Oregon production worker employment contract template

Oregon Production Worker Employment Agreement

This Full-Time Oregon Production Worker Employment Agreement (the "Agreement") is made and entered into as of [Date of Signing] by and between [Employer Legal Name], a [State of Incorporation] corporation with its principal place of business at [Employer Address] ("Employer"), and [Employee Legal Name], residing at [Employee Address] ("Employee").

1. Job Title and Duties

• Option A: The Employee is hired as a Production Worker and will perform the following primary duties:
  • Operating manufacturing equipment.
  • Assembling products or parts.
  • Conducting quality control inspections.
  • Performing machine maintenance.
  • Packaging finished goods.
  • Cleaning and sanitizing work areas.
  • Adhering to safety protocols.
  • Handling materials.
  • Reporting equipment malfunctions.
• Option B: (Specific duties tailored to the role - e.g., operating a specific machine, welding, etc.) The Employee is hired as a [Specific Job Title] and will perform the following primary duties: [Detailed List of Duties].

2. Certifications and Training

• Option A: Required Certifications and Training: The Employee must possess and maintain the following certifications: [List of Required Certifications, e.g., Forklift Certification, Oregon OSHA 10/30-Hour Card, Hazardous Materials Handling Certification]. The Employee will participate in mandatory safety briefings and lockout/tagout procedures as required by Employer and Oregon OSHA regulations.
• Option B: No Specific Certifications Required: No specific certifications are required for this position. The Employee will receive all necessary training from the Employer. The Employee will participate in mandatory safety briefings and lockout/tagout procedures as required by Employer and Oregon OSHA regulations.

3. Physical Demands and Environmental Conditions

• Option A: The physical demands of this position include: [Detailed description of physical demands, e.g., repetitive motion, lifting up to X pounds, standing for extended periods]. The work environment may include: [Description of environmental conditions, e.g., exposure to heat/cold, high noise levels, exposure to chemicals, requirement to wear PPE such as safety glasses, hearing protection, and safety shoes].
• Option B: (Simplified Description) The physical demands are those typically associated with a production environment. The Employee will be required to wear appropriate PPE as directed by the Employer.

4. Work Location and Schedule

• Option A: The Employee's primary worksite location is: [Worksite Address in Oregon]. The Employee's designated shift is: [Day/Swing/Night/Rotating]. The weekly schedule is: [Days of the week], from [Start Time] to [End Time].
• Option B: Worksite locations may vary within [City, Oregon]. The Employee's schedule will be communicated in advance by the Employer.
• Meal and Rest Periods: The Employee is entitled to a minimum 30-minute unpaid meal period for each shift of six (6) hours or more, and a 10-minute paid rest period for every four (4) hours worked, in accordance with Oregon law.

5. Employment Status and Hours

• Option A: The Employee's employment is full-time. The standard workweek is 40 hours. Overtime will be paid at 1.5 times the regular rate for hours worked over 40 in a workweek or 10 in a workday, as required by Oregon law.
• Option B: The Employee's employment is full-time. The standard workweek is [Number] hours. Overtime will be paid in accordance with Oregon law.
• Overtime Assignment: Overtime work requires management approval. While employee consent is preferred, mandatory overtime may be required to meet production demands, subject to Oregon legal limits on maximum work hours.

6. Compensation

• Option A: The Employee's hourly wage is [Dollar Amount]. Paydays are [Day of the Week], [Weekly/Bi-weekly]. Payment will be made via [Check/Direct Deposit].
• Option B: (Including Bonuses) The Employee's hourly wage is [Dollar Amount]. The Employee may be eligible for production bonuses as determined by the Employer's bonus policy. The Employee will receive a shift differential of [Dollar Amount or Percentage] for evening/night/weekend shifts.
• Withholdings and Deductions: All statutory withholdings (e.g., federal and state income taxes, Social Security, Medicare) will be made. Deductions for benefits or garnishments will be made in accordance with applicable law. Final pay will be provided in accordance with Oregon law.

7. Benefits

• Option A: The Employee is eligible for the following benefits:
  • Health Insurance (Eligibility: [Eligibility Requirements], Start Date: [Start Date], Cost Sharing: [Employee Contribution Amount/Percentage])
  • Vision Insurance (Eligibility: [Eligibility Requirements], Start Date: [Start Date], Cost Sharing: [Employee Contribution Amount/Percentage])
  • Dental Insurance (Eligibility: [Eligibility Requirements], Start Date: [Start Date], Cost Sharing: [Employee Contribution Amount/Percentage])
  • Oregon Sick Time (Accrual and usage will comply with Oregon law, providing at least 40 hours of paid/unpaid sick leave annually for employers with 10+ workers, or 6+ in Portland.)
  • [Other benefits: e.g., Paid Vacation, Holidays, Jury Duty, Bereavement Leave, Short-Term Disability, Long-Term Disability, 401(k)/Retirement Plan]
• Option B: The Employee is eligible for the following benefits in accordance with the Employer's benefit plans: [List of Benefits]. Detailed information regarding eligibility and plan details will be provided separately.

