CITY AND COUNTY OF DENVER
2 0 1 7
EMPLOYEE
BENEFITS
G U I D E
WELCOME LETTER2
Table of
Contents
BENEFITS ELIGIBILITY3
BENEFITS ENROLLMENT4
DENVER WELLNESS PROGRAM5
BENEFITS BASICS6
BENEFIT PLAN PREMIUMS7
MEDICAL PLANS8
BUDGETING FOR YOUR HEALTH CARE
14
DENTAL PLANS17
VISION PLAN18
LIFE AND DISABILITY INSURANCE
19
ADDITIONAL BENEFITS21
WORK LIFE BALANCE22
This is a summary of benefits drafted in plain language to assist an employee’s understanding of what benefits are offered, and does
not constitute a policy. Detailed provisions are contained in each provider’s plan document. If there is a discrepancy between what is
presented here and the official plan documents, the plan documents will govern.
A MESSAGE FROM THE
OFFICE OF HUMAN RESOURCES
Dear City Colleague,
Working for the City and County of Denver (city) is so much more than a job. It’s a
chance to make a difference in your own life and in the lives of people around you.
There’s a unique energy and spirit that draws people to the Mile High City and it all
begins here, at the City and County of Denver. Over 11,000 employees work together
every day to make this a world-class city where everybody matters.
The City and County of Denver offers a comprehensive benefits package to meet the
needs of its employees and their families. Offering competitive benefits and wellness
programs is a top priority for the city. The Office of Human Resources (OHR) Benefits
and Wellness team is excited to present this 2017 benefits guide summarizing all the
wonderful benefits offered to eligible employees in the City and County of Denver.
Both the Employee Health Insurance Committee and your elected officials work hard
to offer you competitive benefits that enrich the lives of you and your family.
For medical insurance in 2017, we’re excited to continue offering the same high
deductible health plan (HDHP) and health savings account (HSA) combination
introduced in 2016. In fact, you’ll notice very little has changed from 2016 to 2017. The
city will continue to graciously provide an HSA contribution of $600 for individuals and
$1,200 for families electing the HDHP.
The only new plan for 2017 is ARAG legal. ARAG legal is replacing Hyatt legal as the
city’s pre-paid legal provider. ARAG legal offers both lower monthly premiums and
expanded services. If you are enrolled in Hyatt legal in 2016, you are automatically
enrolled in ARAG legal for 2017. If you’re new to the pre-paid legal benefit, the
information pertaining to ARAG legal can be found in section 11, page 21 of this
guide. The legal service benefit can only be elected during open enrollment or your
new hire period.
In 2017, the city will migrate to Workday, an employee self-service system. All
employees will log-in to Workday to elect benefits, make family status changes,
update beneficiaries, addresses, and more. Keep an eye out for more information
regarding Workday as we approach the New Year.
Denver Wellness is excited to offer our new wellness program and portal in early 2017.
Keep an eye out for more about the city’s fun new wellness portal and how you will
be able to earn a contribution to your HSA in 2018 by completing certain wellness
activities in 2017.
Thank you for continuing to make a difference for the City and County of Denver,
where Denver works!
Sincerely,
The OHR Benefits and Wellness Team
2
WHO IS ELIGIBLE FOR BENEFITS?
01
Eligible employees include any half-time (20–29 hours) or full-time (30–40 hours)
employee in a limited or unlimited career service position. Employees in non-career
positions (i.e., on-call, trainee or intern) are not eligible for most benefits.
WHAT DEPENDENTS ARE ELIGIBLE FOR HEALTH CARE COVERAGE?
Benefits
Eligibility
Eligible dependents include the following:
»» Your spouse (including those defined as common-law and same-sex legally
married)
»» Your Colorado State Civil Union spouse (premiums are paid on an after-tax basis)
»» Your same-sex spousal equivalent (premiums are paid on a pre-tax or after-tax
basis depending on marriage status)
»» Your children to age 26, regardless of student, marital or tax-dependent status
(including a stepchild, legally-adopted child, a child placed with you for
adoption or a child for whom you are the legal guardian)
»» Your dependent children of any age who are physically or mentally unable to
care for themselves
When adding dependents, supporting documents are required to prove dependency
within the required time frame. A list of acceptable dependent documents can be
found at denvergov.org/benefits.
WHEN ARE MY BENEFITS EFFECTIVE, WHO PAYS FOR MY COVERAGE, AND WHEN CAN I CHANGE MY ELECTION?
