Oregon Non-Compete Agreement for Employees
Description
How to fill out Non-Compete Agreement For Employees?
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FAQ
There are several approaches to navigate a non-compete clause, including proving that the clause is overly restrictive or not adequately enforceable. If you feel your agreement is unfair, consider obtaining legal advice to explore your options. Remember, understanding the specifics of an Oregon Non-Compete Agreement for Employees is crucial in determining your next steps.
In order for a non-compete agreement to be valid, the employer must have a legitimate business interest for requiring one. An employer can't simply demand a NCA simply because it wants to - there must be some good reason this particular company needs it.
In order to be enforceable, a non-compete agreement must include an offer, acceptance, intent, and a benefit or consideration to the employee in exchange for his or her promise. The benefit could be as simple as getting the job or, for an existing employee, getting a promotion or raise.
It is possible to find non-compete loopholes in certain circumstances in order to void a non-compete contract. For instance, if you can prove that you never signed the contract, or if you can demonstrate that the contract is against the public interest, you may be able to void the agreement.
Under the existing Oregon law, non-competition agreements cannot exceed 18 months. The amendments reduce the maximum term to 12 months.
A standard non-compete agreement is a formal agreement between an employer and employee that states that the employee will not engage in any employment activities that are in competition or conflict with their primary job.
You Can Void a Non-Compete by Proving Its Terms Go Too Far or Last Too Long. Whether a non-compete is unenforceable because it covers too large of a geographical area or it lasts too long can depend on many factors. Enforceability can depend on your industry, skills, location, etc.
Under Oregon law, in order for a non-compete to be enforceable, the non-compete must be entered into upon a subsequent bona fide advancement. This means that the no-compete either needs to be entered into either at the start of employment, or with additional consideration, such as a promotion or pay increase.
Key Takeaways. A non-compete agreement legally binds a current or former employee from competing with an employer for some period of time after employment ceases. Under such an agreement, the employee must not reveal any trade secrets learned during employment.
