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Compensation and Benefits
Salary schedules
Health Benefits
CCC offers a comprehensive benefit package to eligible employees and their families, including domestic partners, with a broad range of employer and employee paid benefit options, upon completion of the orientation. CCC's benefit package includes: medical, dental, vision, life insurance and long term disability.
Open Enrollment via the OEBB website is Aug. 15-Sept. 15 of each year for an effective date of Oct. 1.
2023-24 Enrollment Information
- Monthly Benefits Calculator - use this to calculate your monthly out-of-pocket cost for medical, dental and vision insurance
- Quick Overview of Medical Plans
- Summary of Medical Plans and Pharmacy Benefits
- Dental Summaries Comparisons
- Vision Summaries Comparisons
- Kaiser: Kaiser Plan Summaries (Medical, Dental and Vision)
- Moda: Moda Plan Handbooks (Medical, Dental and Vision)
- Willamette: Willamette Dental Group
- VSP: Vision Benefits Summary
Changes outside of the annual open enrollment may be eligible if there is a change in work or family status as outlined on the Qualified Status Change (QSC) document. Please contact the HR office at 503-594-3300 or utilize the Service Desk for more information. All changes must be reported to HR by completing the QSC Benefits Form in NEOGOV within 31 days of the change or as specified in the QSC document.
Further Information
HSA
Employees that contribute to a health saving account (HSA) are eligible to participate in a limited Section 125 medical plan only. Electing an HSA does not change eligibility for the Section 125 dependent care plan.
The College agrees to place single premium savings of $99.64 a month into the employee's health savings account for the 2023-24 benefit year. Please refer to your bargaining agreement if applicable for other tier information.
Opt Out
Eligible employees and benefit-eligible associate faculty members who choose to opt out (proof of other coverage required) will receive a monthly stipend in accordance with the applicable collective bargaining agreement or handbook. Employees who work .75 FTE or less are entitled to a pro-rated amount. You will still be covered through the College for basic life (valued at $50,000) and long term disability, at no cost to you.
Note that you must opt out of medical and waive dental and vision online through OEBB. Additionally, you must fill out the Opt-Out Form available in NEOGOV eForms by September 15. Contact HR if you need assistance.
What is the difference between opt out and waive?
Life Insurance
Group Term Life Insurance is provided through Standard Insurance/OEBB. The premium is for employee only, basic coverage, is included in the CCC employee benefit package. The life insurance package value is $50,000.
Long-Term Disability/Accidental Death and Dismemberment Insurance
The College provides Long-Term Disability and Accidental Death and Dismemberment insurance (to employee only) as part of the full-time employee's benefit package. Rate is based on monthly salary multiplied by .0027 (66% of gross monthly wage).
Flexible Spending Account (FSA)
CCC provides the option for employees to enroll in a flexible spending account to allow for payment of qualified expenses through pre-tax deductions. Excess health premium costs above the employee fringe benefit package allotment.
Employee's selecting the high deductible medical plan and who also contribute into a health saving account (HSA) are eligible to participate in the Section 125 limited plan.
The Flex 125 plan MUST be re-enrolled each year for Medical and Dependent Care expenses during open enrollment.
The annual maximum for 2023 FSA contribution limit is $3,050 and $5,000 for dependent care expenses.
You can also find more information on American Fidelity's page on CCC.
Short Term Disability (STD)
Full-time staff have the option to elect short term disability coverage through OEBB. Standard Insurance carries the policy for OEBB. This is a voluntary benefit and is employee paid. This plan will coordinate with our-long term disability to bridge the gap in compensation. You may enroll as a new hire or during open enrollment.
Long Term Care (LTC)
Full-time staff have the option to elect long term care coverage through OEBB. UNUM carries the policy for OEBB. This is a voluntary benefit and is employee paid. Long term care is also available for your spouse/domestic partner.
- LTC Rates
- LTC Plan 148198 012
- Certificate of Coverage
The College will continue to offer long-term care insurance through UNUM for those that were enrolled prior to 10/1/2010.
Contact Information: 1-800-227-4165 or website
Additional Life Insurance
Full time staff have the option to elect additional life insurance through OEBB. Standard Insurance carries the policy for OEBB. This is a voluntary benefit and is employee paid. Additional life insurance is also available for your spouse/domestic partner and children.
Additional Benefits
CCC encourages employees to enhance knowledge, skills, job performance and professional competencies. The college recognizes that for development purposes, employees may need to attend classes, trainings, workshops, participate in skill-building, or join professional associations which promote professional growth and development. Each association follows different guidelines and forms that must be submitted in order to access professional development funds.
Current CCC employees: To access professional development funds, review the guidelines for your association/employee group and submit the required forms to HR via the HR Service Desk ticket using the Benefits category.
Forms and additional information are available on the internal Training and Development webpage.