BENEFIT TYPE
EFFECTIVE DATE
H = Hire Date
1st = 1
st of the Month
Following Your
Hire Date
ENROLLMENT
RESPONSIBILITY
E = Enrollment
Required
A = Auto Enroll
COST
C = City Paid
S = Shared Expense
EE = Employee
CHANGES WHEN?
A = Auto Enroll
OE = Open Enrollment
LE = Life Event
Medical
1st
E
S
OE & LE
Dental
1st
E
S
OE & LE
Vision
1st
E
S
OE & LE
Flexible Spending
Accounts
1st
E
EE
OE & LE
Health Savings Account
(HSA)
1st
E
EE
Anytime
1st
1st
E
A
EE*
C
Additional Life
Insurance §
1st
E
EE
Anytime
ARAG Legal
1st
E
EE
OE
Deferred Compensation
1st
E
EE
Anytime
RTD
H
E
S
Monthly/Annually
Basic Life Insurance
H
A
C
A
Long-Term Disability
H
A
C
A
Employee Assistance
H
A
C
A
Pension
H
A
S
A
Paid Time Off (PTO)
H
A
C
A
Short-Term Disability
Sick and Vacation
Paid Time Off
OE
A
§ Includes spouse life, dependent children life and accidental death and dismemberment.
*Employees hired prior to January 1, 2010, who remained on the sick and vacation leave plans can elect short-term disability and pay the entire cost.
3
02
When can I enroll or
change my benefit
elections?
Benefits
Enrollment
AT OPEN ENROLLMENT
AS A NEW HIRE
DURING THE YEAR
WHEN: During the annual open
enrollment period each October.
Any newly elected benefits or changes
made to existing benefits become
effective on January 1 of the following
year.
WHEN: The first 30 days of employment
with the city as a new hire or re-hire.
Benefit elections are effective the first of
the month following your date of hire.
WHEN: Within 30 days of a qualifying life
event such as a birth or adoption of a
child, marriage or divorce, or gain or
loss of other coverage.
HOW: If you have computer access at
work, you must log onto the Denver One
Team (DOT) portal at https://dot.gov.dnvr
to make any benefit election changes for
the following calendar year.
HOW: In 2016, to select benefits as a
new hire you must complete a benefits
enrollment form found at denvergov.org/
benefits and return the form to the OHR
Benefits Office within 30 days of your hire
date.
HOW: In 2016, if you experience a
qualifying life event you must complete
a benefits enrollment form found at
denvergov.org/benefits and return the
form to the OHR Benefits Office within 30
days of your qualifying life event date.
In 2017, the city will migrate to Workday,
an employee self-service system. As a
new hire you must log-in to Workday and
make elections within 30 days of your hire
date. Find links to Workday training on
the OHR Benefits & Wellness webpage at
denvergov.org/benefits.
Supporting documentation must also be
provided as proof of any qualified life
event.
If you do not have computer access at
work, a benefits enrollment form will be
mailed to you. Completed forms must
be returned to the OHR Benefits Office,
scanned to [email protected] or
faxed to 720.913.5548.
WE ARE HERE TO HELP
YOU ENROLL AND MAKE
BENEFIT SELECTIONS
THAT ARE RIGHT FOR
YOU.
In 2017, the city will migrate to Workday,
an employee self-service system.
Employees must log-in to Workday
and make elections within 30 days of
a qualifying event, including but not
limited to electing benefits, making
family status changes, updating
beneficiaries, and more. Find links to
Workday training on the OHR Benefits &
Wellness webpage at
denvergov.org/benefits.
w: denvergov.org/benefits
p: 720.913.5697
e: [email protected]
4
03
Denver
Wellness
Program
The Denver Wellness program exists to help employees feel better. Our goal is to provide
employees with whatever resources they need to improve their overall well-being. Whether
an employee needs help with stress management, financial planning, understanding
nutrition information or an opportunity for colleagues to work together and celebrate a
success, Denver Wellness will do its best to support employees on their journey to being
well.
In 2017, you will have even more opportunities to earn an incentive for living well. Our new
wellness portal will provide a one-stop shop to access all of our wellness programs to
support all aspects of well-being. When you participate in the program in 2017, you will
earn a reward to offset the next year’s healthcare costs.
