EMPLOYEE HANDBOOK

[COMPANY LEGAL NAME], an [STATE OF INCORPORATION] corporation
Effective Date: [MONTH] [DAY], [YEAR]
Governing Law: State of Oregon

[// GUIDANCE: This template is drafted for private-sector employers operating exclusively or primarily in Oregon. All bracketed text requires client customization. Remove guidance comments before final issuance.]

TABLE OF CONTENTS

I. Document Header
II. Definitions
III. Operative Provisions
 A. Employment Relationship
 B. Equal Employment Opportunity & Anti-Discrimination
 C. Wage & Hour Compliance
 D. Timekeeping, Pay Practices & Scheduling
 E. Leave Policies
 F. Employee Benefits (Non-Leave)
 G. Standards of Conduct
 H. Health, Safety & Security
 I. Confidentiality, Intellectual Property & Technology Use
IV. Representations & Warranties
V. Covenants & Restrictions
VI. Default & Remedies (Discipline)
VII. Risk Allocation
VIII. Dispute Resolution
IX. General Provisions
X. Execution Block (Acknowledgment of Receipt)

I. DOCUMENT HEADER

This Employee Handbook (“Handbook”) is issued by [COMPANY LEGAL NAME] (“Company”). It applies to all employees (“Employee” or “you”) whose primary work location is in Oregon.

Recitals:
A. The Company desires to publish uniform policies in compliance with applicable federal, state, and local law.
B. The Employee desires to understand the terms, conditions, rights, and obligations attendant to employment with the Company.
C. Consideration: Employment or continued employment after the Effective Date constitutes adequate consideration for the mutual promises herein.

II. DEFINITIONS

The following capitalized terms have the meanings set forth below. Additional context-specific definitions appear where used.

“Arbitration Agreement” – The optional bilateral agreement, if executed, to submit Covered Claims to binding arbitration pursuant to Section VIII(B).

“Compensable Time” – All hours worked for which an Employee must be paid under applicable wage and hour law, including but not limited to Or. Rev. Stat. § 653.025 (2023) and the Fair Labor Standards Act.

“Discrimination” – Any adverse employment action or harassment prohibited by applicable law, including Title VII of the Civil Rights Act of 1964 and Oregon statutes governing protected classes.

“Employee” – Any individual on the Company payroll, regardless of classification, excluding bona fide independent contractors.

“OFLA” – The Oregon Family Leave Act, Or. Rev. Stat. §§ 659A.150 – 659A.186 (2023).

“Paid Sick Time Law” – Or. Rev. Stat. §§ 653.601 – 653.661 (2023).

“Protected Activity” – Conduct protected by law (e.g., whistle-blowing, exercising leave rights, filing a workers’ compensation claim).

“Statutory Limits” – Any non-waivable caps on damages or penalties established under applicable law.

III. OPERATIVE PROVISIONS

A. Employment Relationship

1. At-Will Employment. Employment with the Company is “at-will” and may be terminated by either party at any time, with or without cause or prior notice, except as otherwise provided by an express written contract signed by the [TITLE – e.g., Chief Executive Officer]. This statement supersedes all prior oral or written representations regarding job security.

2. Handbook Not a Contract. This Handbook is not, and shall not be construed as, an employment contract. Except for the at-will provision (Section III.A.1), the Company may amend any policy at any time in its sole discretion in accordance with Section IX.A.

[// GUIDANCE: To convert to a contractual handbook, delete disclaimer language and insert consideration/acceptance language; consult counsel.]

B. Equal Employment Opportunity & Anti-Discrimination

1. Policy Statement. The Company provides equal employment opportunity to all qualified applicants and Employees without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information, veteran status, or any other status protected by federal, state or local law.

2. Harassment Prohibited. The Company prohibits harassment, whether verbal, physical, visual, or electronic. Complaints may be made to [POSITION OR HOTLINE]. Retaliation for reporting or participating in an investigation is strictly prohibited.

3. Accommodations. Reasonable accommodations are available for qualified individuals with disabilities and for sincerely-held religious practices, consistent with undue hardship standards under applicable law.

C. Wage & Hour Compliance

1. Minimum Wage. The Company pays at least the applicable Oregon minimum-wage rate set forth in Or. Rev. Stat. § 653.025 (2023) or any superseding local ordinance, whichever is higher.

2. Overtime. Non-exempt Employees shall receive overtime pay at 1.5× their regular rate for all hours worked over 40 in a workweek and, where applicable, over 10 in a day for manufacturing employees, in accordance with Oregon law.

3. Pay Periods & Paydays. Employees are paid [WEEKLY/BI-WEEKLY/SEMI-MONTHLY] on [DAY OF THE WEEK/DATES], via [DIRECT DEPOSIT/PAPER CHECK].

