Full-Time Non-Represented Employees:

• To qualify for the full-time employee health insurance package, you must be regularly scheduled to work at least 30 hours per week (0.75 FTE).

Part-Time Non-Represented Employees:

• To qualify for part-time employee health insurance package, you must be regularly scheduled to work at least 20 hours per week (0.50 FTE), but less than 30 hours per week (0.74 FTE)
  
  
  

The health insurance package for Non-Represented employees includes:

• Medical & Prescription
  PPS offers two (2) Moda medical plans and two (2) Kaiser Permanente HMO medical plans to choose from.  These plans have no pre-existing condition waiting periods.  New employees have a 31-calendar day window from their date of hire to enroll in the medical plan of their choice.  All medical plans include prescription benefits.  Newly benefits eligible employees have a 31-calendar day window from the date of their employment change to enroll in the medical plan of their choice.  All medical plans include prescription benefits.
  
  
  • Health Savings Account (HSA) - Moda Plan 6 or Kaiser Plan 3 ONLY
    Optum Group ID Number:  S00830
    
    An HSA is a pre-tax account established to pay for qualified medical expenses for those who are covered under a High Deductible Health Plan.  Employees who enroll in a PPS High Deductible Health Plan, Moda Plan 6 OR Kaiser Plan 3, will have the option to set up an HSA.
     
    For full-time employees only, the District contributes the following monthly amount into an Optum HSA account in their name: 
    
    • Employee Only: $175/month
    • Employee + Spouse: $300/month
    • Employee + Children / Family: $300/month
    
    
    
    
    
    
    
  
  
  

Employees may elect additional voluntary, pre-tax payroll deductions into their HSA (IRS limits apply). Employees must enroll in this plan when enrolling in the medical plan in order for the District to contribute to their HSA.

• Vision
  All Non-Represented employees enrolled in a medical plan will have VSP choice Plus Plan vision insurance coverage.
  
  
  
• Dental
  All Non-Represented employees in a medical plan will have dental insurance coverage. Three (3) dental plan options are offered: Kaiser Plan 8, Delta Dental Plan 5, and Delta Dental Plan 6.  New employees have a 31-calendar day window from their date of hire to enroll in the dental plan of their choice.  Newly benefits eligible employees have a 31-calendar day window from the date of their employment change to enroll in the dental plan of their choice.
  
  
  • IMPORTANT:  If you do not enroll yourself or your dependents when initially eligible, and then enroll during the next Annual Open Enrollment period, newly enrolled member(s) will be subject to a 12-month dental waiting period, meaning only diagnostic and preventative care on the dental plans will be covered for the first full 12 months of coverage.  Exceptions may apply if you enroll due to a qualifying status change.
    
    
    
  
  
  

• Group Term Life  |  The Standard Group Policy Number:  646595
  Eligible full-time and part-time employees are automatically enrolled in a District-paid group term life insurance policy two-times (2x) their annual salary to a maximum of $300,000.  We strongly encourage you to add your beneficiary(ies) at the time you enroll.
  
  Group Term 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 866-756-8115
  
  
  • OEBB Certificate of Group Term Life Insurance Coverage - The Standard Insurance Company
    
    
    
  
  
  
  
  
  
• Long Term Disability (LTD)  |  The Standard Group Policy Number:  646595
  Eligible full-time and part-time employees are automatically enrolled in District-paid Long Term Disability (LTD) insurance.  The LTD insurance is a salary replacement policy for a disability.  Following a 90-day waiting period, benefits are payable at the rate of 66 2/3% of pre-disability income up to a maximum of $8,000 per month. Benefits are taxable.
  
  LTD coverage will end on your last day of employment.  You may be able to convert your LTD when your coverage ends.  Application must be made within 31-days after your LTD insurance ends.  If you are retiring from the District, you will not be eligible to convert your LTD.  For more information, contact The Standard at 866-756-8115.
  
  
  • OEBB Certificate of Group Long Term Disability Insurance Coverage - The Standard Insurance Company
    
    
    
  
  
  
  
  
  

• OEBB/PEBB Double-Coverage
  If you are a full-time active employee and you cover a dependent on your OEBB medical coverage who is also a full-time active employee and enrolled in their own OEBB or PEBB medical plan through their own employment, you will pay a $5 per month surcharge for this double-coverage. This surcharge is a state law that went into effect October 1, 2020.
  

