|Update Applicable to:
|All entities and persons who qualify as data brokers
|January 1, 2024
What are the details?
- The new law for Oregon Data Brokers will take effect on January 1, 2024.
- The provisions apply to any business entity or part of business entity (defined in the law) that collects and sells or licenses brokered personal data to another person. Exceptions apply to those who are not considered a data broker.
- The Temporary Rules for Data Brokers Registry is done because of the short timeline; once the definitive version is completed containing finalized language and input from stakeholders, it will be published by the entity.
- If applicable, review and incorporate the necessary policies and procedures according to the temporary rules.
- Carefully monitor the notice for the proposed rules that are coming from the Rulemaking Advisory Committee.
- Oregon Data Broker Law
- Temporary Rules for Data Brokers Registry
- Oregon Data Broker Registry
- Recently adopted rules
- Texas and Oregon Adopt New Rules for Data Broker Laws (Wilmer Cutler Pickering Hale and Dorr LLP)
- Oregon Becomes the Fourth State to Enact a Data Broker Law (ALSTON & BIRD LLP)
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's Oregon PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.