CCC Tuition Waiver
Tuition waivers are available for all full-time staff and their spouse/domestic partner and IRS dependents. Associate faculty members are also eligible for tuition waiver credits for themselves, spouse/domestic partner, and IRS dependents. Review Article 18, Section C of the Associate Faculty Collective Bargaining Agreement for additional information.
To utilize this benefit, submit an HR Service Desk ticket and provide the student's name, ID#, and relation to employee. Associate faculty members, please indicate which term you would like to utilize this benefit and for how many credits.
Advanced Degree Program
CCC has collaborated with Willamette University, Linfield College and George Fox University to help all current full-time classified, annually contracted full-time faculty, administrative and confidential CCC employees obtain an advanced degree. To be eligible, employees must have earned a minimum of an associate degree and have a current professional development plan on file in Human Resources. Upon completion of each course with a passing grade, CCC will reimburse 1/3 of tuition cost (up to $245.85/credit).
To submit an advanced degree reimbursement, please submit an HR Benefits ticket and include:
- Itemized invoice with proof of payment
- Proof of passing grades
- A completed RFP (request for payment) with your staff ID # for the vendor ID # at the top left
An RFP can be found on the Business Services website.
Public Service Loan Forgiveness
CCC qualifies as a public employer under the Public Service Loan Forgiveness Program. If you have student loans be sure to read about this federal program.
The Employee Assistance Program, offered through Uprise Health, offers a variety of benefits to all CCC employees, such as financial help, legal services, confidential therapy, and more. Employees are encouraged to take advantage of these benefits by phone at 833-506-0376 or through the EAP member website, using access code "OEBB".
Clackamas Community College is a Public Employee Retirement System (PERS) employer and contributes 6% of employee’s earnings. The employees of CCC cannot contribute additional money to this account.
If an employee is eligible for PERS retirement and has 12 years of service and hired prior to July 1, 2011 in a full-time position at CCC, the following benefits will be offered:
- Potential monthly stipend. (Details available in the Human Resource Office).
- Health and Dental Insurance Benefits - CCC provides medical and dental insurance coverage for retirees and their dependents until the retiree reaches age 65, which is subject upon approval of the carrier and/or stipulated in Collective Bargaining Agreements. CCC's benefit package amount is limited to two part coverage. Per OEBB's Division 50 rule (111-050-0015) states:
(1) A retiree enrolled in OEBB retiree insurance plan that becomes eligible for Medicare coverage may not continue on an OEBB medical or vision plan, unless they are eligible as a result of end-stage renal disease. OEBB benefits end the last day of the month prior to the Medicare effective date. The retiree is responsible for reporting to their Educational Entity and to OEBB when the retiree is covered by Medicare within 31 days after the Medicare coverage effective date. Failure to report within this timeframe may be considered intentional misrepresentation by OEBB and OEBB may rescind OEBB coverage back to the last day of the month prior to the Medicare effective date.
- Health and Dental Insurance Benefits - CCC provides medical and dental insurance coverage for retirees and their dependents until the retiree reaches age 65, which is subject upon approval of the carrier and/or stipulated in Collective Bargaining Agreements. CCC's benefit package amount is limited to two part coverage. Per OEBB's Division 50 rule (111-050-0015) states:
- If a retire falls under the OEBB rule noted above and hasn't reached age 65, CCC will continue to carry the Life Insurance as stipulated below; also, the retiree may continue the dental coverage if so selected until age 65.
- Life insurance is a maximum of $50,000 for retirees until age 65.
- Educational Benefits: Tuition waivers for self, spouse and IRS dependents.
PERS "Perspectives" Newsletter: In April, August, and December PERS releases a newsletter for members. Click here for current and past newsletters.
CCC offers all employees the opportunity to sign up for a 403b or a 457 Deferred Compensation Plan to help you save for retirement.
For the 403(b), 457(b), Roth (pre-post tax) and the Oregon Savings Growth Plan (OSGP) - contact an agent from the approved listing of CCC Sponsored Retirement Savings Companies representatives.
Here is information on the Tax Shelter Annuities and Deferred compensation limits:
Oregon Savings Growth Plan
To sign up for the Oregon Savings Growth Plan (OSGP), fill out and submit your application directly to OSGP.
- Voluntary Retirement Plan Salary Reduction/Deduction Agreement
- Oregon Savings Growth Plan (OSGP) Application Form
- Address Change Form (submit directly to OSGP)
- Oregon Savings Growth Plan Website
For additional information on 403b/457 such as changing companies, locating CCC's Plan Document etc. please contact Carruth Compliance Consulting.
