Office of Human Resources

There is no automatic coverage. You must complete enrollment to participate in the Public Employee Benefits Board (PEBB) health coverage programs. Even if you choose to opt out of health coverage, you must complete the appropriate enrollment. If declining the benefits package, you will not be eligible for any cash back that may be associated with the benefits package.

You can use the coverage as soon as it is effective. However, it does take some time for the information to be processed through PEBB's system and that of the insurance company. Therefore, you should give the doctor's/dentist's office your group number and subscriber number (this is the YVP# for Regence BlueCross BlueShield and P# for all other carriers), and they can bill the insurance company directly. If you use the coverage right away, your claims may be denied initially. If so, ask the provider to resubmit the claim. In most cases, they will go through the second time. If you continue to have problems, contact Employee Benefits. If you need prescription drugs soon after enrolling, you may have to pay for the prescription; then submit receipts and documentation for reimbursement.

Cards and books are sent to employees at their home addresses. It can take 6-8 weeks to receive that information. If you do not receive that information, please contact your insurance carrier directly.

Call the insurance carrier directly.

To find out the phone number for your insurance carrier, please visit the Group Numbers page.

Insurance benefits are paid a month in advance. Therefore, if your coverage is effective January 1, and your earnings statement with benefits deductions is received January 31, you will see deductions for January and February coverage.

You can make changes in benefit plans during the open enrollment period. The open enrollment period is usually in the fall, with changes being effective January 1 of the next year (with the exception of life insurance increases, which are effective the first of the month following approval by Standard Insurance Company.)

You can also make changes if you experience a "Qualified Family Status Change." Those status changes include (but are not limited to): birth of a baby, adoption, marriage, divorce, death of a dependent, and/or spouse gaining or losing employment. Additional information is provided in your benefits packet. You may download the update forms through the following links: Medical and Dental Update Form, Life and Disability Update Form and FSA Update Form. In most cases, forms must be completed within 60 days of the status change if you wish to make changes. Keep in mind, however, that coverage will usually be effective the first of the month following the date of event and the date the forms are submitted to Employee Benefits, so you will want to consider the timining regarding when you want the coverage to go into effect.

Changes in Designation of Beneficiary can be made at any time.

You can request an Affidavit of Domestic Partnership form for domestic partner coverage by emailing Employee Benefits or downloading the Affidavit of Domestic Partnership form directly. A Domestic Partner (and family) can be listed when you enroll as a new hire, or if they recently became eligible (within 31 days), as long as they meet the criteria defined in the Affidavit. The rates for adding domestic partners are the same as noted for a spouse in the benefits information. Keep in mind, however, that there is an additional cost called the "imputed value" that will be reflected in your taxes. The imputed value is added to your earnings, taxed, and taken back out. The "value" of the benefit is considered taxable and may increase your taxes -- sometimes significantly. We cannot provide you with information regarding the effect on your taxable income; you will need to consult a tax advisor.

If you qualify for FMLA, the university's contribution for your medical and dental benefits continues during your leave even if you are on leave without pay. We will let you know in writing when your regular benefits end and when you become eligible for benefits under FMLA. When you are on unpaid leave, you will be required to pay the portion of the medical and dental premium that is normally deducted from your paycheck. You are also eligible to pay for any additional plans you wish to continue during your unpaid leave.

If you return during the 12 weeks allowed under family and medical leave, or the day immediately after the 12 weeks ends, your coverage will be reinstated effective the first of the next month. If you do not return immediately after the 12-week period ends, you must meet the 80 hour rule for classified employees, or the .50 FTE rule for unclassified employees before coverage becomes effective. This means you must work at least 80 hours or .50 FTE in the month you return to be eligible for coverage the following month.

A dependent losing eligibility does have the right to self-pay coverage under the COBRA program. Contact Employee Benefits to request a form to delete the dependent from active coverage. When the form is returned to our office, we will notify BenefitHelp Solutions of the status change, and they will provide self-pay information to the dependent losing eligibility.

If you are a PERS member terminating employment, and you wish to withdraw your funds, you must request a form directly from PERS by calling them at 1-888-320-7377. The termination paperwork processed by your department will automatically generate the PERS Notice of Separation. Both pieces must be received by PERS before your refund can be processed.

Yes; OSU recognizes that employees may face personal problems that are difficult to solve without outside help. To help employees and their families deal with difficult personal problems, OSU has established an EAP (Employee Assistance Program). The EAP is designed to provide short term effective professional help in solving problems or finding someone who can help.

The EAP is a free confidential service that is provided to OSU faculty and staff who work half-time or more. Dependents are also eligible for the service and are encouraged to use it. You may live anywhere in the State of Oregon and still be eligible.

Eligible employees and dependents may use the cost free referral/counseling services of the EAP for up to three visits per year per family.

More information is available from the EAP provider, Cascade Centers, Inc. at 1-800-433-2320 or at the Cascade Center website.

Employee dental and basic life are required as part of the benefits package. Employees with other medical coverage may opt out of health insurance. New employees may decline the entire benefits package, but by doing so, are also forfeiting the contribution and any cash back they may have received. Long Term Care (LTC) is one of the few deductions that can be cancelled at any time. Employees wanting to cancel the LTC plan must submit their request in writing to Employee Benefits. Requests should include: employee name, SSN, signature, date of signature, and plan to be cancelled. Cancellation is effective the first of the month following the date the form is submitted to Employee Benefits.