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BOP NEWSLETTER • February 2025
Oregon: Enforcing Noncompetition Agreements Requires New Minimum Salary
Noncompetition agreements are generally enforceable in Oregon if:
- The employee receives written notice that the noncompetition agreement is a condition of employment at least two weeks before employment starts OR the employee enters into the agreement upon a bona fide advancement;
- The employee is a salaried exempt employee with an annual income higher than a minimum amount that is adjusted annually for inflation;
- The employer has a protectable interest; and
- The employer provides a signed, written copy of the noncompetition agreement within 30 days after the employee’s termination.
For the second bullet point above, according to the Oregon Bureau of Labor & Industries, in 2025, noncompetition agreements may be enforceable against employees who receive an annual gross income greater than $116,427.
Oregon: Ninth Circuit Upholds Oregon’s Conversational Privacy Statute – Notice Required to Record In-Person Conversations
Oregon’s conversational privacy statute – ORS § 165.540 – contains several provisions. Section (1)(c) applies to in-person conversations. This provision requires all participants be informed that their conversation is being recorded.
There is a separate provision in the statute that applies to telephone and radio communications to which the person is not a participant. For these communications, the statute requires at least one participant to consent to the recording. ORS § 165.540(1)(a). (If one party to a telephone conversation is recording it, that is deemed sufficient regardless of whether the other parties to the conversation are aware that it is being recorded.)
It is important to note that Oregon’s statute contains several exclusions. Many of these relate to law enforcement but not all.
A lawsuit was brought by Project Veritas, a nonprofit media organization that engages in undercover journalism. Oregon’s statute prevented Project Veritas from conducting undercover investigations in Oregon (that involved recording in-person conversations without the interviewee’s knowledge).
In mid-January, the Ninth Circuit Court of Appeals upheld Oregon’s conversational privacy statute en banc after it was previously thrown out by a divided three-judge panel.
As a result of this ruling, Oregon’s conversational privacy statute remains in effect for the time being, meaning that notice must be given before verbal conversations can be recorded in-person. However, this rule may change once again if the United States Supreme Court decides to hear the appeal.
Ohio: Pay Stubs Required
Ohio Governor Mike DeWine signed the Pay Stub Protection Act, which takes effect on April 8, 2025.
Ohio’s new pay statement law applies to every employer in Ohio with at least one employee. The law requires that Ohio employers provide each employee with written or electronic access to a statement of the employee’s earnings and deductions for each pay period on the employer’s regular paydays. The following information must be included on the pay statement:
- the employee’s name;
- the employee’s address;
- the employer’s name;
- the total gross wages earned by the employee during the pay period;
- the total net wages paid to the employee for the pay period;
- a listing of the amount and purpose of each addition to, or deduction from, the wages paid to the employee during the pay period; and
- the date the employee was paid and the pay period covered by that payment.
For each employee who is paid on an hourly basis, the pay statement must also include:
- the total number of hours the employee worked in that pay period;
- the hourly wage rate at which the employee was paid; and
- the employee’s hours worked in excess of forty hours in one workweek.