Five Pillars of Well Being and Denver Wellness Services
Physical
Emotional
• Healthy Steps Incentive
program - earn a reward
for getting preventive
dental and medical
screenings
• Meditation classes
Spiritual / Sense of
Purpose
• Stress and time
management classes
• Wellness fairs featuring
health charities
• GuidanceResources®
- employee assistance
program
• Charity walks
• On-site fitness classes
• Weight loss programs
Financial
Social
• Financial Health for
Professionals classes
• Wellness team challenges
• Benefits classes to better
understand your insurance
plans
• Retirement planning
• Support groups
• Weight loss support classes
• Wellness Champions
network
• Budgeting and credit
building classes
Find out more: denvergov.org/wellness
5
• Share Your Success Award
for employees who make
great health improvements
Key terms
What is the difference between the DHMO and HDHP? The difference is how you pay for
services when obtaining care. Both plans cover preventive care at 100%.
High-deductible health plan (HDHP) enrollees will generally pay the full cost of all care
until the annual deductible is reached. They then pay coinsurance until the annual
out-of-pocket maximum is reached. Deductible health maintenance organization
(DHMO) plan enrollees will pay for some services in the form of a copay and the full
cost of other services until the annual deductible is reached. For deductible expenses,
enrollees pay coinsurance after reaching the deductible. Enrollees will continue to pay
either copays, coinsurance or deductibles until the out-of-pocket maximum is reached.
04
Benefits
Basics
What is a deductible? The amount you must pay each calendar year for covered health services before the insurance plan will begin to
pay.
For HDHP enrollees, the deductible applies to all non-preventative care costs, including prescription costs before insurance will pay. For
those covering just themselves, it is $1,350, and $2,700 for those covering family members. For DHMO enrollees, the deductible applies to
any procedure or hospitalization cost. It is not necessary to meet a deductible first where a copay is paid. For any individual enrolled the
deductible is $500, but a family is responsible for up to three $500 deductibles or $1,500 annually.
What is a copayment or copay? A fixed dollar amount that you pay for a covered health service.
For HDHP enrollees, copays are due AFTER reaching the annual deductible for prescriptions costs. For DHMO enrollees, copays are due
at time of service and prescriptions. It is not necessary to reach the annual deductible first.
What is coinsurance? After you meet your deductible, you pay coinsurance, which is your share of the costs of a covered health
care service.
For HDHP enrollees, coinsurance starts once your expenses reach your annual deductible ($1,350/$2,700 for single/family). You stop
paying coinsurance once you reach your out-of-pocket maximum. For DHMO enrollees, coinsurance applies for procedure and
hospitalization costs only after you pay your deductible.
What is an imbedded deductible? The HDHP has an imbedded deductible and applies to employees who enroll family members.
It means all the expenses of the plan, from all enrollees in the plan, count toward the deductible. This means one family member
alone could reach the deductible, leaving the rest of the family to pay just coinsurance expenses. Enrollees also have an
embedded out-of-pocket maximum, meaning one family member’s expenses could satisfy the family’s entire out-of-pocket costs in
a year, leaving the rest of the family with no expenses. DHMO participants do not have an imbedded deductible, so each member
of the family’s expenses are tracked separately.
What is out-of-pocket maximum? The most you will pay for covered health services during the calendar year. All copay, deductible,
and coinsurance payments count toward the out-of-pocket maximum. Once you’ve met your out-of-pocket maximum, your insurance
plan will pay 100% of covered health services.
For HDHP enrollees it is $2,700 for employees covering themselves and $5,400 for employees covering family members. For DHMO
enrollees it is $3,000 for individuals enrolled on the plan, a family is responsible for two $3,000 deductibles or $6,000 annually.
What is a health savings account (HSA)? A bank account that HDHP members can use to pay out-of-pocket health care costs with
pre-tax dollars from the employee’s paycheck or with employer contributions. Money deposited in an HSA stays with the employee,
regardless of employer or health plan, and unused balances roll over year to year.
What is a health care flexible spending account (FSA)? A spending account that you can use to pay for health care with pre-tax
dollars. Funds deposited into a health care FSA are use it or lose it, meaning any funds you do not use by the IRS deadline will be forfeited.
If you fund a health savings account (HSA), you are not eligible to contribute to a traditional health care FSA; however, you can fund a
limited use health care FSA, which can only be used to pay for dental and vision expenses.
