WA Employee Handbook (Construction Edition)

Section 1 · Welcome from the Owner

Welcome to Northpoint Construction LLC. We are a Washington-registered general contractor serving the greater Puget Sound region, specializing in residential and light commercial construction. Our team is the heart of this business — every project we complete is a direct reflection of the skill, care, and professionalism of the people who build it.

This handbook exists to make three things clear: what you can expect from us as an employer, what we expect from you as a member of our team, and what Washington law requires us to do together. It is not a contract of employment, and it does not guarantee employment for any specific length of time. It is a working document that will change as the law and our business change — and when it does, we will let you know.

Please read the whole thing. If you have questions, ask your foreman, site superintendent, or me directly. We would rather answer a question today than deal with a misunderstanding tomorrow.

Section 2 · About This Handbook

This handbook applies to every employee of Northpoint Construction LLC, including full-time, part-time, and temporary workers, regardless of role or jobsite assignment. It covers the basic policies that apply to everyone. Additional rules apply in specific situations — for example, our safety program (separate document) applies whenever you are on a jobsite, and our subcontractor agreement (separate document) applies to work we perform through subcontractor arrangements.

What this handbook is

• A summary of your basic rights and responsibilities as an employee.
• A description of how we handle pay, time off, safety, discipline, and separation.
• A plain-English guide to the Washington laws that affect your employment.

What this handbook is not

• A contract. Nothing in this handbook creates a promise of continued employment, a guarantee of specific benefits beyond those required by law, or any term other than at-will employment.
• A complete legal reference. When the law changes, the law controls even if this handbook has not been updated yet.
• A substitute for talking to your supervisor when you have questions or concerns.

Section 3 · At-Will Employment

Your employment with Northpoint Construction LLC is at will. This means that either you or the company may end your employment at any time, for any lawful reason, with or without notice. No supervisor, manager, or owner has the authority to modify this at-will relationship except in a written agreement signed by the owner specifically for that purpose.

Washington follows at-will employment as its default rule, subject to certain legal protections — for example, we cannot fire you because of your race, sex, religion, age (40+), disability, national origin, sexual orientation, gender identity, military status, or membership in other protected categories. We cannot fire you for exercising a legal right, such as filing a workers' compensation claim, reporting a safety violation to L&I, or taking time off under the Paid Sick Leave Act. We cannot fire you for refusing to do something illegal on the job. Beyond these kinds of protections, employment is at will.

Section 4 · Equal Employment Opportunity

Northpoint Construction LLC is an equal-opportunity employer. We do not discriminate in hiring, firing, pay, assignment, promotion, or any other term of employment on the basis of any legally-protected characteristic, including:

• Race, color, or national origin
• Sex, gender, sexual orientation, or gender identity or expression
• Religion or creed
• Age (40 years or older)
• Physical, mental, or sensory disability
• Marital status
• Veteran or military status
• Genetic information
• Pregnancy, childbirth, or related medical conditions
• Status as a victim of domestic violence, sexual assault, or stalking
• Any other characteristic protected by federal, Washington state, or local law

If you believe you have experienced or witnessed discrimination in our workplace, you can report it to your foreman, to the site superintendent, or directly to the owner at jmorales@northpointconstruction.example or (206) 555-0142. You can also file a charge of discrimination with the Washington State Human Rights Commission (1-800-233-3247) or the federal Equal Employment Opportunity Commission (1-800-669-4000) without first reporting internally. We will not retaliate against anyone for making a good-faith complaint or cooperating in an investigation.

Section 5 · Paid Sick Leave (Washington PSLA)

Every employee of Northpoint Construction LLC earns paid sick leave under Washington's Paid Sick Leave Act (RCW 49.46.200 and related regulations), regardless of full-time, part-time, or temporary status.

Accrual

You accrue one hour of paid sick leave for every 40 hours worked. Accrual begins on your first day of employment.

When you can use it

You can use paid sick leave for:

• Your own illness, injury, or health condition — including preventive care.
• Your child's, spouse's, registered domestic partner's, parent's, grandparent's, grandchild's, or sibling's illness, injury, or health condition.
• Time off when your workplace, or your child's school or place of care, is closed by a public official for a health-related reason.
• Absences qualifying as reasons under the Domestic Violence Leave Act (RCW 49.76).

How to use it

Call or text your foreman or site superintendent as soon as you know you will be out — ideally before your shift starts, but as soon as reasonably possible if a sudden illness or injury makes advance notice impossible. You don't need to explain your medical situation beyond what's needed to tell us when you expect to be back. For absences of more than three consecutive days, we may ask for documentation, consistent with what the law allows.

