Employee Communications: Oregon

Employee Communications requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Author: Nancy Cooper, Garvey Schubert Barer

Summary

  • Oregon requires several postings for both small and large employers. See Posting Requirements.
  • Oregon recognizes the general rule of employment at-will. See Employment At-Will.
  • Oregon courts interpret noncompetition restrictive covenants very narrowly. In order to have a valid noncompete agreement, specific requirements must be met. See Noncompetition Restrictive Covenants.
  • Defamation claims under Oregon law are rare, but employers should take certain precautions. See Defamation.
  • Oregon law prohibits employee blacklisting. See Blacklisting.
  • As a general rule, employees do not have a right to privacy when using employer equipment. See Employee Expectation of Privacy.
  • Oregon law prohibits the use of handheld mobile devices while driving, including sending text-based communications. See Use of Mobile Devices.
  • Oregon law contains a number of employee protections regarding reporting violations or cooperating in enforcement proceedings. See Testifying and Whistleblower Protections.