Full-Time PFSP Employees:

• To qualify for the full-time employee health insurance package, you must work at least 30 hours per week (0.75 FTE).
• Full-time PFSP employees may elect an Option 1 Plan.
• Full-time PFSP employees are NOT eligible for Option 2 Plans.

The Flexible Spending Account (FSA) is a way for you to save income taxes when paying for eligible Health Care OR Dependent Care expenses. Normally, the FSA is a use it or lose it plan and any unused funds are forfeited.

• Health Care FSA
  Related expenses may include medical, prescription, vision and dental insurance co-pays, coinsurance, and deductibles not covered by insurance. The 2025 Health Care FSA contribution limits are a minimum of $240 up to a maximum of $3,300 per plan year. The first time you enroll in a Health Care FSA, you will receive a FSA debit card, which allows you to pay directly from your FSA account without having to wait to be reimbursed. Review the IRS Rules regarding undocumented FSA debit charges.
  
  
  
  
• Dependent Care FSA
  May be used for a qualifying dependent under the age of 13 or an eligible dependent who is physically or mentally incapable of self-care. The 2025 Dependent Care FSA contribution limits are a minimum of $240 up to a maximum of $5,000 per plan year. You can access account information online and set up recurring payments for reimbursement of dependent care expenses.  
  
  
  
  

Additional FSA Information:

• PPS Flexible Spending Account (FSA) webpage: /Page/1652
• FSA Eligible Expenses - Health Care FSA (see General Purpose Health Eligible Expenses) & Dependent Care FSA:
  https://psa.pacificsource.com/Eligible_Expenses.aspx
  
• Request FSA Reimbursement:
  https://psa.pacificsource.com/Request_Reimbursement/
  

Eligible employees must enroll online at the time of initial benefits enrollment if they wish to participate in the Health Care FSA and/or Dependent Care FSA OR
they must wait until the Annual Open enrollment Period, which is generally held in October, for an effective date of January 1st.

IMPORTANT: Employees MUST re-enroll each year at Annual Open Enrollment for their Employee Group to continue participation in the FSA for the next plan year.

The Standard Group Policy Number:  750971-C

Benefits-eligible employees may elect Voluntary Term Life Insurance for themselves, their spouse/domestic partner, and child(ren) on a self-pay basis.  The employee must be a Trust member to be eligible to enroll in Optional Life Insurance.  An employee may elect from $10,000 of coverage to up to five (5) times their annual salary (to a maximum of $500,000) in increments of $10,000 and may elect the same for their spouse/domestic partner. Children under 26 years of age may be enrolled in Optional Term Life Insurance in increments of $2,000 up to $10,000. Employees pay the full cost of the Optional Life Insurance and premiums are withheld from the employee’s pay on an after-tax basis.

New Employees have a guarantee issue amount of $100,000, and the spouses/domestic partners have a guarantee issue amount of $30,000, with no medical history questionnaire required. Elections must be made within the eligibility timelines (see above).

To enroll during the Annual Open Enrollment Period or to elect amounts greater than the guarantee issue amount, the employee and spouses/domestic partners are required to complete an Evidence of Insurability form (medical history questionnaire).  For children, no Evidence of Insurability form is needed. 

Additional information and the Evidence of Insurability form can be found on the H&W Trust Website: https://www.standard.com/mybenefits/ppsd1/eeoi.html.

Optional Life Insurance coverage will end at the end of the month of termination.  This coverage does have conversion and portability options on a self-pay basis.  Application must be made within 31-days after your life insurance ends.  For more information, contact The Standard at 800-628-8600.

• H&W Trust Certificate of Optional Group Life Insurance Coverage - The Standard Insurance Company

The Standard Group Policy Number:  750971-D

Benefits-eligible employees may elect additional Voluntary Accidental Death & Dismemberment (AD&D) Insurance coverage in amounts from $25,000 to $300,000 (in increments of $25,000) for themselves, or for themselves and their family on a self-pay basis.  Employees must enroll within the eligibility timelines or during Open Enrollment, but must be enrolled in a medical plan.  Employees pay the full cost of the Voluntary AD&D Insurance and premiums are withheld from the employee’s pay on an after-tax basis.

Voluntary AD&A Insurance coverage will end at the end of the month of termination.  This coverage does have conversion and portability options on a self-pay basis.  Application must be made within 31-days after your life insurance ends.  For more information, contact The Standard at 800-628-8600.

