As of November 16th in Washington and November 18th in Oregon, each state has mandated specific guidelines that impact our business and in some cases require temporary closure. In response, many of our properties have needed to reduce employee hours or complete temporary layoffs to help offset the decline in business. Please see below for some responses to frequently asked questions that we have received.


What is the current ruling regarding business closures?

In Washington, the restrictions are statewide and will take effect Monday, November 16 at 11:59 PM and will remain in effect until Monday, December 14. The modified restrictions of restaurants, however, will take effect Wednesday, November 18 at 12:01 AM. Restaurants and Bars are closed for indoor dine-in service. Outdoor dining and to-go service are permitted, provided that all outdoor dining must comply with the requirements of the Outdoor Dining Guidance. Table size for outdoor dining is limited to a maximum of five (5) people.

In Oregon, from November 18 to December 2, Oregon will be in a statewide Two-Week Freeze to stop the rapid spread of COVID-19 across the state. Restaurants are delivery and take-out only. Gyms and fitness organizations, Indoor recreational facilities, museums, indoor entertainment activities, and indoor pools and sports courts musty close.


Can employees receive unemployment due to a reduction in hours or temporary property closure?

Yes, unemployment is available to employees that have experienced a total or partial reduction of hours in response to the covid-19 outbreak. Please see additional documents for specifics for both Oregon and Washington.


When I file for unemployment, do I need to also file for standby?

No, standby was only needed at the beginning of the shut down in order to be exempt from looking for work while on unemployment. Since then, OR and WA have discontinued the requirement to look for work in order to receive unemployment benefits so standby is no longer needed.


If employee hours are reduced partially or completely due to a decrease business, can employees use their available vacation and sick time?

Yes. However, you cannot draw unemployment benefits and vacation/sick at the same time without your unemployment amount being reduced. We will work with you to decide which option is most advantageous for you. If you want to use vacation/sick time first, please let your manager know so they can fill out the proper paperwork.


If I opt to use vacation/sick time, prior to temporary layoff will I still be paid via direct deposit?

Yes, pay will still come via direct deposit. Unemployment benefit payments will be set up when you file your unemployment claim. These are also paid via direct deposit.


Will Employees get to keep their medical benefits if they are on standby or drop below 30 hours?

If your position is placed on standby your benefits will end the first of the following month.

When you return to work and maintain 30 hours worked per week, you will become eligible for benefits again.


Can employees draw from their 401k to help with reduction in hours or on unemployment standby?

You can take out a loan against your 401k if you have at least $2000 available. You are eligible to withdraw 50% of the balance without penalty and without having to prove a hardship. Employees are able to withdraw the entire balance of their 401k if they are experiences a significant financial hardship such as an eviction or foreclosure. Hardship withdraws are subject to a 10% penalty. To learn more or to help decide if a unique situation would qualify as a hardship, employees can contact Fidelity directly at 800-835-5097.


Have there been any other changes to the 401k at this time?

Yes, effective 3/23/20 the NPM 401(k) Plan Employer Match will be suspended indefinitely. If you would like to update your 401(k) contribution percentage, you can go to Fidelity online at or call Fidelity at 1-800-835-5097 to make changes.


As always, please reach out to us if you have any questions that were not addressed in this update. Please continue doing what you are doing and know that we are here to support you through this difficult time.


If our property remains open, what steps are being taken to protect employees and customers/guests?

We continue to follow the CDC guidance, and mandates put forth by OR and WA governors.


Are there any other paid leave options if I am impacted by COVID-19?

Yes, there are leaves available under FFCRA, WA paid family leave act and Oregon COVID19 temporary paid leave. Please see additional document attached for more information on these options


What happens if an employee is exhibiting symptoms that mirror Covid-19 symptoms (fever, cough, respiratory distress)?

The employee stay home until symptoms have subsided for at least 24 hours from the last sign of fever, without the use of fever-reducing or other symptom-altering medicines (e.g. cough suppressants). 


When should I quarantine?


People who have been in close contact with someone who has COVID-19—excluding people who have had COVID-19 within the past 3 months.


People who have tested positive for COVID-19 do not need to quarantine or get tested again for up to 3 months as long as they do not develop symptoms again. People who develop symptoms again within 3 months of their first bout of COVID-19 may need to be tested again if there is no other cause identified for their symptoms.


What counts as close contact?


  • You were within 6 feet of someone who has COVID-19 for a total of 15 minutes or more

  • You provided care at home to someone who is sick with COVID-19

  • You had direct physical contact with the person (hugged or kissed them)

  • You shared eating or drinking utensils

  • They sneezed, coughed, or somehow got respiratory droplets on you


For specific scenarios, please visit this site:

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