A non-competitive agreement in Oregon between a worker and his employer (concluded before January 1, 2008) is only valid if it was concluded at the beginning of the employment or if it is concluded if it is promoted to a new position (which must be a promotion in good faith). In particular, ORS 653.295 established in the previous law that: In general, companies with employees in Oregon should remember that non-compete agreements in the state are only against: (1) workers who are exempt from the minimum wage and overtime under Oregon law (p.B. executives, executives, employees); 2. Workers who have access to a “protective interest” of the employer, such as access to trade secrets or trade information related to competition, for example.B. and (3) workers whose annual salary and commissions, at the time of their separation, exceed the average income of a family of four set by the United States Office. In light of these new requirements, Oregon employers should review and update their non-compete agreements and introduce new embedded and existing mechanisms that take into account the legal pre-employment and post-employment requirements of non-compete agreements. Oregon employers should also consider whether they are able to properly protect their interests through non-invitations that are not subject to the ever-increasing restrictions of non-compete obligations in the state. This will also be problematic in cases where the sale, merger, reduction of violence, cleaning policy or simply a change of personnel have led to agreements destroyed, misdirected and otherwise difficult to find. Without providing a copy of the agreement, the employer will be under the new law, even without a redress mechanism at the end of the 30 days. While this is a positive decision for Oregon businesses, especially for companies for which customer lists are particularly important, employers should remain vigilant when it comes to proprietary information and review their policies and agreements on employee access and use of this information. Until recently, an employer may present a contract at any time before or during the employment to a worker in order to settle future claims or disputes. Many employers use these agreements because they save time and money and move workers` rights away from juries that are often not favourable to employers.