Columbia Gorge Center Employees/Applicants

Staff Training Program

Our staff receives ongoing in-house training in the following areas (depending upon individual job descriptions and positions held):

Behavior Support Strategies
Blood Borne Pathogens Exposure Control
CPR and First Aid
Fatal Five Awareness and Intervention
Fire Safety
Incident Report Writing
Individual Support Plan Writing and Monitoring
Mandatory Abuse Reporting
Medical Management and Medication Administration
Oregon Intervention System
Safety and Health in the Workplace
Task Analysis
Ethics and Values
Privacy and Confidentiality

In addition, specialized training is provided as indicated by individual client needs such as behavior and speech therapy consultations, physical/occupational therapy, oxygen administration, sign language, dual diagnosis, autism, and more.

The following summary is an overview and addresses some of the most frequently asked questions. This overview is not intended to be all-inclusive. We strongly recommend that all employees familiarize themselves with the Personnel Policies Manual (contained in the Employee Handbook). This manual sets forth in detail all of Columbia Gorge Center’s policies relating to the employment relationship. To obtain the forms mentioned in this summary, see your manager or contact Support Services staff at 541-386-3520.

Wages: All CGC employees (except hourly production workers) are eligible for wage increases after one year, 2.5 years, and 5.0 years of continuous service in the same or very similar position. Wage increases are not merit-based. They are automatic increases based upon length of service within a specific job description.

Pay Periods: CGC has a semi-monthly payroll. Time worked, vacation, sick leave, and holiday leave must be recorded on a “Staff Time Sheet” or “Production Worker Time Sheet.” Each month, the first pay period begins on the first day and ends on the 15th day. The second pay period begins on the 16th day and ends on the last day. Time sheets covering the first half of the month must be completed and turned in to managers by the end of the workday on the 15th day. Similarly, time sheets covering the second half of the month must be completed and turned in to managers by the end of the workday on the last day of the month.

Paydays: For time worked during days one through 15 of each month, payday will be on the 25th of the month (or the Friday before, if the 25th falls on either Saturday or Sunday). For time worked during days 16 through the end of the month, payday will be on the 10th day of the following month (or the Friday before, if the 10th falls on either Saturday or Sunday).

Who is Eligible for Sick Leave, Vacation Leave, and Health Insurance? Regularly scheduled hourly and salaried employees working a minimum of 30 hours per week. Temporary and on-call employees are not eligible for such benefits. Vacation and sick leave begin to accrue from the first day of employment. After six months of continuous employment, an employee becomes eligible for health insurance. Coverage will begin on the first day of the month following the six-month waiting period. See Personnel Policies Manual Section 8.

Sick Leave: Eligible employees' sick leave credit begins to accrue on the date of hire. Monthly updates are published in the “Employee Reference Manual from Accounting” (aka “ERMA”), available at each work site. Except for emergencies or unforeseen illness or accident, employees must request sick leave in advance by submitting a completed “Request for Absence from Work” form to the manager. See Personnel Policies Manual Sections 8.2 - 8.4.2.

Vacation Leave: Eligible employees’ vacation credit begins to accrue on the date of hire. Monthly updates are published in the “Employee Reference Manual from Accounting” (aka “ERMA”), available at each work site. Employees must request vacation leave in advance by submitting a completed “Request for Absence from Work” form to the manager. See Personnel Policies Manual Sections 8.5 - 8.5.4.

Holidays: CGC observes New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. In addition, employees annually vote on two floating holidays which are designated accordingly for the following calendar year. Employees (except temporary and on-call) become eligible for holiday pay on the date of hire. However, see Personnel Policies Manual Section 8.10.2 relating to special provisions for residential direct care staff and mobile crew workers.

Medical and Dental Insurance: Full-time and part-time (minimum 30 hours per week) employees become eligible for medical and dental coverage on the first day of the month following six months of continuous employment. The employee premium is paid in full by CGC. Dependent coverage may be available at employee expense through payroll deduction. Contact the Payroll/Benefits Specialist for dependent enrollment forms.

AFLAC Insurance: CGC invites an AFLAC representative once a year to present their insurance products (known as “portable benefits”). AFLAC portable benefits are available at employee expense through payroll deduction and will remain in force (provided the employee continues to pay premium directly to AFLAC) after an employee leaves Columbia Gorge Center.

Employee Expense Reimbursement: Certain expenses, such as work-related mileage, meals, educational materials, and etc. must be recorded on a monthly basis on an “Employee Reimbursement Request” form and turned in to managers with the employee’s time sheet for the second half of the month (ending on the last day of the month). A reimbursement check will accompany the employee’s payroll check on the 10th day of the following month.

Tuition Reimbursement: CGC employees are eligible for whole or partial tuition reimbursement, provided they obtain written prior approval by their manger and submit acceptable proof of attendance at accredited educational institutions. See Personnel Policy Manual Section 5.3.

Voluntary Retirement Contribution under IRC Section 403(b): As a non-profit corporation, CGC offers their employees the opportunity to make tax-deferred retirement contributions under Internal Revenue Code Section 403(b). Contact the Payroll/Benefits Specialist for details.

Credit Union: All employees may become members of the Cascade Central Credit Union and remain members after leaving CGC’s employment. CCCU offers checking, credit card, savings, retirement, and loan programs at competitive rates. Deposits and loan payments may be made through payroll deduction. Contact the Payroll/Benefits Specialist for membership information.

Employee Discount on CGC Products: CGC markets a perennial nursery stock and variety of products, such as antique fruit label reproductions. Employees are given a 10% discount off the retail price. Contact Support Services at the Hood River Workshop for a catalog and product availability information.

The Can O’Worms: CGC’s staff newsletter is published monthly and sent to all employees with their paychecks on the 25th of each month. This newsletter is a source of information regarding CGC events, holidays, employee birthdays and work anniversaries, new employees, and more. Our newsletter is published by and for all staff. Submit publishing contributions or ideas to Support Services at the Hood River Workshop.

Columbia Gorge Center Calendar: Our organization calendar is available at all work sites. This calendar contains day-and-time entries for staff meetings, in-service training sessions, special events, holidays, and more.

Company Activities