 2017 Employment & Employee Benefit Seminar
  • Top Employment and Employee Benefit Issues to Look for in 2017
  • Human Resource Law: What You Need to Know Now
  • Oregon Manufacturers’ Roundtable 
  • Sterling Education Services Seminar: Essentials of Employment Law
  • Webinar: Legal Awareness for Supervisors
  • Willamette University Law School Symposium: Privacy and Data Security for Counsel
  • Webinar: How To Create a Consistent Workplace Culture
  • Webinar: War for Talent—Attracting & Retaining Staff

WSG's members are independent firms and are not affiliated in the joint practice of professional services. Each member exercises its own individual judgments on all client matters.

HOME | SITE MAP | GLANCE | PRIVACY POLICY | DISCLAIMER |  © World Services Group, 2020