Regular Full-Time or Limited Term Full-Time

Non-Union Employee Benefits

Medical Plan Options

Regence Non-Union PPO 80/20 - Deductible: $300 Individual/$900 Family; Office Visit: 20%, after deductible; Out-of-Pocket Max: $2,300 Individual/$6,900 Family; Prescription Drugs: $10 Generic/$25 or 20% Formulary/50% Non-formulary. Benefits listed are for in-network, preferred providers.

- Deductible: $300 Individual/$900 Family; Office Visit: 20%, after deductible; Out-of-Pocket Max: $2,300 Individual/$6,900 Family; Prescription Drugs: $10 Generic/$25 or 20% Formulary/50% Non-formulary. Benefits listed are for in-network, preferred providers. Regence Non-Union Health Savings Account (HSA) - Deductible: $1,500 Individual/$3,000 Family; Office Visit: 20%, after deductible; Out-of-Pocket Max: $5,000 Individual/$10,000 Family; Prescription Drugs: 20%, after deductible. Benefits listed are for in-network, preferred providers.

- Deductible: $1,500 Individual/$3,000 Family; Office Visit: 20%, after deductible; Out-of-Pocket Max: $5,000 Individual/$10,000 Family; Prescription Drugs: 20%, after deductible. Benefits listed are for in-network, preferred providers. Kaiser Permanente HMO - No deductible; Office Visit: $10 copay; Out-of-Pocket Max: $600 Individual/$1,200 Family; Prescription Drugs: $10 copay.

Dental Plan Options

Delta Dental of Oregon, provided by Moda - Preventive Services paid at: 100%; Basic Services paid at: 80%; Major Services paid at: 50%; $2,000 max benefit per person/year; Orthodontia paid at: 50% to $3,000 lifetime max/person.

Preventive Services paid at: 100%; Basic Services paid at: 80%; Major Services paid at: 50%; $2,000 max benefit per person/year; Orthodontia paid at: 50% to $3,000 lifetime max/person. Kaiser Dental - $10 Copay; Preventive Services paid at: 100%; Basic Services paid at: 80%; Major Services paid at: 50%; $2,000 max benefit per person/year; Orthodontia paid at: 50% to $3,000 lifetime max/person.

Rates effective January 1, 2019

Employee Assistance Program (EAP)

Wellness Program

Flexible Spending Accounts

Health Care Spending Account - Allows employees to set aside pre-tax dollars to pay for medical, vision, and dental expenses not covered by their health plan.

Allows employees to set aside pre-tax dollars to pay for medical, vision, and dental expenses not covered by their health plan. Dependent Care Spending Account - Allows employees to set aside pre-tax dollars to pay for dependent care expenses.

Allows employees to set aside pre-tax dollars to pay for dependent care expenses. Limited Flexible Spending Account - Allows employees enrolled in the Regence HSA plan to set aside pre-tax dollars to pay for vision and dental expenses not covered by their health plan.

