Full-Time SEIU 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 SEIU Employees:

• To qualify for the part-time employee health insurance package, you must be regularly scheduled to work between 20-29 hours per week (0.5 FTE - 0.74 FTE).
  
  
  

The health insurance package for full-time SEIU 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.  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
    
    
    
    
    
  
  
  

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)
  SEIU 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.  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/.

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 one (1) day per month, based on the employee’s workday.  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 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 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.

Full-time SEIU employees who are employed on a twelve-month (12) basis shall receive vacation with pay.  Vacation is accrued monthly.  Please refer to the SEIU Collective Bargaining Agreement (CBA) for the accrual schedule.  Vacation may be used for whatever purpose an employee may choose, provided that it is requested in advanced and approved by the supervisor and the employee has sufficient accrual to cover their absence.  Employees may carry over one (1) years’ vacation accrual each fiscal year.