CTSJ upholds an at-will employment relationship with workers which is defined by Oregon state law. At-will employment laws allow employers to terminate workers for any reason and without prior notice. In addition, at-will employment laws also provide employers with the ability to change wage rates, remove benefits or decrease the amount of paid time-off afforded to employees. In the event there exists a contract that stipulates other terms, CTSJ must adhere to those terms when terminating workers.

A non-competition agreement is required to by signed and notarized before working at CTSJ. This document covers many things that you are legally obligated to not not disclose. There is also a number of

Do not disclose the following:

• Any personal information regarding a co-workerDo not provide employees phone numbers, place of residence, schedule, social media, or any other private information to others. This is their private information and must be respected.
• Any personal information about the owner of the companyPeople may approach you asking information about Salomon like where he is, his phone number, place of residence, or other personal information. NEVER reveal this information. Apologize and tell them that you are unable to provide this information.
• Our vendors, how much we pay for garments, markup on product, or other information that is private for our company.
• Company trade secrets such as our silk screening process or time/temp/pressure for printing transfers

If your unsure about revealing any specific information, always consult your manager first.

CTSJ is an “equal opportunity employer.” CTSJ will not discriminate and will take “affirmative action” measures to ensure against discrimination in employment, recruitment, advertisements for employment, compensation, termination, upgrading, promotions, and other conditions of employment against any employee or job applicant on the bases of race, creed, color, national origin, or sex. .

For more information regarding Equal Opportunity Employment, refer to the official government website

CTSJ is compliant with all ADA and Disability related law. For more information regarding the ADA, visit the official government website.

The purpose of this policy is to ensure employee and public safety while maintaining a productive work environment.

CTSJ reserves the right to test its employees for the presence of any drugs or alcohol above the prescribed level

• Drug and alcohol test may be required prior to employment.
• Random drug and alcohol screenings may be initiated for any employee at any time.
• In the event of an accident or injury, CTSJ may perform an immediate drug and alcohol test.
• Employees displaying reasonable evidence of impairment from drugs or alcohol are subject to an immediate drug test.
• Any employee whose test results show drug or alcohol content above the accepted level is liable for disciplinary action as well as termination.

The alcohol and drug screenings are carried out by an unbiased third party medical agency. Drug tests are performed transparently without the intention of violating any employee rights. Results from the drug test will not be shared with other co-workers except for the owner and the those involved with handling the results of the drug test.

What is Sexual Harassment?

Sexual harassment is defined as unwelcome sexual advances, or visual, verbal or physical conduct of a sexual nature, that is directed toward an individual because of gender.

This definition includes many forms of offensive behavior, and can also include conduct that is not sexual in nature but is gender-related.

Sexual harassment includes the harassment of the same or of the opposite sex. 

Examples of prohibited behavior:

• Visual conduct: leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons or posters.
• Verbal conduct: making or using derogatory comments, epithets, slurs and jokes. Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual.
• Physical conduct: touching, assault, impeding or blocking movements.
• Graphic or degrading comments about an individual or his or her appearance
• Repeated sexual flirtations, advances or propositions
• Continued or repeated language of a sexual nature
• Making or threatening retaliatory action after receiving a negative response to sexual advances
• Offering employment benefits in exchange for sexual favors (quid pro quo)

Sexual harassment will NOT BE TOLERATED in this workplace.

Should any employee feel that they are a victim of sexual harassment, they have the right to raise a complaint. Employees can submit verbal or written complaints to their immediate superior (or bypass their immediate superior if he or she is the alleged harasser). It is also helpful for them to inform the harasser directly that the conduct is unwelcome and must stop.

All complaints of sexual harassment will be taken very seriously. Allegations will be investigated and the circumstances, nature & context of the alleged incidents evaluated. Disciplinary actions will be taken as needed, up to and including termination.

CTSJ is committed in all areas to providing a work environment that is free from discrimination. Discrimination based upon an individual’s sex, race, ethnicity, national origin, age, religion or any other legally protected characteristics will not be tolerated. All employees, including supervisors and other management personnel, are expected and required to abide by this policy.

Employees can submit verbal or written complaints to their immediate superior (or bypass their immediate superior if he/she is the one discriminating). All complaints will be taken very seriously. Allegations will be investigated and the circumstances, nature & context of the alleged incidents evaluated. Disciplinary actions will be taken as needed, up to and including termination.

CTSJ is compliant with Oregon state laws involving minors. Below is a list of state mandated regulations for employing minors.

14 & 15 Year-Olds:

• Can work three hours per day on school days, Eight hours per day on non-school days
• 18 hours per week maximum
• Only between the hours of 7 a.m. and 7 p.m
• Working is not allowed during school hours.
• When school is not in session: Eight hours per day, 40 hours per week maximum
• Can work from 7 a.m. to 9 p.m June 1st through Labor Day

16 & 17 Year-Olds:

• Can work any time of year:
• Can work any hours – no daily restrictions
• 44 hours per week maximum.

Other Restrictions:

Use of certain equipment will be restricted depending on the age and the risk associated with the equipment.

Rehiring Criteria for all Candidates

Whether a seasonal employee or a previous year-round employee, the following criteria must be met for rehire.

• Have resigned from their earlier employment with the Company with timely notice in compliance with Company policy;
• Received performance evaluations showing satisfactory performance in terms of job performance, attendance, and similar measuring factors. 
• If an employee resigned prior to receiving an evaluation, the employee must have successfully completed the probationary period and have no disciplinary or similar record in the employee’s prior employment file;
• Employee must pass the a current drug screening test if requested.
• CTSJ reserves the right to run another background check before rehiring.
• If any of the above pre-requisites are not met, you may contact the hiring manager or owner in order to see if you are still eligible for rehire.