Most District employees share in the cost of health insurance premiums. The payroll deductions for medical insurance are withheld from the employee’s pay on a pre-tax basis. Premiums are deducted the month prior to coverage (i.e., September paycheck pays for October coverage).

For monthly rates/costs, visit our Non-Represented Employee Group webpage at /Page/1636.

Full-Time Non-Represented Employees (over 30 hours per week) may choose to opt-opt of PPS health insurance coverage (medical/prescription, dental, and vision) and receive a $400 taxable monthly stipend if they have other employer sponsored health insurance coverage, Medicare, or Tricare.  

To opt-out as a new employee/newly benefits eligible employee, please select the "Opt-Out" option in the medical election section when completing your benefits enrollment PeopleSoft Employee Self-Service (ESS).

Once you opt-out, you will need to wait for the next Annual Open Enrollment Period to enroll in a PPS health insurance package, unless you experience a qualifying event (e.g., marriage, divorce, death, loss of other coverage).

• Legal Spouse (including same sex married spouse);
  
  
  
• Domestic Partner (same sex or opposite sex), living together for six (6) months or more prior to enrolling in PPS benefits - Affidavit Required
  • See Covering a Domestic Partner/Domestic Partner's Child(ren)? section below for more information
    
    
    
• Child(ren) Up to Age 26
  
  • Biological child, legally adopted or legally placed for adoption
  • Legally placed
  • Step-child
  • Domestic Partner's child - Affidavit Required
    
    • See Covering a Domestic Partner/Domestic Partner's Child(ren)? section below for more information
      
      
      
    
    
  
  
• Qualifying Disabled Adult Child(ren) Over Age 26
  • For more information on covering disabled adult children, contact OEBB (plan administrator) at 888-469-6322.
    
    
    

You will be required to submit the required documentation for all your dependents enrolled in your PPS health insurance plan

The Affordable Care Act (ACA) requires the District to collect social security numbers for all dependents enrolled in the employee’s medical plan. The social security numbers are used as identifiers in reporting health insurance coverage to the IRS. Dependents for which social security numbers are not provided may not be enrolled.

For employees covering a Domestic Partner*/Domestic Partner's Child(ren), the IRS requires the District to withhold federal and Social Security taxes on the fair market value of the domestic partner and their dependents’ coverage. This is in addition to the base premium that all employees pay based on the plan they choose. State taxes may also be withheld depending on the employee’s situation. The Imputed Income is also subject to the 6% PERS contribution for OPSRP Pension Members only (hired on or after August 29, 2003). Please contact the PPS Benefits Department for more details.

For more information on imputed income, please visit our Non-Represented Employee Group webpage at /Page/1636.

IMPORTANT: The value of your domestic partner health insurance coverage is considered a taxable benefit under federal IRS regulations. If you have domestic partner health insurance coverage, an additional taxable income, also known as imputed income, is added to your pay each month and then the appropriate taxes are withheld. The impact on your tax withholding will depend on your gross pay and your W-4 filing status.  PPS cannot provide tax advice.  We strongly encourage you to seek out a certified tax professional for assistance.

If enrolling a Domestic Partner/Domestic Partner's Child(ren), the domestic partnership must have been established for at least six (6) months preceding the effective date of coverage. A Certificate of Registered Domestic Partnership OR an Affidavit of Domestic Partnership notarized by an Oregon Notary must be received by the PPS Benefits Department within three (3) days of your enrollment.  The affidavit can also be found on our Benefit Forms webpage at: /Page/18910. 

• Most banks offer free notary services and only one of the two partners needs to be present.
• PPS does have free notaries available in Human Resources at the Dr. Matthew Prophet Education Center (formerly BESC) by appointment only.  Email benefits@pps.net to schedule an appointment.
  
  
  

* A Domestic Partner is an unmarried individual of the same or opposite sex whom you have been living with for six months or more prior to enrolling in PPS benefits.  NOTE: A legally married spouse is not a Domestic Partner.

Once your employment information has been processed in the HR computer system, you will receive the Benefits Enrollment Notification to your PPS email account and personal email account (if on file), letting you know your online benefits enrollment event is ready for you to complete and submit in PeopleSoft Employee Self-Service (ESS).  You have 31-calendar days from your start date to enroll.  You may then follow the Online Benefits Enrollment Instructions to complete and submit your benefits enrollment.