• H&W Trust Certificate of Voluntary Group Accidental Death & Dismemberment Insurance Coverage - The Standard Insurance Company

State and Federal tax laws allow employees to pay for the cost of a monthly TriMet Transit Pass on a pre-tax basis, which reduces taxable earnings.

For more information, including how to enroll, visit our TriMet Transit Pass Program webpage: http://www.pps.net/Page/1657.

PPS employees and their immediate family members are eligible to join the following credit unions for banking services such as savings, checking, IRAs, Certificates of Deposit, loans, and a variety of other services. 

• OnPoint Community Credit Union
  Customer Service:  1-800-527-3932
  
  
  
• Consolidated Community Credit Union
  Member Services:  503-232-8070.

The 403(b) Plan is a voluntary (optional) supplemental retirement savings program offered under section 403(b) of the Internal Revenue Code and is called the Tax-Sheltered Annuity Plan ("TSA Plan").  

The PPS 403(b) Plan is administered by PenServ.  PPS offers the following types of 403(b) Plans for eligible employees to contribute to:

• Traditional (before-tax) 403(b) Plan; and
  
• Roth (after-tax) 403(b) Plan, subject to vendor acceptance of such contributions.

All contributions to the PPS 403(b) Plan are made by the employee.  The District
does not contribute toward the 403(b) Plan and there is no Employer Match.

For more information, including how to enroll, visit our 403(b) Plan Tax Deferred Annuity webpage: /Page/18904.

For more information, visit our Employee Assistance Program webpage: /Page/1730.

PFSP members may be eligible for reimbursement for registration fees for workshops, seminars, and college tuition for the purposes of gaining new skills. Special discounted PCC classes may be available. Please refer to Article 14 of the PFSP Contract for additional information.

For more information, visit the Professional Development Funds webpage: /Page/2911.

Eligible employees accrue sick leave at the rate equivalent to one (1) day for each month worked.  All unused sick leave is carried over year to year.

Employees who complete one (1) full year of service with the District shall be accredited with the equivalent annual sick leave at the beginning of each fiscal or school year.

Employees may use one (1) day of funeral leave, plus one (1) additional day for travel (if required) for a friend or relative. In the case of an immediate family member, three (3) to five (5) days of bereavement leave at 100% pay, plus two (2) additional days at two-thirds pay (as stated in the union contract) are available.

All benefits eligible employees receive three (3) paid personal leave days, which may only be used for unavoidable personal business, attending to matters which cannot be scheduled outside the employee’s work hours. One-week advance notice is required for the latter, except in the case of an emergency. Paid personal leave shall not be used for recreation, other employment, union or political activities, or to extend other leave categories, unless on an approved Federal Family Medical Leave Act (FMLA) or Oregon Family Leave Act (OFLA). Paid Personal Leave is reset back to three (3) days July 1^st of each year and any unused balance is forfeited on June 30^th of the following year. Unit members who commence employment after the end of the first semester shall be entitled to one (1) day of paid personal leave.

All benefits eligible employees receive three (3) family illness days per year, which are to be used in the event of illness of an immediate family member. “Immediate Family” is defined in the PFSP union contract as the employee’s spouse, domestic partner, children, parents, grandparents, grandchildren, mother-in-law, father-in-law, brothers and sisters of the employee, including where the employee is designated as the legal guardian and also any person living in the home with the employee providing the employee is responsible for the care of such person. Family Illness Leave is reset back to three (3) days July 1^st of each year and any remaining balance is forfeited on June 30^th the following year, if unused.

Regularly employed 190-200-210-225 employees shall receive seven (7) specific holidays: New Year’s Day, Dr. Martin Luther King Jr. Day, President’s Day, Memorial Day, Labor Day, Veteran’s Day, Thanksgiving Day.

Employees whose regular work year includes Juneteenth, Independence Day, and/or Christmas Day shall receive a paid holiday for those days.

Ten (10) to twenty-two (22) vacation days are accrued annually based on the number of months/hours worked and on employment status. This leave is for eligible employees (generally year-round employees), and is for whatever purpose an employee may choose, provided that the vacation leave is requested in advance and approved by the supervisor and the employee has sufficient accrued leave to cover their absence. Employees may carry over one years’ worth of vacation accruals at the end of each calendar year. Anything over that will be forfeited.