Paid sick leave and final pay

Unused paid sick leave carries over from year to year up to 40 hours. On separation from employment, unused balances are not paid out as wages (unless you are rehired within 12 months, in which case your prior balance is reinstated).

Section 6 · Washington Paid Family & Medical Leave (PFML)

Washington's PFML program provides paid leave for serious health conditions, bonding with a new child, and family-care situations, funded through payroll premiums shared between employer and employee. As an employee of Northpoint Construction LLC, you are covered under the program.

How premiums work

The state Employment Security Department (ESD) sets the premium rate each January. For 2026, the total PFML premium is 0.92% of wages up to the Social Security wage base. We withhold the employee portion from your paycheck and pay our employer portion to ESD on your behalf. Your exact employee deduction is shown on every pay stub.

When you can use PFML

You can apply to ESD for paid leave under PFML when you:

• Have a serious health condition of your own that prevents you from working.
• Are bonding with a new child (birth, adoption, or foster placement) within the first 12 months.
• Need to care for a family member with a serious health condition.
• Have a qualifying exigency related to a family member's military service.

How to apply

PFML benefits are administered by ESD, not by Northpoint Construction. When you need leave, apply directly at paidleave.wa.gov. Tell us that you are applying so we can coordinate your time off and any job-protected leave requirements. You do not need our approval to apply — the decision is between you and ESD.

Job protection

If you take approved PFML leave and you meet the statutory qualification requirements (at least 820 hours worked in the qualifying period), you are entitled to reinstatement to the same or equivalent position when you return. We will treat you as if you had been continuously employed for purposes of benefits and seniority.

Section 7 · Safety Rules (WISHA / WAC 296-155)

Your safety is our highest priority. Every jobsite we run complies with the Washington Industrial Safety and Health Act (WISHA), administered by L&I under Chapter 49.17 RCW and the regulations in WAC 296-155 (construction safety). Our full written Accident Prevention Program is a separate document — you will receive a copy during onboarding and a refresher at each jobsite.

General safety expectations

• Wear appropriate PPE for your task, including hard hat, safety glasses, high-visibility clothing, and task-specific gear (fall protection, respiratory protection, gloves, etc.) as required.
• Follow fall protection rules above 10 feet on construction sites (WAC 296-155-24611). If you are unsure, ask.
• Do not operate equipment you have not been trained and authorized to operate.
• Report hazards, near-misses, and injuries to your foreman or superintendent immediately — no matter how minor. A small report today prevents a big injury tomorrow.
• Participate in jobsite safety briefings (toolbox talks) and site-specific orientation.

Your right to report safety concerns

You have a legal right to report safety concerns without fear of retaliation. You may report internally (to your foreman, superintendent, or the owner), to L&I (1-800-423-7233 or at lni.wa.gov), or to the federal Occupational Safety and Health Administration. We will not retaliate against anyone for reporting a genuine safety concern.

Right to refuse dangerous work

If you believe a task poses an imminent danger of serious injury or death and there is no reasonable alternative, you have the right to refuse to perform that task until the hazard is corrected. Raise the concern with your supervisor first if you can do so safely. If not, remove yourself from the danger and then report immediately.

Section 8 · General Conduct and Workplace Rules

To keep our jobsites professional, productive, and safe, the following rules apply to everyone:

• Attendance and punctuality. Show up on time, ready to work. Call or text your foreman as soon as possible if you will be late or absent.
• Drug-free workplace. Northpoint Construction maintains a drug-free workplace. Reporting to work under the influence of alcohol or illegal drugs is prohibited. For post-incident testing (following an on-the-job injury or accident), we follow our written testing policy and applicable Washington rules. Washington has legalized recreational marijuana, but that does not change our drug-free workplace requirements — you cannot be impaired on the job.
• Tools and equipment. Use company tools and equipment only for company work. Take care of what you are issued. Lost or damaged tools may be deducted from your pay only to the extent permitted under RCW 49.48.010 and your signed tool agreement.
• Cell phones. Cell phone use is permitted during breaks and lunch. During work tasks, put the phone away unless it is being used as a tool (measuring app, plan review, communication with the foreman).
• Social media. You are free to discuss work conditions, pay, and workplace issues on your own social media — this is a legal right under the National Labor Relations Act. Do not post photos of jobsites, clients, or coworkers without their permission, and do not disclose proprietary business information.
• Respect for coworkers and subcontractors. Harassment, bullying, threats, and violence of any kind are prohibited. Treat every person you work with — employees, subcontractors, inspectors, clients, and the general public — with professionalism.