Employee benefits are a significant part of your total compensation. Washington County is committed to providing employees a competitive benefits package. We also are committed to providing employee's tools and information to make an informed decision. This summary is intended to help benefits eligible employees and potential employees understand those benefits. This is only a summary and, as such, is not intended to override the plan contracts, County policies, personnel rules and regulations or bargaining agreements that govern these benefits. Eligibility and waiting period (first of the month after date of hire for most plans) requirements apply.
2019 Employee Benefit Guide
2020 Employee Benefit Guide
Washington County currently provides medical, dental and vision coverage for you and your eligible family members. Please refer to the plan summary for information regarding coverage levels and restrictions for each plan.
The County provides a choice between a Kaiser (HMO) plan or Providence (PPO) medical plan. Employees may choose between Delta Dental (formerly ODS) and Willamette Dental for dental coverage. The County offers vision coverage through Vision Service Plan (VSP).
Employees qualify for the Wellness Incentive by participating in Wellness activities throughout the prior year. If a new employee is hired after the close of the Wellness Incentive activity period they will be awarded the Wellness Incentive for the remainder of the benefit year. Employees will have an opportunity each year to qualify for the Wellness Incentive by completing select Wellness activities. Earning the Wellness Incentive gives employees a lower employee premium share on their medical, dental, and vision plans for the upcoming plan year (5% versus 10% for employees who do not earn the incentive). Current premium contribution rates are available by clicking here.
Employee Assistance Program (EAP): This Program provides strictly confidential counseling (in-person or E-support) and referral services for all benefit-eligible Washington County employees and their family members enrolled on their insurance plan.
Flexible Spending Accounts (FSA)
Health Care and Dependent Care FSA: These voluntary plans are designed to provide you with tax savings on certain health care and dependent care expenses. Annual maximum contributions for the plans are $2,500/year and $5,000/year, for the health and dependent care accounts, respectively.
County-paid Life and AD&D: Washington County provides a certain amount of Life Insurance and Accidental Death and Dismemberment (AD&D) insurance for you, your spouse and your dependents. The amount of County-paid coverage varies according to your bargaining unit, as outlined below.
|Unrepresented (non-MAPPS)||$10,000 Life
|AFSCME & Teamsters||$10,000 Life
|MAPPS||1x annual salary|
|WCPOA & FOPPO||$50,000 Life
|Certified Public Safety||$10,000 Occupational Life|
|Teamsters||$10,000 spouse & dependents|
|All other groups||$1,000 spouse & dependents|
Voluntary Life Options
You also have the opportunity to apply for voluntary life insurance through Standard Insurance. Employees may apply for coverage up to $300,000 not to exceed 6x annual salary and spouse may apply for up to $300,00 not to exceed the amount of the employee voluntary life insurance amount.
For more information you may contact Benefit's Benefits@co.washington.or.us.
Long-Term and Short-Term Disability
Long-Term and Short Term Disability Washington County provides you with long-term disability coverage through Standard Insurance Company. The benefit replaces 60% of your monthly salary up to a maximum benefit of $2,500/month. Benefits start once you have satisfied the 90-day elimination period or exhausted your sick leave, whichever occurs later.
You also have the opportunity to apply for and purchase upon approval, additional Long Term Disability coverage to replace up to 66 2/3% of your monthly salary up to a maximum monthly benefit of $8,000.
Individual Short-Term Disability plans are available through Unum annually at Open Enrollment.
PERS: If you are working in a PERS-covered position, you will be enrolled in the PERS program automatically after fulfilling the required waiting period (6 months for most employees). If you have already satisfied the 6 month waiting period, then you will be enrolled immediately. Most PERS eligible employees pay a 6% employee contribution. The County "picks-up" this 6% employee contribution for members of Washington County Police Officers Association (WCPOA).
Deferred Compensation: If you are a benefit-eligible employee, you are invited to participate in the 457 Deferred Compensation Plan. This voluntary program allows you to save money and defer taxes until you take distribution at retirement. The County’s current investment provider is VOYA.
Paid Time Off Benefits
Vacation: All full-time (40 hrs/wk), regular employees shall be credited with vacation leave per the following schedule. Part-time regular employees shall accrue vacation leave in an amount proportionate to that which would be accrued for full-time employment. The maximum accrual for vacation leave is three hundred and sixty (360) hours. MAPPS (Management, Administrative, and Professional Personnel) employees are also eligible for Administrative Leave.
|Length of Service||Accrual/pp||Days/year|
|1-130pp (1-5yrs)||3.69 hrs||12 (@8hr shift)|
|131-260pp (5-10yrs)||4.62 hrs||15|
|261-390pp (10-15 yrs)||5.54 hrs||18|
|391-520pp (15-20yrs)||6.46 hrs||21|
|521+ (20yrs)||7.38 hrs||24|
Holiday: Washington County has ten paid holidays for non-represented employees.
Sick Leave: All employees shall accrue sick leave at a rate of .0462 hours for each hour worked. For sick leave accruals, hours worked includes any hours an employee is in paid status. The maximum sick leave accrual for any employee shall be ninety-six (96) hours per calendar year. Any unused sick leave may be carried over and used in the following calendar year. Sick leave may be accrued without limit.
Employees that are exempt from overtime under the Fair Labor Standards Act are presumed to work forty(40) hours in each workweek for purposes of sick leave accrual unless their normal workweek is less than forty (40) hours, in which case sick time will accrue based on the employee's normal workweek.
Oregon College Savings Plan: For more information, visit WWW.OregonCollegeSavings.com