Multnomah County provides a comprehensive benefits program to employees. Family members, including qualified domestic partners and their children, are eligible under most Multnomah County benefits programs. An overview of our benefits programs is provided below; however, benefits vary depending on bargaining unit affiliation and employment status.
NOTE: This is a general description of the benefits offered through employment with Multnomah County, and every effort has been made to ensure its accuracy. In the event of any incorrect information in this document, applicable laws, rules, collective bargaining agreements or official plan documents will prevail.
Medical/vision plan options and dental plan options are offered to employees. Coverage is included for the employee and immediate family, i.e. spouse or domestic partner and eligible dependent children. The County pays a portion of the cost of health care premiums, with employees sharing in the cost. Full-time employees pay approximately 10% of the cost of their coverage, part-time employees pay a larger share. Eligibility begins on the first of the month following employment – if enrollment forms have been submitted in a timely manner. There is also an Opt Out option, which provides a cash payment to employees who have group coverage under another health plan and decline medical coverage through Multnomah County.
New employees typically receive 12 vacation days a year in represented positions. This amount increases substantially with length of service with the County, and differs among bargaining units. In addition to paid vacation time, employees receive:
- Ten paid holidays each year.
- 12 days of sick leave per year (for full-time employees) with no maximum accrual.
- Three days of fully paid bereavement leave. This may be extended up to six days if substantial travel is involved.
Flexible Work Schedules
Depending on assignment, Multnomah County offers a variety of flexible work schedules to meet employee needs.
The County provides Basic Life Insurance at no cost to employees under a term life insurance policy. Employees may purchase Supplemental Life Insurance for themselves and eligible dependents, including domestic partners.
Employees may elect to participate in the Dependent Care Assistance Plan (DCAP) or the Medical Expense Reimbursement Plan (MERP). Employee contributions are made with pre-tax payroll deductions; these plans operate under Section 125 of the Internal Revenue Code.