Federation of Oregon Parole and Probation Officers

Jackson County provides an excellent, generous, and comprehensive benefits package for eligible employees and their dependents, as applicable.

This overview provides highlights of the comprehensive benefits package Jackson County FOPPO represented employees receive. If any statement conflicts with the applicable plan documents, Codified Ordinance, Jackson County policies, and/or collective bargaining agreement, the applicable documents will govern.


Health Insurance – As of August 1, 2023, regular full-time employees and their eligible dependents receive medical insurance, including prescription and chiropractic, dental, and vision coverage at a cost to the employee of $60.06 per paycheck ($130.13 per month) toward the monthly composite premium.  Regular full-time employees may not waive coverage.  Regular part-time employees may enroll in the full plan, with a prorated composite premium depending on their full-time equivalent (FTE), or may elect to waive benefits. Coverage begins on the first of the month following an employee’s date of hire. 

Open enrollment is during the month of July for the effective date of August 1. 

Changes to elections must be made within 30 days after a qualifying event, such as divorce, marriage, or a new baby.  In accordance with County policy, employees must notify Human Resources within 30 days of one of these events. 


Group Life Insurance and Accidental Death & Dismemberment – Fully funded for regular full-time employees (prorated for regular part-time employees), employees are eligible the first of the month following the date of hire. The benefit is equal to two times of the employee’s annual base salary, to a maximum of $125,000. Insurance in excess of $50,000 is a taxable benefit.

Short-Term Disability – Fully funded for regular full-time employees (prorated for regular part-time employees), employees are eligible the first of the month following the date of hire. Benefits are payable at a rate of 60 percent of base salary, up to a maximum benefit of $600 per week for a maximum of 13 weeks.

Long-Term Disability – Fully funded for regular full-time employees (prorated for regular part-time employees), employees are eligible the first of the month following the date of hire. The benefits are payable after a waiting period of 90 days at a rate of 60 percent of base salary, up to a maximum monthly benefit of $5,000.

Voluntary Accidental Death and Dismemberment – Regular employees may choose to participate in additional AD&D coverage through payroll deduction, and have the choice of plan and coverage amounts.


Vacation – Regular full-time employees earn vacation leave at a rate of 120 to 216 hours annually depending upon years of County service.  Regular part-time employees accrue vacation leave on a prorated basis.  Employees can carry forward up to two times the annual vacation accrual (prorated for part-time employees).  Vacation leave cannot be used during the first six full months of regular employment. Twice per fiscal year, employees may request to be paid for vacation accruals, provided specific requirements are met.

Years of Service

Annual Vacation Accrual (26 pay periods

1 to 5 years

4.62 hours/pay period

Over 5 through 10 years

5.54 hours/pay period

Over 10 through 15 years

6.47 hours/pay period

Over 15 through 20 years

7.39 hours/pay period

Over 20 years

8.31 hours/pay period


Sick Leave – Regular full-time employees earn sick leave at the rate of 3.70 hours per pay period (96 hours annually), which starts to accrue during the first pay period and may accrue without limit.  Regular part-time employees accrue sick leave on a prorated basis.  Accrued sick leave may be used as soon as it is accrued.

Holidays – Regular full-time employees receive ten paid holidays annually (prorated for regular part-time employees), New Year’s Day, Martin Luther King, Jr’s Birthday, President’s Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veteran’s Day, Thanksgiving Day, and Christmas Day. 

Personal Leave – Each fiscal year on July 1, full-time regular employees receive 8 hours of personal leave (prorated for regular part-time employees based on the position’s FTE as of July 1).  Employees must be employed on July 1 to be eligible to receive personal leave. Personal leave is used in one-hour increments. If it is not used, it does not roll over to the following year.


