University of Oregon employees have a variety of medical plans to choose from. Each one designed to meet the needs of employees and their family.
Medical plan options are based on the county in which you reside.
Review Health Plans by County to determine your options from the following plans:
The following surcharges may apply only if enrolled in a PEBB medical plan:
Tobacco Use Surcharge
If you and/or your spouse or partner uses tobacco, you will pay a monthly $25/person surcharge. The surcharge will only apply to your spouse or partner if they are enrolled on your medical plan.
Spouse/Partner Other Coverage Surcharge
If you elect coverage on your medical plan for your spouse or partner AND they have access to other non-PEBB employer group insurance, you will pay a monthly $50 surcharge. The surcharge is applied even if your spouse or partner waives the other group coverage.
Double Coverage Surcharge (applies to full time employees only)
If you elect coverage on your medical plan for a family member AND they are also enrolled as a subscriber in their own PEBB or OEBB plan, you will pay a monthly $5 surcharge. Children are not included unless they are employed by a PEBB or OEBB covered employer and are enrolled as a subscriber in their own PEBB or OEBB medical plan.
Employee Opt-Out Option
University employees have the option to opt out of the Core Benefits Package and receive a taxable cash benefit. This election, like all other benefit selections is an annual decision that may only be changed during open enrollment or within a limited time following a qualifying event.
University employees may choose to decline coverage during the enrollment process. However, there are important implications.
- By declining coverage, you are declining participation in the PEBB program in its entirety.
- You are unable to change your election until open enrollment or within a limited time following a qualifying event.
- Declining coverage makes you ineligible to enroll in optional benefits.
- Declining coverage makes you ineligible for the Opt Out cash benefit.
Employees considering declination are strongly encouraged to evaluate the circumstances very carefully and thoroughly consider all options.