For more information about the impact of this new law on your workplace and the differences between a non-compete agreement and a no-deal or no-deal agreement, please contact your lawyer Fisher Phillips. Oregon-resident employers should not only consider terminating their competition agreement upon termination of termination, but also taking stock of existing competitive agreements and imposing strict guidelines for maintaining and monitoring such agreements. In 2016, the White House released a report that issued a call to action for non-competition reform at the level of state law throughout our country. Since then, many states have tinkered with their competition bans in order to clearly define when and under what circumstances an employer can subject a worker to a non-compete agreement. For example, less than a month ago, Washington State passed legislation that significantly limited non-compete agreements with employees and independent contractors. Here you will find a full summary of Washington`s new law and restrictions. While this is a favorable decision for Oregon businesses, especially those for which customer lists are particularly important, employers should remain vigilant when it comes to proprietary information and check their policies and agreements about employee access to and use of that information. The potential negative effects on your business capacity, if you sign one of these agreements, make it extremely important to contact a lawyer before signing. While no one likes to think about leaving a company when they start a new position, most jobs don`t last forever. Whether it`s because you want to move forward in your abilities and move on your own, or simply because the position doesn`t turn out to be good, you want to be ready for a possible exit.
This will also be problematic in cases where a sale, merger, violence reduction, clean-up policy or even personnel change has led to agreements that are destroyed, displaced and difficult to find elsewhere. Without providing a copy of the agreement, the employer will remain at the end of the 30 days, even in the absence of a redress mechanism, according to the new law. This legislation was passed unanimously in the Oregon House of Representatives and the Senate. Unlike Washington State, whose recent law aims to limit non-compete agreements, the Oregon legislature felt that this amendment could help facilitate the underlying purpose of those agreements. It has been argued that employees likely lose or transfer their copy of the agreement at some point during their employment, which limits the worker`s ability to comply with the agreement. By dismissing after hiring, the legislator wanted to remind former workers of their prohibitions on competition. Since “dismissal” involves voluntary dismissal, i.e. dismissal, the new law offers more creative employees an almost complete race to their competition agreements.
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