½ûÂþÌìÌÃ

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.

Part-Time PFSP Employees: 

• To qualify for the part-time employee health insurance package, you must work at least 20 hours per week (0.50 FTE to 0.74 FTE).
• Eligible part-time PFSP employees may elect either an Option 1 Plan or an Option 2 Plan.
  
  

Option 1 Plans - Available to Full-Time & Part-Time PFSP Employees

• Medical & Prescription
  The School District No. 1 Health & Welfare Trust offers one (1) Kaiser Permanente Health Maintenance Organization (HMO) Plan, one (1) Providence Preferred Provider (PPO) Plan, and one (1) Providence In-Network Plan. These plans have no pre-existing condition waiting periods.  All medical plans include prescription benefits.  New employees have a 31-calendar 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. 
  
  

• Vision
  Full-time and part-time PFSP employees enrolled in an Option 1 Medical Plan will have vision insurance coverage.  Employees who enroll in a Providence Medical Plan will have Vision Service Plan (VSP). Employees who enroll in the Kaiser Medical Plan will have Kaiser Vision. 
  
  
  • NOTE:  Part-time PFSP employees enrolled in an Option 2 Medical Plan do NOT have vision insurance.
    
    
• Dental
  Full-time and part-time PFSP employees enrolled in an Option 1 Medical Plan, will have dental insurance coverage.  Two (2) dental plan options are offered: Trust Delta Dental Plan (administered by Delta Dental of Oregon) and Kaiser Dental.  Both dental plans are traditional fee-for-service plans.  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.
  
  
  • NOTE:  Part-time PFSP employees enrolled in an Option 2 Medical Plan do NOT have dental insurance.
    
    

• Group Term Life/AD&D  |  The Standard Group Policy Number:  750971-A
  Full-time PFSP employees, and only part-time PFSP employees enrolled in an Option 1 Medical Plan, are automatically enrolled in the mandatory District-paid group term life insurance policy of $30,000 and the mandatory District-paid accidental death and dismemberment (AD&D) insurance policy of $30,000.  Part-time employees must enroll in an Option 1 Medical Plan to be eligible for group term life insurance.  We strongly encourage you to add your beneficiary(ies) at the time you enroll.
  
  NOTE: Part-time PFSP employees enrolled in an Option 2 Medical Plan do NOT have group term life / AD&D coverage.
  
  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 800-628-8600.
  
  
  • H&W Trust Certificate of Basic Group Term Life Insurance Coverage - The Standard Insurance Company
    
    
• Long Term Disability (LTD)  |  The Standard Group Policy Number:  750971-B
  Full-time PFSP employees, and only part-time PFSP employees enrolled in an Option 1 Medical Plan, are automatically enrolled in the mandatory self-pay Long Term Disability (LTD) insurance.  Part-time PFSP employees who are enrolled in an Option 1 Medical Plan will also be enrolled.  The LTD insurance is a salary replacement policy for an injury or illness sustained off the job.  Following a 90-day waiting period, benefits are payable at the rate of 60% of pre-disability income up to a maximum of $6,000 per month. Employees pay the full cost of the LTD insurance and premiums are withheld from the employee’s pay on an after-tax basis.
  
  NOTE: Part-time PFSP employees enrolled in an Option 2 Medical Plan do NOT have LTD coverage.
  
  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 800-628-8600.
  
  
  • H&W Trust Certificate of Group Long Term Disability Insurance Coverage - The Standard Insurance Company
    
    

IMPORTANT: Full-time PFSP employees who waive health insurance OR fail to enroll in health insurance, are automatically enrolled in Group Term Life/AD&D and LTD Insurance plans. 

Option 2 Plans - Available to Part-Time PFSP Employees ONLY

To qualify for the part-time employee health insurance package, you must work at least 20 hours per week (0.50 FTE to 0.74 FTE).  Eligible part-time PFSP employees may chose an Option 1 Plan (above) or an Option 2 Plan (below).

NOTE: Full-time PFSP employees are NOT eligible to elect Option 2 Plans. 

• Medical & Prescription
  The School District No. 1 Health & Welfare Trust offers one (1) Kaiser Permanente Health Maintenance Organization (HMO) Plan, one (1) Providence Preferred Provider (PPO) Plan, and one (1) Providence In-Network Plan. These plans have no pre-existing condition waiting periods. New employees have a 31-calendar window from their date of hire to enroll in the medical plan of their choice.  All medical plans include prescription benefits.

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 the Health & Welfare Trust Website:.

Eligible Dependents

• Your legal married spouse (including same sex married spouse);
  
  
• Eligible domestic partner, living together for six (6) months or more prior to enrolling in ½ûÂþÌìÌà benefits - Affidavit Required
• See Covering a Domestic Partner/Domestic Partner's Child(ren)? section below for more information
  
  
• Your children and your legal spouse’s or domestic partner’s children, up to age 26:
• This includes natural children, stepchildren, legally adopted children, children for whom you are the legal guardian, foster children, and children for whom you are legally responsible to provide health coverage under a Qualified Medical Child Support Order (QMCSO).
  
  
• Disabled children over age 26 if unmarried, incapable of self-support, dependent on you for primary support, and the disability occurred before the age of 26.
• For more information on covering disabled adult children, contact the Health & Welfare Trust (plan administrator) at 503-486-2107.
  
  

Eligible dependents do NOT include:

• A spouse from whom you are legally separated or divorced
• Anyone on active military duty
• Children over the age of 26 who are not disabled
• Your grandchildren, nieces/nephews or other relatives who live with you (unless you have court-appointed custody)
  
  

IMPORTANT:  You must notify the Health & Welfare Trust Administrative Office when a dependent is no longer eligible. You may be required to repay the Trust for any benefits paid after the dependent’s eligibility ends.