In preparation, we encourage you to do the following before enrolling in benefits:

• View the most current insurance comparison.
• View the most current monthly rates/costs sheet.
• If you will be covering a domestic partner/domestic partner's children, view the most current imputed income rate sheet.
• If you will be covering dependents (spouse/domestic partner/children), gather their dates of birth and social security numbers.
• For your beneficiaries, gather their dates of birth and social security numbers.

IRS rules state that benefit selections may only be changed when an employee experiences a qualifying event or during the Annual Open Enrollment period. The employee must complete an online enrollment via PeopleSoft Employee Self-Service (ESS) and upload the appropriate required documentation. The change must be consistent with the event.

Qualifying Events

Employees who experience a qualifying event must complete their benefits changes within 31-calendar days* from the date of the qualifying event.

* Unless otherwise indicated

For more information and instructions on making changes to your benefits due to a qualifying event visit:

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 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.
  • 2025-calendar year Health Care FSA maximum contribution limit is $3,300. 
    
     
• Limited Purpose Flexible Spending Account (LFSA)
  Non-Represented employees who have a Health Savings Account (HSA)— must be enrolled in Moda Plan 6 or Kaiser Plan 3 to have an HSA—are eligible to enroll in a Limited Purpose Flexible Spending Account (LFSA) similar to the traditional Health Care FSA.  An LFSA allows you to pay for eligible out-of-pocket preventive care for dental, orthodontic, and vision expenses. 
  • 2025-calendar year Limited FSA maximum contribution limit is $3,300.
    
     
• 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.  You can access account information online and set up recurring payments for reimbursement of dependent care expenses.  
  • 2025-calendar year Dependent Care FSA maximum contribution limit is $5,000.

For more information, visit our Flexible Spending Account (FSA) webpage: /Page/1652.


 

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 mid-August to early-September for an effective (start) date of October 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.

Benefits-eligible employees may elect Optional Life Insurance for themselves, their spouse/domestic partner, and child(ren) on a self-pay basis.  The employee must be enrolled in a medical plan to be eligible to enroll in Optional Life Insurance.  An employee may elect from $10,000 to $500,000 of coverage in increments of $10,000 and may elect the same for their spouse/domestic partner. Child(ren) under age 26 may be enrolled in Optional 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 $200,000.  Employees who enroll in the Optional Life Insurance may also enroll a spouse or domestic partner, with a guaranteed issue of $30,000 for new hires or a qualifying event such as marriage.  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 must complete an Evidence of Insurability form.

Additional information and the Evidence of Insurability form can be found on The Standard website: https://www.standard.com/mybenefits/oebb/.

Employees and their family members are eligible to enroll in Long Term Care (LTC) Insurance provided by UNUM.  New employees have a guarantee issue of coverage.  You must enroll within 31-days of hire to receive the guarantee issue.

Additional information can be found on the UNUM website at http://unuminfo.com/oebb/. You must apply for this benefit directly with Unum.

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 (pre-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.

Employees accrue ten (10) to twelve (12) sick days per year.  This leave is for absences due to an employee’s personal illness and medical appointments.  Sick leave may also be used for illness and medical appointments for immediate family members when the presence of the employee is required.  Sick leave is paid, limited to the employee’s accrued balance.

This leave is for absences due to the death of a relative or friend.  Generally, one (1) day is granted to attend the funeral of a relative or friend, with an additional day, if required, for travel.  For a death in the immediate family*, three (3) days with pay, plus two (2) additional days at two-thirds pay, are allowed.

* Immediate Family for the purposes of Bereavement Leave, means spouse, domestic partner, children, parents, grandparents, grandchildren, mother-in-law, father-in-law, brothers and sisters, and any person regularly living in the employee’s home.

All full-time employees receive up to three (3) days with pay for personal business that cannot be addressed outside the employee’s work day.  Personal Leave is not allowed for vacation or recreational purposes.  Absences necessary for an employee’s participation in religious observances is an appropriate use of personal leave.  Except in the case of an emergency, Personal Leave must be requested and approved in advance.

All full-time employees receive up to three (3) Family Illness days with pay, due to illness of an immediate family member* or for someone else who regularly lives in the employee’s home when the care or attention of the employee is required.  Family Illness Leave may not be used for an employee’s own illness.

* Immediate Family Member for purposes of Sick and Family Illness leaves, means spouse, domestic partner, children, parents, brothers, sisters, mother-in-law, father-in-law, grandparents and grandchildren.

Six (6) to nine (9) specific holidays are designated and are paid as part of the work year.

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 (working 260-days only), 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 two years’ worth of vacation accruals each July 31st.  Anything over that will be forfeited.