OR Employee Handbook (Construction Edition)

Section 1 · Welcome from the Owner

Welcome to Cascade Ridge Construction LLC. We are an Oregon-licensed general contractor (CCB #CASRDG2459) serving the Willamette Valley and Portland metro region, specializing in residential and light commercial construction. Our people are the business — every project we complete reflects the skill and professionalism of the team that built it.

This handbook is here to do three things: tell you what you can expect from us, tell you what we expect from you, and walk you through the Oregon laws that apply to every one of us on this jobsite. It's not a contract, and it doesn't guarantee employment for any particular length of time. It will change as the law and our business change — and when it does, we'll let you know in writing.

Please read the whole thing. If you have a question, ask your foreman, the site superintendent, or me directly. Getting a question answered today is always better than dealing with a misunderstanding tomorrow.

Section 2 · About This Handbook

This handbook applies to every employee of Cascade Ridge Construction LLC — full-time, part-time, or temporary, regardless of role or jobsite. It covers the basic policies that apply to everyone. Additional rules apply in specific situations — our Accident Prevention Program (separate document) applies whenever you are on a jobsite, and our subcontractor agreement (separate document) applies to work performed through subcontractor arrangements.

What this handbook is

• A summary of your basic rights and responsibilities as an Oregon employee.
• A description of how we handle pay, time off, safety, discipline, and separation.
• A plain-English guide to the Oregon laws that affect your employment.

What this handbook is not

• A contract. Nothing creates a promise of continued employment, guaranteed benefits beyond those required by law, or any term other than at-will employment.
• A complete legal reference. When the law changes, the law controls even if this handbook has not been updated yet.
• A substitute for talking to your supervisor when you have questions.

Section 3 · At-Will Employment

Your employment with Cascade Ridge Construction LLC is at will. Either you or the company may end the employment relationship at any time, for any lawful reason, with or without notice or cause. No supervisor, manager, or owner has authority to modify this at-will relationship except in a written agreement signed by the owner.

Oregon follows at-will employment as its default rule, subject to specific legal protections. We cannot fire you because of your race, color, religion, sex, sexual orientation, gender identity, national origin, age (18+), disability, marital status, familial status, or any other characteristic protected by ORS Chapter 659A. We cannot fire you for exercising a legal right — for example, filing a workers' compensation claim, reporting a safety violation to OR-OSHA, taking time off under the Oregon Family Leave Act, taking Paid Leave Oregon, using Oregon sick time, or raising a concern about wage and hour practices. We cannot fire you for refusing to do something illegal. Beyond these kinds of protections, employment is at will.

Section 4 · Equal Employment Opportunity & Harassment-Free Workplace

Cascade Ridge Construction LLC is an equal-opportunity employer. We do not discriminate in hiring, firing, pay, assignment, promotion, training, or any other term of employment on the basis of any legally protected characteristic, including:

• Race, color, or national origin
• Sex, gender, sexual orientation, or gender identity or expression
• Religion or creed
• Age (18 or older)
• Physical, mental, or sensory disability (including the need for reasonable accommodation)
• Marital or familial status
• Veteran or military status
• Genetic information
• Pregnancy, childbirth, breastfeeding, or related medical conditions
• Status as a victim of domestic violence, sexual assault, harassment, or stalking
• Any other characteristic protected by federal, Oregon state, or local law (including ORS Chapter 659A)

If you believe you have experienced or witnessed discrimination or harassment in our workplace, report it to your foreman, to the site superintendent, or directly to the owner at eramirez@cascaderidgeor.example or (503) 555-0178. You can also file with the Oregon Bureau of Labor and Industries (BOLI) Civil Rights Division (971-673-0764) or the federal Equal Employment Opportunity Commission (1-800-669-4000) without first reporting internally. We will not retaliate against anyone for making a good-faith complaint or cooperating in an investigation.

Section 5 · Oregon Sick Time (ORS 653.601)

Every employee of Cascade Ridge Construction LLC accrues paid sick time under Oregon's sick time law (ORS 653.601 et seq. and OAR 839-007), regardless of full-time, part-time, or temporary status.

Accrual

You accrue one hour of paid sick time for every 30 hours worked, up to an annual accrual cap of 40 hours. Accrual begins on your first day of employment. You can use sick time once you've been employed for 90 days.

When you can use it

You may use sick time for:

• Your own illness, injury, or health condition — including preventive care.
• Your family member's illness, injury, or health condition (child, spouse/registered domestic partner, parent, grandparent, grandchild, or sibling, and parents-in-law).
• Absences qualifying under the Oregon Family Leave Act, the Oregon Domestic Violence Leave Act, or the federal FMLA.
• Time when your workplace or your child's school or place of care is closed by public officials for a public health emergency.
• A bereavement absence (use is permitted per statute).

How to use it

Call or text your foreman or site superintendent as soon as you know you'll be out — ideally before your shift starts, but as soon as reasonably possible. You don't need to explain your medical situation beyond what's needed to say when you expect to return. For absences of more than three consecutive scheduled workdays, we may ask for documentation, consistent with what Oregon law permits.

