These are important details regarding this plan.


Academic and administrative unclassified employees must complete a six-month waiting period. Contact your employer for questions related to hours and FTE requirements.




"Vesting" refers to an employee's right, usually earned over time, to receive some retirement benefits regardless of whether or not they remain with the employer. You are always 100% vested other than your employer account. You are considered 100% vested in your employer account after 5 years.

There is a "worked hours requirement" toward attainment of a year of qualifying service. Please contact your employer to verify your vesting status. You are always 100% vested in your employee account and rollover account, including any earnings.


Your employer offers you a variety of investment choices from an array of asset classes. You can see a list of the investment choices under this plan on the Investment Choices page.


Expenses vary from investment to investment. To learn about expenses associated with an investment, see a list of the investment choices under this plan on the Investment Choices page, and read the Fact Sheet or the prospectus for that investment.


You have a variety of options1 when it’s time to take income from this plan:



Loans are available from a minimum of $1,000 to a maximum of $50,000 from your employer. Only 1 loan per eligible plan may be requested per calendar year.

You are responsible to disclose all outstanding and/or defaulted loans through all plans of the employer, including legacy 403(b) plan accounts, this 403(b) Plan account, the Optional Retirement 401(a) Plan and the State of Oregon IRC 457 Oregon Savings Growth Program.

TIAA-CREF is responsible for reporting loans to your employer, including beginning and end dates, as loans are issued. However, you are ultimately responsible for the consequences of excess loans or outstanding loan balances. TIAA-CREF and your employer may rely on your statement regarding outstanding loan balances.

1 The availability of certain distributions may depend on the type of contract underlying your plan. Also, if you're married, your right to choose an option may be subject to your spouse's right to survivor benefits. Talk to your benefits office for details.