Oregon Public Employees’ Retirement System – Jackson County participates in the State of Oregon Public Employees’ Retirement System (PERS).  PERS has Tier One, Tier Two, and the Oregon Public Service Retirement Plan (OPSRP) pension programs, as well as the Individual Account Program (IAP).  Tier One covers members hired before January 1, 1996; Tier Two covers members hired between January 1, 1996 and August 28, 2003; and OPSRP covers members hired on or after August 29, 2003. 

IAP contains all member contributions (currently County-paid) made on or after January 1, 2004.  The legislature created the IAP in 2003 to provide an individual account-based retirement benefit for new workers hired on or after August 29, 2003, and for Tier One/Tier Two members active on or after January 1, 2004.  The IAP benefit is in addition to the member’s other retirement program benefit (i.e., Tier One, Tier Two, or OPSRP).  Employees are automatically vested in their IAP account when their account is established.

IAP Redirect - Per Senate Bill 1049 (2019) contributions remain at the rate of 6% however, a portion of that 6% is redirected to the Employee Pension Stability Account (EPSA). 2.5% is redirected for the Tier 1 and Tier 2 members and 0.75% is redirected for OPSRP members. The rest of the county-paid contribution is directed to the employee’s IAP. Employee’s may choose to make voluntary contributions for the amount of the redirect through the Oregon PERS Online Member Services (OMS) at www.oregon.gov/PERS.

Salary Limit - Beginning January 1, 2020, SB 1049 changed the definition of “salary” for PERS purposes and created new limitations on annual and monthly “subject salaries.” Your salary is used to determined member Individual Account Program (IAP) contributions, employer contributions to fund the pension program, and the final average salary used in calculating retirement benefits under formula methods. The 2022 limit $210,582 per year. The limit is prorated when members work fewer than 12 months in a calendar year. 

OPSRP is designed to provide approximately 45 percent of an employee’s final average salary at retirement (for a general service member with a 30-year career or a police and firefighter member with a 25-year career).

OPSRP Police and Firefighter (P&F): To be classified as a P&F member at retirement, employees must have been employed continuously as a P&F member for at least five years immediately preceding their retirement. In addition to other retirement programs or any social security benefit, when employees retire, if vested, PERS will calculate monthly benefit using the following formula:

1.8 percent x years of retirement credit x final average salary. Normal retirement age for P&F members is age 60, or age 53 with 25 years of retirement credit.

P&F Benefit Calculation Example (employees can estimate benefits using any number of years and any final average salary)

Final average salary: $45,000

Retirement credit: 25 years as an OPSRP member

25 (years) x 1.8 percent = 45 percent

45 percent of $3,750 (final average monthly salary) = $1,687.50

Single Life Option monthly benefit = $1,687.50 ($20,250 annual benefit)

Voluntary Deferred Compensation Program – Jackson County offers regular employees the option to enroll in IRS Section 457 Deferred Compensation Retirement Plans.  The employee defers compensation through voluntary payroll deductions into this supplemental retirement plan.  The 457 plan is a separate retirement plan from PERS.

Other Benefits

Voluntary Direct Deposit – An employee may choose to have their payroll check automatically deposited into their bank account.  Employees can choose up to four accounts to receive direct deposit funds.  Most banks allow participation of this program.

Voluntary Flexible Spending Account (FSA), Section 125 Plan – The FSA is a tax-free regular employee-funded account.  Regular employees may choose to participate in pre-tax health insurance premiums, out-of-pocket unreimbursed eligible health care expenses, dependent care expenses, and qualified parking and transit expenses, in order to have “before-tax” dollars deducted from their paychecks.

Employee Assistance Program (EAP) – The County has two fully-funded Employee Assistance Programs (EAP) to offer. Employees can utilize both. The EAP is a FREE and CONFIDENTIAL benefit that can assist you and your eligible family members with personal problems, large or small. The EAP provides confidential services to help people privately resolve problems that may interfere with work, family, and life. The EAP is offered to regular employees, their dependents, and any household members.  Services include up to four face-to-face counseling sessions per issue per year, 24/7/365 crisis access to counselors, and convenient access to on-line consultations with licensed counselors.