SATF’s flexible holiday policy allows all full-time and part-time employees to take holiday time off that best suits their individual needs and circumstances. SATF does not designate specific days as annual paid holidays (i.e., certain Federal holidays). Instead, SATF offers 11 holidays totaling 88 hours per calendar year. Any unused hours at the end of the calendar year (i.e. midnight on December 31st) are permanently forfeited and cannot be carried over into the next calendar year.

SATF’s daily work is centered on the trauma of sexual violence. Additionally, as a statewide agency, many staff are out of the office on a regular basis in order to fulfill their job duties. SATF is committed to supporting employees in mitigating vicarious trauma and maintaining a healthy work-life balance. Therefore, SATF offers flexible workplace arrangements to all employees, such as alternative hours or working remotely (a.k.a. telecommuting), subject to the procedure and criteria outlined in our staff handbook.

All employees working at least .5 FTE (part time) are eligible for full medical and dental insurance coverage under SATF’s insurance policy. Coverage begins on the 1st of the month following a full month of employment. Employee-paid insurance coverage for family members is available to all employees eligible for health and dental insurance coverage. There are no monetary reimbursements or substitute benefits if an employee declines health and/or dental insurance.

All employees working at least .50 FTE will receive $720 per fiscal year (prorated for new employees) for health care costs not covered by insurance (Health Reimbursement Account). This includes expenses like:

• Certain co-pay costs

• Medical equipment like leg braces and hearing aids

• Over the counter medications

• FSA/HRA-eligible expenditures through Amazon and other retailers

• and more!

Your health and wellbeing matter. SATF encourages staff to utilize both sick and vacation time.

Employees earn vacation time each month pro-rated for their FTE, with an increase in vacation accrual after two years with the agency. Vacation time is capped at 240 hours.

Employees also acquire sick time monthly, pro-rated to your FTE. Oregon law requires that employers provide at least 1 hour of sick time for each 30 hours worked. Most employees accrue approximately 8 hours of sick time monthly.

Individual Retirement Accounts maintained by Edward Jones Investments may be self­ funded at the beginning of employment. Employees may make self-funded contributions to Simple IRA Years 1 & 2 up to maximum allowed by IRS.

Employees working at least .75 FTE & who have worked at least .75 FTE for 24 consecutive months are eligible for employer contribution at 3% of annual salary.

In alignment with SATF values, the organization has chosen to implement a program to better serve the needs of SATF employees.

For employees with newborn babies (biological or adopted), SATF will allow infants to be present in the workplace.

This program is intended to provide accommodations for new parents, but will not impede on the productivity of parents or other employees nor the safety of employees and infants. The intent of this program is to provide a positive work environment that recognizes parents’ responsibilities to their jobs and to their infants by acknowledging that, when an infant is able to stay with a parent, this benefits the family, the employer, and society.

Before any infant is brought into the workplace, a meeting must take place between the parent and the Executive Director. Both parties must review, discuss, and approve the proposed Individual Plan. Should SATF be unable to support a proposal, the employee is encouraged to explore other avenues for accommodation such as flex-time or telecommuting.

In compliance with state and federal law, and in recognition of the many ways life events may impact our work, SATF also offers leave policies related to:

• Interpersonal Violence leave

• Paid bereavement leave

• Types of leave covered by Paid Leave Oregon

• Medical leave

• Paid family leave

• Jury and Witness duty

• Military Leave

It is important to the Task Force, as a leader in its field, that its compensation levels reflect the outstanding capabilities of our employees. The primary objective of the Task Force's compensation program is to encourage and reinforce the attraction and retention of talented and dedicated employees.

Compensation ranges are reviewed annually and are designed to provide competitiveness and equity based on internal and external factors. Any employee with questions or concerns about salary level is encouraged to speak frankly with the Executive Director.

An employee has the opportunity for a salary increase annually at the time of anniversary of hire, or twelve months from their most recent salary review.