Long-Term Disability Insurance

Life and Accidental Death & Dismemberment (AD&D) Insurance

Pension

Sick Leave

Holidays

Personal Days

Vacations

Years of Service

Weeks of Vacation

Free Transit Pass

Frequent Flyer Mileage

TEI Membership

Revised: 12/13/2018

A regular full-time, non-union employee is an employee who works a minimum of 30 hours per week. A limited term, full-time employee must be hired for six or more months, have a predetermined ending date, and work a minimum of 30 hours per week.All medical plans include prescription drug and vision coverage.- Medical and dental insurance is effective first of the month following date of hire.- TriMet non-union, exempt employees who waive their medical and dental coverage through TriMet and provide proof of coverage outside of TriMet, will receive $250 per month as taxable income.– Non-union employees working 30+ hours/week pay 6% of the total monthly premium for medical and dental. Non-union employees working 20-29 hours/week pay 25% of the total monthly premium.– Non-union employees working 30+ hours/week pay 6% of the total monthly premium for medical and dental. The rates below reflect the employee's portion of the monthly premium.Employee: $ 36.92Employee & Spouse: $ 77.54Employee & Child(ren): $ 64.62Employee & Family: $103.38Employee: $ 32.22Employee & Spouse: $ 67.68Employee & Child(ren): $ 56.40Employee & Family: $ 90.24Employee: $ 62.50Employee & Spouse: $ 125.00Employee & Child(ren): $ 125.00Employee & Family: $ 125.00Employee: $ 35.14Employee & Spouse: $ 70.30Employee & Child(ren): $ 63.26Employee & Family: $ 105.44Employee: $ 3.64Employee & Spouse: $ 6.88Employee & Child(ren): $ 6.92Employee & Family: $ 10.38Employee: $ 4.04Employee & Spouse: $ 7.62Employee & Child(ren): $ 7.66Employee & Family: $ 11.50TriMet employees have access to the EAP through Cascade Centers. The EAP is a free, confidential resource available to help employees (and their household members) with life's everyday issues. It also provides many other services including, but not limited to: counseling sessions, webinars, financial coaching, home ownership program, and online access to a wealth of information and resources.TriMet supports health and wellness through our Wellness Matters Program. Annual wellness offerings include: onsite biometric screening and flu shot clinics.Available to eligible, non-union employees working at least 20 hours/week, 90-day waiting period, pays 60% of the employee's salary to a maximum of $10,000/month.TriMet provides Basic Life and AD&D Insurance to assist employees and their families in the event of death or dismemberment.1x annual earnings, $150,000 max- Employees may purchase additional life and AD&D insurance for themselves, spouse/domestic partner, and their child(ren). Employees pay the full cost for this insurance and must elect coverage for themselves in order to elect coverage for their dependents.TriMet provides a defined contribution pension plan to non-union employees. TriMet deposits the equivalent of 8 percent of a non-union employee's base pay into an investment account each pay period. The employee also has the option of contributing up to 15 percent of his/her base pay pre-tax to the account each pay period. The employee directs the investment of the employee's individual account. The employee is vested in the account after three years of service.A Deferred Compensation Plan Section 457 (a plan for public employees) allows the employee to build retirement savings with pre-tax dollars to supplement pension, Social Security and private investment.Employees receive 12 sick days of leave for a total of 96 hours (8 hours x 12 days) each January 1. Unused sick leave can be carried over to a maximum of 1,700 hours (212.5 days). Employees hired mid-year receive a prorated amount of sick leave for the first year hired. Upon separation, 60% of accrued sick leave is deposited into your 401(a) account up to a maximum of 1,700 hours.Non-Union employees have one day off with pay on each of the following holidays: New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving and Christmas.Each regular non-union employee is allotted six (6) personal days with pay to be used within the calendar year. Employees hired mid-year receive a prorated amount of personal day for the first year hired.Employees accrue vacation eligibility for each continuous full year of service effective on the date of hire anniversary. For employee hired on or after November 15, 2012, the following schedule will apply:Upon employment* 2 weeksAfter 5 years 3 weeksAfter 10 years 4 weeksAfter 15 years 5 weeks*During the first year of employment with TriMet if employment is terminated within the first year, the two weeks of vacation are not eligible for payout. Other than during the first year of employment, if employment is terminated, both the employee's banked vacation, and the vacation that has accrued ratably since the employee's last date of hire anniversary is eligible for payout in accordance with this policy.All active employees, their spouses/domestic partners, and eligible* dependents are eligible for a photo identification badge, which is honored as a bus/MAX pass on all lines of the District.*Child dependents are eligible for a free transit pass up to age 19, or age 24 if living at home and attending school full-time.Frequent flyer miles (miles flown on business or resulting from a business expense) may be applied to personal frequent flyer miles.TriMet's corporate fitness center (TEI) is available to employees, and their spouse or eligible domestic partner, at five locations. Membership dues are only $13.00 per month for TriMet employees and an additional $6.00 per month for a spouse or eligible domestic partner.The information contained in this document is intended solely to provide general information regarding the benefits offered by TriMet. This information is subject to change at any time.