Carryover and separation

Unused sick time carries over from year to year up to 80 hours, though your available balance is capped at 40 hours usable per year. On separation from employment, unused sick time is not paid out as wages. If you are rehired within 180 days, your prior balance is reinstated.

Section 6 · Paid Leave Oregon & Oregon Family Leave Act

Oregon offers two overlapping leave programs. Paid Leave Oregon (PLO) is a paid, state-funded program available to nearly every Oregon employee after 30 days. The Oregon Family Leave Act (OFLA) is a separate unpaid, job-protected leave law that applies to our company because we employ 25 or more people. They interact in specific ways described below.

Paid Leave Oregon — What it covers

• Medical leave — your own serious health condition.
• Family leave — caring for a family member with a serious health condition, bonding with a new child, or caring for a newly adopted or foster-placed child.
• Safe leave — absence related to domestic violence, harassment, sexual assault, or stalking.

Eligible employees can receive up to 12 weeks of paid leave per year (up to 14 weeks for pregnancy-related medical conditions), with wage replacement calculated by the Oregon Employment Department on a sliding scale that favors lower-wage workers.

Paid Leave Oregon — Premiums

Paid Leave Oregon is funded by a payroll contribution of 1% of wages (for 2026). As an employer with 25+ employees, we pay 40% of the premium and the employee pays 60%. Your share is shown on every pay stub. As an employer, we also remit the total to the Oregon Employment Department quarterly.

OFLA — What it covers

OFLA is unpaid, job-protected leave providing up to 12 weeks per year for parental leave, serious health condition of self or family member, sick child care, bereavement (up to 2 weeks), and pregnancy disability (additional 12 weeks beyond other OFLA leave). Eligibility: 180 days of employment and averaging 25 hours/week. OFLA and PLO run concurrently when both apply, so employees do not get more total leave by using both — but PLO provides wage replacement that OFLA does not.

How to apply

PLO benefits are administered by the Oregon Employment Department, not by Cascade Ridge. When you need leave, apply directly at paidleave.oregon.gov and notify us in writing that you're applying so we can coordinate job protection and run the leave concurrently with OFLA where applicable. You don't need our approval to apply — the decision is between you and OED.

Section 7 · Safety Rules (OR-OSHA / OAR 437)

Your safety is our highest priority. Every jobsite we run complies with the Oregon Safe Employment Act (ORS Chapter 654) and the Oregon Occupational Safety and Health rules in OAR Chapter 437, Division 3 (construction). Our full written Accident Prevention Program is a separate document — you will receive a copy during onboarding and a refresher at each jobsite.

General safety expectations

• Wear appropriate PPE for your task — hard hat, safety glasses, high-visibility clothing, and task-specific gear (fall protection, respiratory protection, gloves, etc.) as required.
• Follow fall protection rules at or above 10 feet on construction sites per OAR 437-003. Lower trigger heights apply for some operations.
• Follow the OR-OSHA heat illness prevention rule (OAR 437-002-0156) — hydration, shade, acclimatization, and high-heat procedures apply at and above 80°F ambient.
• Do not operate equipment you have not been trained and authorized to operate.
• Report hazards, near-misses, and injuries to your foreman or superintendent immediately — no matter how minor. A small report today prevents a big injury tomorrow.

Your right to report safety concerns

You have a legal right to report safety concerns without fear of retaliation (ORS 654.062). You may report internally (to your foreman, superintendent, or the owner), to OR-OSHA (1-800-922-2689 or at osha.oregon.gov), or to the federal Occupational Safety and Health Administration. We will not retaliate against anyone for reporting a genuine safety concern. Right to refuse work: you may refuse to perform a task that presents an imminent danger of serious injury or death when there's no reasonable alternative, consistent with ORS 654.062 and OAR 437-001-0760.

Section 8 · General Conduct and Workplace Rules

To keep our jobsites professional, productive, and safe, the following rules apply to everyone:

• Attendance and punctuality. Show up on time, ready to work. Call or text your foreman as soon as possible if you will be late or absent.
• Drug-free workplace. Cascade Ridge Construction maintains a drug-free workplace. Reporting to work under the influence of alcohol or illegal drugs is prohibited. Post-incident testing follows our written policy and applicable Oregon rules. Oregon has legalized recreational marijuana, but that does not change our workplace policy — you cannot be impaired on the job, and we may refuse hire or discipline an employee for confirmed on-the-job impairment.
• Tools and equipment. Use company tools only for company work. Take care of what you are issued. Lost or damaged tools may be deducted from your pay only to the extent permitted by ORS 652.610 and your signed tool agreement — Oregon has very specific rules about what can be deducted from a paycheck.
• Cell phones. Cell phone use is permitted during breaks and lunch. During work tasks, put the phone away unless using it as a tool (measuring app, plan review, communication with the foreman).
• Social media. You are free to discuss work conditions, pay, and workplace issues on your own social media — this is a legal right under the National Labor Relations Act. Do not post photos of jobsites, clients, or coworkers without permission, and do not disclose proprietary business information.
• Respect. Harassment, bullying, threats, and violence of any kind are prohibited. Treat every person you work with — employees, subcontractors, inspectors, clients, and the public — with professionalism.