Oregon Paid Sick Leave (OPSL) provides paid sick leave for employees. The Company provides PTO in an amount sufficient to meet OPSL requirements so no additional paid leave will be provided. Even though PTO is used, the protections for qualified use under OPSL shall apply. Any reference to OPSL in this policy means PTO taken for OPSL qualifying reasons. PTO used for OPSL cannot be converted to cash, cashed-out or in any other way paid out except by use. PTO used for OPSL will not be paid out at termination of employment. PTO will only be paid out in accordance with the PTO policy.

Reasons for Leave: Employees may use OPSL:
 

• For the diagnosis, care or treatment of the employee’s or the employee’s family member’s mental or physical illness, injury or health condition, including preventative medical care;

• For the employee’s or the employee’s family member leave under the Company’s Domestic Violence, Sexual Assault, Stalking Policy;

• If the Company or the employee’s child’s school or day care is closed by order of a public official due to a public health emergency;

• If the employee needs to care for a family member whose presence in the community jeopardizes the health of others as determined by a public health authority or a healthcare provider; or

• Any law or regulation requires the Company to exclude the Employee from the workplace for health reasons.

​

Definition of Family Member: For the purposes of OPSL, “family member” means a spouse or domestic partner, grandparent or grandchild, parent-in-law, or biological, adoptive, or foster parent or child.

Eligible Employees: In order to use OPSL an employee must have worked at least 30 calendar days for the Company. OPSL will accrue during the first 30 days of employment but it may not be used until after the first 30 days.

Use of OPSL: OPSL may be used in increments of one hour to cover all or part of a shift. OPSL must be used if an employee is absent for a qualifying reason and the employee has OPSL in their leave bank.

Notice for Use of OPSL: Foreseeable Leave: If the reason for taking OPSL is a foreseeable absence, such as a pre-scheduled medical appointment, the employee must provide written notice as soon as possible, but not less than one week prior to the need for leave. When the employee uses OPSL for a foreseeable absence, the employee shall make every effort to schedule the leave so it does not
unduly disrupt our operations.

Unforeseeable Leave: If the reason for leave is unforeseeable, the employee shall provide notice by following our call-in procedure. Certification: If an employee uses OPSL for more than three consecutive shifts, we may require reasonable documentation that the OPSL is being used for a qualifying absence. If the employee has questions as to what is reasonable documentation, they should check with their supervisor.

Note: Under Oregon law if an employee is covered by a collective bargaining agreement, employed through a hiring hall or similar referral system operated by the labor organization or a third party, and has employment-related benefits are provided by a joint multi-employer/employee trust or benefit plan Fred Shearer & Sons is not required to provide OPSL for that employee. Since our union employees meet these criteria, they are not eligible for OPSL under this policy.