You will be required to submit the required documentation for all your dependents enrolled in your ½ûÂþÌìÌà 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.

Secova Dependent Eligibility Verification

To ensure that all enrolled dependents meet the Health & Welfare Trust’s eligibility requirements, the H&W Trust works with Secova, an independent firm, to conduct confidential dependent eligibility verification.

 If you are covering dependents, you must fully complete the mandatory dependent eligibility verification through Secova

• Within 45 days AFTER enrolling in benefits, you will receive your verification packet from Secova to the mailing address on file for you.
• You MUST submit directly to Secova all required documents for the dependents you are covering on your ½ûÂþÌìÌà health insurance by the deadline provided in your verification packet.
• IMPORTANT: If you do NOT fully complete the mandatory dependent verification audit through Secova, your dependents will be dropped from your ½ûÂþÌìÌà health insurance on the first of the month following receipt of a final termination letter from Secova.

More information on the Secova dependent eligibility verification can be found on the H&W Trust website at . 

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 ½ûÂþÌìÌà Benefits Department for more details.

For more information on imputed income, please visit the Health & Welfare Trust website at . 

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.  ½ûÂþÌìÌà 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 a notarized Affidavit of Domestic Partnership must be received by the 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.
• ½ûÂþÌìÌà 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 ½ûÂþÌìÌà 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 ½ûÂþÌìÌà 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 all the benefit information on the

1. 1. Select your Bargaining Unit (i.e., your Employee Group);
   2. Select your Status; then
   3. Click the GO! Button
      
      

• 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 submit the required supporting documentation to the ½ûÂþÌìÌà Benefits Team and complete their benefits elections 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:

• Benefits Enrollment & Changes webpage: /Page/7324
• Examples of Qualifying Events & Required Documentation: /Page/18906
  
  

Annual Open Enrollment Period

The Annual Open Enrollment Period takes place in October each year, and all changes take effect January 1st.  This is the time to add or remove dependents or change medical plans. This is a good time to update beneficiary information, as well.

New Employees

Newly hired benefits-eligible employees must enroll in their choice of medical plan within 31-calendar days of their start date. New employees will receive an email when their online benefits enrollment is available.

Current Employees with a Qualifying Event

Employees who experience a qualifying event have 31-calendar days from the date of the qualifying event* to make benefit changes.

• For more information, visit our Qualifying Events for Benefits Enrollment & Changes webpage: /Page/18906.
  
  

Current Employees with an FTE Change

Employees who have a qualifying change in FTE have 31-calendar days to make benefits changes.

Current Employees with a Job Change

Employees with job changes that impact benefits will receive an e-mail when their online benefits enrollment is ready and also have 31-calendar days to make the change.
 

IMPORTANT:  If the benefits eligible employee does not make a benefit election during this time period, enrollment changes will not be allowed until the next Annual Open Enrollment period or qualifying event.

* Unless otherwise indicated.

Insurance identification (ID) cards are issued directly from the insurance carriers. Processing time usually takes 3-5 weeks after submitting your online benefits enrollment.

If you or a covered dependent need medical attention prior to receipt of your insurance ID cards, please call your medical insurance carrier directly (contact information can be found at the bottom of this webpage). If the carrier is not showing coverage, contact the Health & Welfare Trust (plan administrator) for assistance at 503-486-2107.

If you have the VSP Choice Plan for vision insurance.  VSP does NOT issue insurance ID cards for vision insurance.  Contact VSP directly for information on how to access your vision insurance benefit at 800-877-7195 or . 

Employee Work Year Calendars: /Page/15515

• Regular school-based employees who work the entire school year will have benefits from October 1^st (coverage start date) through September 30^th of the following year (coverage end date), provided online enrollment is timely. 210 day work year employees beginning work in early August will be initially eligible for coverage beginning September 1st. 
  
  
• An employee who works or is paid for at least half of the work days and paid holidays in a calendar month will have coverage beginning the first day of the next calendar month provided enrollment is timely. If the employee works or is paid for fewer than half of the work days and paid holidays, coverage will begin the first day of the month following provided enrollment is timely.

Employee Work Year Calendars: /Page/15515

• Regular school-based employees who work their entire school year will have benefits from October 1st (coverage start date) through September 30th of the following year (coverage end date), provided enrollment is timely.
  
  
• Those hired on or before January 15th and who work their entire work year will have benefits through September 30th, unless the employee has been guaranteed continuing eligible employment for the next school year, in which case benefits will continue.
  
  
• Those hired after January 15th and who work their entire work year will have benefits through July 31st, unless the employee has been guaranteed continuing eligible employment for the next school year, in which case benefits will continue.
  
  
• Coverage will terminate at the end of the calendar month the employee resigns or ceases to be paid, unless the employee worked, or was paid, more than half the work days and paid holidays of the calendar month. Coverage will terminate at the end of the following calendar month in this case. 
  
  
• All those retiring under the PERS Bubble will have benefits through July 31st. 

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:

• ½ûÂþÌìÌà Flexible Spending Account (FSA) webpage: /Page/1652
• FSA Eligible Expenses - Health Care FSA (see General Purpose Health Eligible Expenses) & Dependent Care FSA:
  
• Request FSA 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: .

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: .

½ûÂþÌìÌà 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 ½ûÂþÌìÌà 403(b) Plan is administered by Carruth Compliance Consulting (CCC).  ½ûÂþÌìÌà 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 ½ûÂþÌìÌà 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.