8. Workers' Compensation

The Employer will comply with Oregon Workers' Compensation laws. The Employee is required to report any workplace injuries or hazards immediately to [Designated Person/Department].

9. Workplace Safety

The Employee will adhere to all Oregon OSHA rules and regulations. The Employee has the right to refuse unsafe work without retaliation and must immediately report unsafe conditions to [Designated Person/Department]. The Employer will conduct thorough accident investigations.

10. Reasonable Accommodation

The Employer is committed to providing reasonable accommodations for disabilities and pregnancy in accordance with Oregon law (ORS 659A) and Oregon BOLI guidance. The Employee should request accommodation by contacting [Designated Person/Department].

11. Anti-Discrimination and Harassment

The Employer is an equal opportunity employer and prohibits discrimination and harassment based on race, color, religion, sex, sexual orientation, national origin, marital status, age, genetic information, disability, military/veteran status, gender identity, or any other protected category under Oregon law.

12. Drug and Alcohol Policy

The Employer maintains a drug and alcohol-free workplace. The Employee may be subject to reasonable suspicion and post-incident testing in compliance with Oregon law. Workplace impairment due to recreational marijuana is prohibited, and federal contracts (if any) will be considered.

13. Weapons Policy

The possession of weapons on Employer premises is prohibited unless required by the Employee's role and allowed under state law.

14. Performance Standards and Evaluation

The Employee's performance will be evaluated based on [Describe evaluation criteria, e.g., quality of work, productivity, attendance, adherence to safety protocols]. The Employee will be subject to the Employer's attendance policy, including requirements for reporting tardiness and absences. The Employer utilizes a progressive discipline policy, and grounds for immediate dismissal include [List Grounds for Immediate Dismissal, e.g., theft, insubordination, violation of safety rules], consistent with Oregon’s at-will employment.

15. Confidentiality

The Employee will maintain the confidentiality of proprietary production processes, customer lists, supplier contacts, pricing, trade secrets, and physical or digital security protocols. Upon termination, the Employee will return all uniforms, PPE, access badges, and employer-owned tools.

16. Ownership of Tools and Inventive Output

The Employer retains ownership of all tools, company-issued devices, and inventive output created by the Employee during employment, as specified by Oregon intellectual property law.

17. Non-Compete

The parties acknowledge that Oregon law (ORS 653.295) restricts the enforceability of non-compete agreements for hourly, production, and non-exempt workers. This provision serves as notice that a non-compete agreement is likely not applicable to this position.

18. Termination

• Option A: Employment may be terminated by either party at any time, with or without cause, subject to Oregon law.
• Option B: (With notice period) The Employee is required to provide [Number] days written notice of resignation. The Employer may terminate employment with [Number] days written notice, except in cases of gross misconduct.
• Upon termination, the Employee will receive a final paycheck in accordance with Oregon law. All Employer property must be returned.

19. Dispute Resolution

The parties agree to attempt to resolve any disputes through direct communication.

• Option A: (Mediation/Arbitration) Any unresolved disputes may be submitted to mediation/arbitration (select one) in accordance with Oregon law.
• Option B: (No Mediation/Arbitration) Any legal action related to this Agreement shall be governed by Oregon law and brought in the courts of [County, Oregon].

20. Employee Rights

The Employee has the right to organize and engage in protected concerted activity. The Employee has the right to file complaints with the Bureau of Labor and Industries without fear of retaliation.

21. Receipt of Documents

The Employee acknowledges receipt of the Employer's safety manual, company policies, and state/federal legal notices (Oregon OSHA, break time for nursing mothers, Oregon Family Leave Act poster, etc.).

22. Policy Changes

The Employer reserves the right to revise policies and benefits within Oregon legal limits, with notice requirements for material changes as prescribed by BOLI.

23. Transportation

• Option A: (If applicable) The Employer provides transportation to/from the worksite due to limited public transit options during specific shifts. Details are outlined in the Transportation Policy.
• Option B: (No transportation provided) Employee is responsible for providing their own transportation to and from the worksite.

24. At-Will Employment

The Employee’s employment is at-will, meaning that either the Employee or the Employer may terminate the employment relationship at any time, with or without cause or notice. No company representative has the authority to alter the at-will status except through an explicit written agreement signed by an authorized officer of the Employer.

IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first written above.

_______________________________
[Employer Representative Name]

[Employer Representative Title]

_______________________________
[Employee Legal Name]