Burger from 1882 Grille

Summer is here and we are thrilled to see many of our eating and drinking establishments now open to serve the public. I cannot think of a more idyllic location to visit in Oregon Wine Country than America’s favorite Main Street in McMinnville, Oregon and home of the 1882 Grille. Located just 30 minutes from Portland or Salem makes it an easy afternoon dining destination.

  1. The 1882 Grille was recently merged with its sister restaurant The Barberry to streamline operations. The owners have taken the best menu items from both restaurants to feature going forward. The food is NW fresh and features locally sourced beef and produce and house made pasta. Some of my favorites include the Roasted Beet Salad, Fish and Chips and Grilled Salmon. The menu also includes a variety of Burgers, Salads, Pizzas and a children’s menu.
  2. The 1882 Grille reopened to welcome guests to dine in on June 4th. The spacious multi-level restaurant offers 5 heated patios that provide comfortably distanced dining options. Four of their patios are pet friendly.
  3. Sip on a seasonal craft cocktail, a glass of local wine or a cold draft beer while enjoying the view from the rooftop bar that overlooks McMinnville’s Main Street. The bar features a rotating tap list that you can check out online.
  4. The restaurant has much historic character. Although built in 2015 the owners repurposed as much wood as possible from the building they replaced. Be sure and check-out the unique bar top that was recycled from a bowling alley floor in Philomath, Oregon. The 1882 Grille was named after the year the City of McMinnville incorporated as a city.
  5. The restaurant is open Thursday through Saturday from 11 am to 9 pm, and Sunday from 9 am to 3 pm. Due to reduced seating availability, reservations are recommended and can be made here.

Cascade is proud to have the opportunity to feature our member the 1882 Grille, an amazing dining destination in the heart of Oregon’s Wine Country.

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2020-Labor-Law-Posters-Blog

The Bureau of Labor and Industries (BOLI) has released its 2020-2021 Minimum Wage Poster that all employers must have updated as of July 1, 2020.

As of that date, Oregon’s minimum wage rates will increase as follows:

  • Standard (or Base) rate: increases from $11.25 per hour to $12.00 per hour
  • Portland Metro rate: increases from $12.50 per hour to $13.25 per hour
  • Nonurban Counties rate: increases from $11.00 per hour to $11.50 per hour

You can read more about the details in June’s NewsBrief.

If you have already purchased the current employment law poster from Cascade, you should soon receive stickers with the new minimum wage rates to replace the current rates before July 1, 2020.

If you have not yet purchased your all-in-one employment law poster, you may do so here.

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juneteenth-blog

Today is Juneteenth, a holiday celebrated within the Black community to commemorate the ending of slavery in the U.S. Celebrations vary by community and culture but often times mimic a 4th of July type gathering minus fireworks. My family typically celebrates with a potluck and sharing stories from family members about their experience moving to the northwest during the “Great Migration”.

As you return to work next week, we urge you to keep focus on current events and the killings of several Black men and women. One action we all can take is to normalize having these conversations at work. Cascade is committed to equity and centers it in our work, which means that we have to start by acknowledging that white supremacy and racism exist, and that they are deeply intertwined with work in all sectors.

If you have never had these discussions at work before, you may be nervous about how to approach them. Here are three steps we are taking, that you can consider as well:

  1. Acknowledge what happened. Moments like this impact people on an emotional level, and often we are trained to hide those emotions at work. Acknowledge the horror and trauma people may be experiencing. This may include sending an email to your staff, discussing it during a team meeting, and making time for one-on-one conversations. Acknowledge and create space, but don’t place a burden on people to deeply engage.
  2. Recognize that people’s reactions may be informed by their race. Often times, white people are less aware of the different types of racism and may be more shocked by violent acts of racism. People of color may be horrified, but not surprised, by overt acts of racism. Recognize that your worldview is largely shaped by your experiences, and don’t expect other people to explain their worldview.
  3. Commit to doing internal work to understand race and racism in our country. The overt acts of white supremacy from the past weeks can be an opening to better understand overt and covert white supremacy. This diagram highlights actions that people may easily identify as unacceptable (like Nazi rallies), and others that people may not even recognize (like white privilege). Racial Equity Tools provides resources to help you understand how race is constructed, how racism works, how privilege is embedded in our systems, and how internalized racism and superiority are created and maintained.

At Cascade we are compiling additional resources that will be available on our website soon. We also offer public and onsite training for your staff. If you have questions or need support contact our training team at training@cascadeemployers.com.

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Not Drowning; Just Waving. Nikon D3100. DSC_0440.

Let’s do a quick exercise:

You have just been informed that starting January 1, 2021 there is going to be a pandemic that will require a full restructuring of your workplace, including setting up your employees with remote work capabilities and establishing new social distancing and sanitizing procedures throughout the organization.

(To do this imagining exercise you must suspend the knowledge you have gained over the last few months.)

In anticipation of January 1, you will need to motivate your team, develop and communicate the plan, encourage collaboration, build on creative solutions and process all these changes in short order. With six months to plan and implement, what could go wrong? Would your team be ready? Would there be delays in implementation? Would some employees get with the program and others lag behind? Would employee engagement suffer?

Now compare this imaginary scenario to what we just went through. As we enter a Post-Pandemic World, the stories we are hearing from Cascade members are remarkable for the effectiveness, efficiency and the maintenance of employee engagement achieved. Somehow the urgency of a Governor’s order had moved a “project” forward in some rather amazing ways. Some of our plans may have been a little quick and dirty, but the job got done.

My side bet here is that, if you would have had six months to plan, your outcomes would have been no better. In fact, the urgency of our recent adjustments got our teams to focus and solve problems in exactly the ways we wish they would focus and solve problems all the time.

So, are there lessons here for us as leaders? Perhaps quick and dirty might be good enough? Create urgency to focus your team? Don’t sweat the insignificant details? Trust your team?

We shouldn’t create “false urgency,” employees see through that quickly. However, strong teams have a bias for action, for diving in, for making progress and mistakes that move us ahead. And strong teams learn solid lessons from experience. What has your team learned in the last few months?

For more than a few decades now, Cascade has encouraged and taught workplace leadership skills: the importance of listening, how to motivate and encourage, coaching opportunities, giving direction, delegating, accountability, the importance of sincere recognition and appreciation. The construct that supports all of these skills is that we are at our best when we learn from experience.

So here’s to letting urgency bring out our best, even if it ain’t always pretty. And here’s to asking our teams for a little bit more of that urgency even when the Governor is not putting us on notice. Here’s to learning a little bit from this chapter that will inform our success in the chapters to come.

What are your stories of resiliency, agility and learning? Please let us know how things are going in your workplace as we continue to ride the wave.

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