Retaliation After Speaking Up - Oregon

I’ve been working as a DSP for over three years with a consistent and reliable overnight schedule. A few months ago, I reported my supervisor for making transphobic remarks about a former staff member—calling them a nickname they didn’t consent to and saying things like “people like that don’t know who they are depending on the day.” I also reported her for ongoing bullying and verbally abusive behavior. The conversation was upsetting enough that I left the house crying and sat in my car to calm down. I called the company the next day to report it.

At the time, I was told they’d follow up with one-on-one meetings so staff could safely share concerns and that a “safe word” system would be implemented to help protect staff—neither of those things ever happened. Instead, the supervisor incorrectly guessed who had reported her and treated that person coldly. When she found out it was actually me, she apologized to the wrong person and admitted she’d assumed it was them, then confronted me while I was on the clock. She pulled me into the office under the false pretense that I had “some issues” to bring up. I said I didn’t. She then launched into an emotional confrontation, demanding I tell her what she said that was offensive. She was crying, saying things like “I’ll just keep my mouth shut then.” I reminded her that I followed proper channels and that there is a power dynamic between us—I didn’t feel safe confronting her directly.

After that, her attitude toward me noticeably changed. She began nitpicking my work, acting cold, and trying to write me up for using PTO without ever talking to me first. Other staff have commented on the way she treats me now—like she doesn’t want me there.

Then my long-standing schedule was changed suddenly and without my input. I had a meeting with someone in leadership yesterday where I explained again that I cannot work past 2:00 a.m. due to childcare—it’s a non-negotiable boundary. Despite that, today I received an email saying they’d “adjusted” my schedule to end at 5:30 a.m.—only a 30-minute change—which still puts me in the same impossible position. I’m going to be forced to leave early and risk being written up or put my kids at risk. Again, no one reached out to me to ask about my availability or flexibility before making this change.

This all feels like punishment for speaking up. I’ve heard from other staff that the supervisor has said inappropriate things to them too—like making a comment about someone’s genitals and telling another person “you made a big fucking mistake”—but I didn’t personally witness those.

One complicating factor is that the supervisor is also the mother of the client, a paid employee and has control over the schedule. The company stands to lose a lot of money if she’s upset or chooses to stop services. I feel like the company is prioritizing that relationship over protecting staff from harassment and retaliation.

What are my rights in Oregon in this kind of situation? Do I need to file something in writing before I can go to BOLI? I’m keeping records and emails, but I’d appreciate any legal advice on what I can or should do next.