The Oregon Employment Non-competition Package refers to a set of laws and regulations governing non-competition agreements in the state of Oregon. These policies aim to strike a balance between protecting the interests of businesses and ensuring that employees have the freedom to pursue their careers. Under Oregon law, an employment non-competition agreement is a contract that restricts an employee from engaging in certain types of employment after leaving a current employer. These agreements typically prohibit employees from working for a competitor or starting a competing business within a specified geographical area and for a certain duration of time. One key aspect of the Oregon Employment Non-competition Package is that it sets strict limitations on the enforceability of non-competition agreements. The package applies to both hourly and salaried employees, with a few exceptions such as certain independent contractors and individuals earning more than a specified income threshold. Recent updates to the Oregon Employment Non-competition Package have brought about significant changes. Effective from January 1st, 2020, non-competition agreements are only enforceable if the employee's annual compensation exceeds a specific threshold. The threshold is defined by law and is adjusted annually. For the year 2022, the threshold is set at $104,942. Non-competition agreements must also meet additional requirements to be deemed enforceable. They must be in writing and provide notice to the employee that they may consult with an attorney before signing. Furthermore, employers are required to provide a copy of the non-competition agreement within 30 days after the termination of employment if the agreement does not already contain a copy of the agreement. It's important to note that there are different types of employment non-competition packages available in Oregon. While the core principles and requirements are consistent, there may be variations in specific provisions depending on the circumstances and nature of employment. These packages may include additional clauses addressing trade secrets, customer relationships, or unique industry-specific restrictions. In conclusion, the Oregon Employment Non-competition Package encompasses a comprehensive set of laws and regulations aimed at balancing the interests of employers and employees regarding non-competition agreements. These regulations strive to protect employees' freedom to pursue their careers while still safeguarding employers' legitimate business interests. Different types of packages may exist, tailored to the specific needs of various industries and job roles within the state.
Oregon Employment Non-competition Package
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To enter a non-compete agreement, the employee must make at least $100,533 annually and this number will be adjusted to reflect current inflation rates. Employers must provide employees with the non-compete agreement at least two years before employment begins.
How to Deal with a Non-Compete Agreement Talk to a Lawyer. ... Consider the Scope of the Agreement. ... Limit the Scope of the Agreement. ... Exclude Certain Activities from the Agreement. ... Negotiate a ?Severance Package? in Exchange for Signing the Agreement. ... Don't Sign the Agreement If You Disagree or Don't Understand It.
There are now five states that outright ban virtually all non-competes, i.e., California, Colorado, Minnesota, North Dakota and Oklahoma. These laws have just very narrow exceptions, such as for certain sales of businesses.
This agreement prohibits the employee from entering markets or starting businesses that might cause the employee to gain a competitive advantage against their former employer. For instance, the employee might gain an advantage by exploiting trade secrets or other confidential information.
In January 2023, the FTC undertook the directive from the executive order by announcing a Notice of Proposed Rulemaking that would ban all non-compete clauses in employer-employee contracts, subject to limited exceptions, including for non-competes entered as part of the sale of a business for a person holding 25% or ...
Employee agrees that for _____ [months/years] after Employee is no longer employed by the Company, Employee will not directly or indirectly solicit, agree to perform or perform services of any type that the Company can render ("Services") for any person or entity who paid or engaged the Company for Services, or who ...