4. Deductions. Only lawful deductions will be taken. Employees must authorize voluntary deductions in writing.

5. Recordkeeping. Accurate time records are mandatory. Employees must use the Company’s designated timekeeping system and may not work “off the clock.”

D. Timekeeping, Pay Practices & Scheduling

1. Meal & Rest Breaks. Non-exempt Employees are entitled to paid rest periods of at least 10 minutes for every four hours worked, and unpaid, uninterrupted meal periods of at least 30 minutes for work shifts of six hours or more, consistent with Or. Admin. R. 839-020-0050.

2. Scheduling. Work schedules are established by management based on business needs. Employees should receive [NUMBER] days’ notice of permanent schedule changes where practicable.

3. Reporting Time. In the event of inclement weather or other emergencies, Employees shall follow the Company’s emergency communication protocol.

E. Leave Policies

1. Paid Sick Time. Employees accrue one hour of paid sick time for every 30 hours worked, up to 40 hours per year, in line with the Paid Sick Time Law.
2. Oregon Family Leave Act (OFLA). Eligible Employees (generally those employed 180+ days and averaging 25+ hours/week) may take up to 12 weeks of protected leave in a 12-month period for qualifying reasons defined by OFLA.
3. Family and Medical Leave Act (FMLA). Where both FMLA and OFLA apply, leave will run concurrently to the extent permitted by law.
4. Paid Leave Oregon. The Company participates in the state Paid Family & Medical Leave Insurance program. Benefit details are available at [STATE WEBSITE].
5. Domestic Violence, Harassment, Sexual Assault, or Stalking Leave. Leave is available pursuant to Or. Rev. Stat. § 659A.272.
6. Military Leave. The Company complies with USERRA and applicable Oregon statutes.
7. Jury Duty & Witness Leave. Paid time off is provided in compliance with state law.

[// GUIDANCE: Consider adding ballot-leave, crime-victim-leave, or bone-marrow-donation-leave if relevant to your workforce.]

F. Employee Benefits (Non-Leave)

1. Health Insurance. Eligible Employees may enroll after [WAITING PERIOD]. Summary Plan Descriptions (SPDs) govern plan terms.
2. Retirement Plan. The Company sponsors [TYPE OF PLAN] or participates in OregonSaves as required by law.
3. Other Benefits. [E.G., LIFE, DISABILITY, EDUCATION REIMBURSEMENT].

G. Standards of Conduct

1. Professionalism. Employees must maintain a professional demeanor and comply with the Company’s Code of Conduct.
2. Substance-Free Workplace. The Company prohibits being under the influence, possession, or distribution of controlled substances on Company premises or during work time, except lawful off-duty cannabis use when not impaired at work.
3. Attendance. Excessive absenteeism or tardiness may result in discipline up to and including termination.
4. Conflicts of Interest. Employees must disclose any outside employment or financial interest that could create a conflict.

H. Health, Safety & Security

Employees must comply with all OSHA and Oregon OSHA standards, immediately report workplace injuries, and cooperate with safety investigations.

I. Confidentiality, Intellectual Property & Technology Use

1. Confidential Information. Employees shall not disclose proprietary information without prior written authorization.
2. Intellectual Property. All works created within scope of employment are “works made for hire” and are the exclusive property of the Company.
3. Acceptable Use. Company technology resources are for legitimate business purposes; limited personal use is permissible if it does not interfere with work or security.

IV. REPRESENTATIONS & WARRANTIES

1. Employee’s Representations. By acknowledging this Handbook, Employee represents that he or she:
    a. Is legally authorized to work in the United States;
    b. Has disclosed any restrictive covenants with prior employers;
    c. Has reviewed and will comply with all Company policies.

2. Company’s Disclaimers. The Company provides no warranty of continued employment or of any particular benefit level except as expressly set forth in a governing plan document.

V. COVENANTS & RESTRICTIONS

1. Non-Solicitation. For [12] months post-employment, Employee shall not solicit Company customers or employees with whom Employee had Material Contact, except where prohibited by law.
2. Compliance Covenant. Employee shall comply with all federal, state, and local laws, as well as all Company policies, procedures, and lawful directives.
3. Notice Obligations. Employee must promptly notify [HR/LEGAL] of (a) any arrest or criminal charge (excluding minor traffic violations), (b) any loss of mandatory licensure, or (c) any potential conflict of interest.
4. Cure Period. Employee shall have five (5) business days after written notice to cure any non-material breach capable of cure.

VI. DEFAULT & REMEDIES (DISCIPLINE)

1. Events of Default. “Default” includes but is not limited to:
    a. Material breach of Company policy;
    b. Dishonesty or falsification of Company records;
    c. Gross misconduct, violence, or threats of violence;
    d. Violation of the law in connection with employment.

