Read more: Details about whether you will qualify for OHP as the COVID public emergency ends.

Employee benefits

Employees of CareOregon enjoy a competitive salary and excellent benefits, as well as a warm and collaborative work environment where contributions are recognized.

CareOregon employee benefits

CareOregon offers its employees a comprehensive and competitive total rewards package that includes:

  • Medical coverage
    Multiple plan and carrier options, including high-deductible health plans (HDHP) and health savings accounts (HSA) for employees and their eligible dependents. Employees eligible to participate in an HSA may receive employer contributions into their account (up to $600 annual for employee only coverage and up to $1,200 annually for family coverage, prorated by hire date).
  • Dental coverage
    Multiple plan options available, including plans with orthodontic coverage, for employees and their eligible dependents.
  • Vision coverage
    Multiple plan options available for employees and their dependents.
  • Supplemental health plans
    Supplemental accident, hospital indemnity and/or critical illness plans available for employees and their eligible dependents.
  • Group term life and accidental death and dismemberment (AD&D) insurance
    Premiums paid 100% by CareOregon for a life/AD&D benefit equal to 1x an employee’s base salary, up to $50,000.
  • Additional employee, spouse and child term life and AD&D insurance
    Additional term life and additional AD&D insurance for employees and their eligible dependent(s).
  • Universal/permanent life insurance
    Permanent life insurance available for employees and their eligible dependent(s).
  • Short-term disability (STD) and long-term disability (LTD) insurance
    Premiums paid 100% by CareOregon. STD benefit provides 60% of weekly base pay ($2,500 max per week) up to 90 days, and LTD benefit provides 60% of monthly base pay ($10,000 max per month). 
  • 401(k) retirement plan 
    CareOregon makes a 3% (safe harbor) contribution every pay period, regardless of employee’s contribution elections. CareOregon also matches 100% of the first 2%, and 50% of the next 2% of employees’ contributions every pay period. In addition, CareOregon may make an additional annual discretionary contribution. Employees may contribute on a pre-tax or post-tax (Roth) basis and are 100% vested after three years.
  • Flexible spending accounts
    Pre-tax dollars may be set aside for qualified unreimbursed medical care and dependent care expenses.
  • LifeStyle Spending Account (LSA)
    A 100% employer funded account (employee receive $100 per month in which they are benefit eligible) to spend on approved eligible expenses to support their physical, financial, or emotional wellness.  
  • Paid holidays
    Nine paid holidays include New Year’s Day, Martin Luther King, Jr. Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving and Christmas Day. (Veteran’s Day is provided as a 10th paid holiday to qualified Veterans.)
  • Paid time off (PTO)
    Full-time employees accrue up to 20 days of PTO in their first year of service (prorated based on FTE) with accrual rates increasing every five years, up to the company’s maximum PTO accrual level.
  • Sabbatical Leave
    Eligible employees may apply for a Sabbatical Leave (4-12 weeks), after meeting all program eligibility criteria, at 5 years (paid 25%), at 10 years (paid 50%) and at 15 years (paid 100%) of service.
  • Employee assistance program (EAP)
    EAP program provides six visits per occurrence, is paid in full (100%) by CareOregon and is available to all employees and eligible family members.
  • Pre-tax qualified transportation fringe benefit
    Pre-tax dollars may be set aside for qualified parking expenses. 
  • TriMet pass program and C-Tran pass program
    CareOregon provides a TriMet pass to benefit-eligible employees (Oregon residents) who meet eligibility criteria, and whose regular commute is within the TriMet service area (100% employer paid!).  Employees who do not qualify for TriMet may purchase an annual C-Tran pass that is subsidized at 50% by Careoregon.
  • 529 education savings plan
    Set aside dollars in a tax-favored savings account to use for higher education tuition, books, room and board and other qualified expenses.
  • Identity theft coverage
    ID protection to protect against the damage of identity theft by monitoring identity, detecting fraud and restoring identity in the event of theft, for themselves and eligible dependent(s).
  • Legal assistance plan
    A legal plan that provides access to services such as will preparation, estate planning, family law, etc., for employees and eligible dependent(s).
  • Pet insurance
    Pet insurance for use at veterinary offices across the county.
  • Mercer Marketplace 365 HUB
    Employee may purchase additional benefits such as access to medical quality comparisons, cost estimates and obtaining an expert second medical opinion.
  • Tuition assistance
    Tuition assistance available up to the value of four college credits quarterly (reimbursed at PSU's in-state undergraduate tuition rate) if all program eligibility criteria are met.
  • United Way donations/contributions
    Employees may donate to any eligible 501(c)(3) organization through the United Way of Columbia-Willamette Charitable Giving Program via payroll deductions. CareOregon will match contributions up to $25 per month (CareOregon donations remain with United Way).
  • Additional perks and discount programs
    CareOregon employees can take advantage of additional perks and discounts (when available) such as cell phone bill discounts, credit union perks (OnPoint), 24-Hour Fitness discounted memberships, mortgage education/assistance programs, discounts to Trailblazer and Rose Quarter Family events, and more!