Clackamas Community College has ten paid holidays during the fiscal year. Observation of these holidays will be determined by the academic calendar.
| Independence Day | July 4 |
| Labor Day | First Monday in September |
| Veterans Day | November 11 |
| Thanksgiving Day | Fourth Thursday in November |
| Friday after Thanksgiving | Fourth Friday in November |
| The Working day Before or After Christmas | Varies |
| Christmas Day | December 25 |
| New Year's Day | January 1 |
| Martin Luther King Day | Third Monday in January |
| Presidents' Day | Third Monday in February |
| Memorial Day | Last Monday in May |
If a holiday falls on Saturday, Friday will be observed as the paid holiday; if a holiday falls on Sunday, Monday will be observed as the paid holiday. In the event that New Year’s Day or Independence Day occurs on a Sunday, the College may schedule the holiday on the preceding Friday.
Clackamas Community College allows faculty and staff to purchase TriMet passes with their pretax salary dollars. Depending on tax bracket and filing status faculty and staff may save up to 30% on TriMet passes.
For more details please read the FAQ. To participate complete the Salary Reduction Agreement.
Leave Plans
Sick leave is to be used in the event of employee illness or illness of a family member, as well as for medical/dental care.
Sick leave is not paid out in the event severing employment, for any reason.
- Administration/Supervisory: One (1) day for each month worked
- Full Time Faculty: Ten (10) days per academic year or one (1) day per month employed, whichever is greater.
- Full Time Classified: One (1) day for each month worked to be prorated based on percent of employment
- Part Time Faculty: Up to three (3) days per contracted term with a maximum of 55 day accrual. May be used only during a contract term for sick/emergency situations.
- Part Time Classified & Part-Time Non-Represented Faculty: 1 hour for every 30 hours of work with a maximum of 40 hours accrual.
All employees called for jury duty or subpoenaed as witnesses to a College-related activity shall suffer no loss of pay except any pay for such duty will be endorsed to the College. Any payment for reimbursement of expenses shall be deposited with the cashiers in Student Services at the Wacheno Welcome Center.
Employees appearing in court on their own behalf or subpoenaed as witnesses for other than a College-related activities will have to file either vacation or personal business leaves of absence.
"Service" means the performance of such military duty on a commission or non-commission status, and on a voluntary or involuntary basis, in a uniformed service.
Parental Leave-without-pay for a reasonable period, not to exceed six months shall be granted by the college at the request of the employee. Complications affecting return to work shall be considered for extension of the leave of absence for an additional period not to exceed six (6) months.
Upon return from parental leave, the employee shall have the right to return to the same position held before going on parental leave, or to an equivalent position for which that employee is qualified.
The Family Medical Leave Act of 1993 (FMLA) requires companies to provide employees who have worked 1,250 hours for an employer during the previous 12-month period (an average of 25 hours per week) with up to twelve workweeks of unpaid, job protected leave.
The employer may require that the employee give up to 30 days written notice, including an explanation of the need for leave. Employees are require to give foreseeable leaves in cases of birth, adoption or planned medical treatment.
Reasons for taking the leave:
- The birth of a son or daughter and to care for the newborn child.
- For placement with the employee of a son or daughter for adoption or foster care.
- To care for the employee’s spouse, son, daughter or parent with a serious health condition.
- For the serious health condition of the employee that makes the employee unable to perform the functions of his or her job.
- A covered family member’s active duty or call to active duty in the Armed Forces.
- To care for an injured or ill service member.
For Classified and Administrative/Supervisory/Confidential staff on either FMLA and/or OFLA, you will be required to use your available sick, vacation and personal leave (in that order) during your leave. For Full Time Faculty on either FMLA and/or OFLA, you will be required to use your available sick and personal leave (in that order). This means that you will receive your paid leave and the leave will also be considered protected and counted against your entitlement.
Federal vs. Oregon Leave Request Laws
FMLA Poster
To be eligible for OFLA, an employee must have worked for a covered employer for at least 180 calendar days immediately preceding date of the leave. Employees must also have worked an average of 25 hours or more per week during the 180 calendar days immediately preceding he date OFLA leave begins. To take leave for the birth, adoption or placement of a child, the 25-hour average is not required.
Reasons for taking the leave:
- The birth of a son or daughter and to care for the newborn child.
- For placement with the employee of a son or daughter for adoption or foster care.
- To care for the employee’s spouse, parent, child, parent in-law, grandparent, grandchild or same gender domestic partner with a serious health condition.
- For the serious health condition of the employee that makes the employee unable to perform the functions of his or her job
- A covered family member’s active duty or call to active duty in the Armed Forces.
- To care for an injured or ill service member.
A faculty member becomes eligible to take a sabbatical leave of up to one (1) academic year after completion of six (6) years of continuous service as an annually contracted faculty member. After a leave has been taken, six (6) years of continuous service as an annually contracted faculty member must be served before the faculty member becomes eligible to take another leave. See FT Faculty Agreement for additional information.