2. Progressive Discipline. Except for serious misconduct, the Company generally follows:
    Step 1 – Verbal Warning
    Step 2 – Written Warning
    Step 3 – Final Written Warning / Suspension
    Step 4 – Termination

[// GUIDANCE: The Company may bypass steps where warranted. Ensure discretionary language is retained to preserve flexibility.]

3. Remedies. In addition to termination, the Company may seek restitution, injunctive relief, or other lawful remedies.

4. Attorney Fees. In any action to enforce Sections IV, V, or VIII, the prevailing party shall be entitled to reasonable attorney fees and costs, except where prohibited by law.

VII. RISK ALLOCATION

1. Indemnification for Employee Conduct. Employee agrees to indemnify and hold harmless the Company, its officers, directors, and agents from any loss, liability, or expense arising out of Employee’s willful misconduct or grossly negligent acts outside the scope of employment. Conversely, the Company shall indemnify Employee to the fullest extent permitted by law for acts performed within the scope of employment.

2. Limitation of Liability. To the extent permitted by law, the Company’s aggregate liability for violations of this Handbook shall not exceed applicable Statutory Limits.

3. Insurance. The Company maintains workers’ compensation, general liability, and employment practices liability insurance (“EPLI”) as required by law and prudent business practice.

4. Force Majeure. Performance of non-wage obligations may be suspended for events beyond the reasonable control of the affected party, including natural disasters, acts of terror, or governmental orders, until the event abates.

VIII. DISPUTE RESOLUTION

A. Governing Law & Forum

This Handbook and any disputes arising hereunder shall be governed by the laws of the State of Oregon, without regard to conflicts-of-law principles. Except as provided in Section VIII.B, the parties consent to exclusive jurisdiction and venue in the state courts located in [COUNTY], Oregon.

B. Optional Arbitration

1. Offer of Arbitration. The Company offers to resolve “Covered Claims” (defined as all legally waivable employment-related disputes) through final and binding arbitration under the then-current Employment Arbitration Rules of the American Arbitration Association.
2. Opt-Out Right. Employees may decline arbitration by submitting a signed “Arbitration Opt-Out Form” to HR within thirty (30) calendar days of receipt of this Handbook.
3. Procedures & Costs. The Company shall bear arbitration filing fees in excess of the filing fee for initiating a civil action in Oregon state court. Each party otherwise bears its own attorney fees, except where a statute provides otherwise.
4. Class/Collective Waiver. Arbitration shall be conducted on an individual basis only, to the maximum extent permitted by law.

C. Jury Waiver

To the extent a dispute proceeds in court and jury waiver is lawful, the parties knowingly and voluntarily waive trial by jury. Nothing herein waives any right prohibited from waiver under Oregon or federal law.

D. Injunctive Relief

This Section does not limit either party’s right to seek provisional injunctive relief in aid of arbitration or to prevent irreparable harm, provided that any permanent relief shall ultimately be determined in accordance with the agreed dispute forum.

IX. GENERAL PROVISIONS

A. Amendment & Waiver. The Company may modify, rescind, or add policies at any time, with or without prior notice, by distributing a written update. No verbal statement may amend this Handbook. A waiver in one instance shall not constitute a continuing waiver.

B. Assignment. Employee may not assign any right or delegate any obligation under this Handbook. The Company may assign its rights and obligations to any successor-in-interest.

C. Severability. If any provision of this Handbook is found unenforceable, it shall be narrowed only to the extent necessary or, if necessary, severed; the remainder shall remain in full force and effect.

D. Integration. This Handbook supersedes all prior handbooks, manuals, and policy statements concerning the same subject matter.

E. Electronic Signatures & Counterparts. The Company may deliver this Handbook and obtain acknowledgments electronically.

F. Successors & Assigns. All provisions herein shall inure to the benefit of and be binding upon the parties’ respective successors and permitted assigns.

X. EXECUTION BLOCK (ACKNOWLEDGMENT OF RECEIPT)

I, [EMPLOYEE NAME], acknowledge that I have received, read, and understand the [YEAR] Employee Handbook for [COMPANY LEGAL NAME]. I agree to comply with the policies and procedures contained herein. I understand that this Handbook does not create a contract of employment and that my employment is at-will, terminable by either the Company or me at any time, with or without cause or notice.

OPTIONAL: Arbitration Agreement
☐ I agree to the Arbitration Agreement in Section VIII.B.
☐ I opt out of the Arbitration Agreement by submitting a separate, signed Opt-Out Form within thirty (30) days.

[// GUIDANCE: Maintain executed acknowledgments in the personnel file for at least the state-mandated retention period plus any applicable statute of limitations.]

© [YEAR] [COMPANY LEGAL NAME]. All rights reserved.