6
05
Benefit Plan
Premiums
Listed below are the monthly premiums for medical insurance. The amount you pay for coverage is deducted from your paycheck
on a pre-tax basis. Deductions are taken from the first two paychecks of each month. Please note that last year’s guide listed
premiums per paycheck, and this year’s guide lists premiums per month.
MEDICAL
Employee only
Employee + spouse
Employee + child(ren)
Family
City
Employee
City
Employee
City
Employee
City
Employee
DHMP DHMO
$500.00
$88.23
$1,002.94
$291.18
$941.18
$235.29
$1,411.76
$470.59
DHMP HDHP
$440.47
$23.18
$892.53
$127.50
$834.57
$92.73
$1,261.14
$222.55
Kaiser DHMO
$419.32
$74.00
$841.11
$244.19
$789.30
$197.33
$1,183.96
$394.65
Kaiser HDHP
$378.01
$19.90
$765.96
$109.42
$716.22
$79.58
$1,082.29
$190.99
United Navigate (DHMO)
$555.16
$97.97
$1,113.60
$323.30
$1,045.04
$261.26
$1,567.19
$522.60
United HDHP
$592.57
$31.19
$1,200.76
$171.54
$1,122.80
$124.76
$1,696.63
$299.40
Listed below are the monthly premiums for dental insurance. The amount you pay for coverage is deducted from your paycheck on
a pre-tax basis. Deductions are taken from the first two paychecks of each month. Please note that last year’s guide listed premiums
per paycheck, and this year’s guide lists premiums per month.
DENTAL
Employee only
Employee + spouse
Employee + child(ren)
Family
City
Employee
City
Employee
City
Employee
City
Employee
Delta PPO Low Option
$25.24
$4.45
$51.07
$14.83
$47.50
$11.87
$79.26
$26.42
Delta PPO High Option
$25.24
$14.34
$51.07
$36.80
$47.50
$31.66
$79.26
$61.65
Delta EPO
$25.24
$6.03
$51.07
$18.35
$47.50
$15.04
$79.26
$32.06
Listed below are the monthly premiums for vision insurance. The amount you pay for coverage is deducted from your paycheck on
a pre-tax basis. The monthly premium is deducted from the first paycheck of the month.
VISION
VSP
7
Employee only
Employee + spouse
Employee + child(ren)
Family
$4.97
$10.12
$9.33
$17.05
Comparing your medical
plan options
06
The main difference between an HDHP and DHMO
is how and when you pay for your health care.
Medical
Plans
The city offers six medical plan options through three carriers: Denver Health, Kaiser
Permanente, and UnitedHealthcare. All three carriers offer a high-deductible health
plan (HDHP) and a deductible HMO (DHMO) plan. Choosing the right medical plan is
an important decision. Take the time to learn about your options to ensure you select
the right plan for you and your family.
DEDUCTIBLE HMO (DHMO) PLAN
HIGH-DEDUCTIBLE HEALTH PLAN (HDHP)
»» Lower premium per month
»» Higher premium per month
»» Higher deductible
»» Lower deductible
»» You can budget for your out-of-pocket expenses
by funding a health savings account (HSA)
»» You can budget for your out-of-pocket
expenses by funding a health care flex
spending account (FSA)
»» You must open an OPTUM Bank account
DID YOU KNOW?
DID YOU KNOW?
»» If you enroll in the HDHP, the city will contribute to
your health savings account!
»» If you enroll in the DHMO, and you contribute to a
health care FSA, your whole pledge amount for the
plan year is available for use on qualified expenses on
the day your plan starts.
?
•  Individual coverage: $600 per year
•  All other coverage tiers: $1,200 per year
»» You must submit claims to your health savings FSA for
your qualifying 2017 expenses by March 31, 2018 or
you’ll forfeit any unused funds.
»» In order to open an HSA in 2017, you must have
depleted your previous year’s health care FSA by
December 31, 2016.
»» You may roll over HSA money from year to year.
DEDUCTIBLE
DHMO in-network deductible:
Individual deductible: $500
Family deductible: $1,500
NUMBERS TO KNOW
HDHP in-network deductible:
Individual deductible: $1,350
Family deductible: $2,700*
OUT-OF-POCKET MAXIMUM
HDHP in-network out-of-pocket maximum:
Individual out-of-pocket maximum: $2,700
Family out-of-pocket maximum: $5,400*
DHMO in-network out-of-pocket maximum:
Individual out-of-pocket maximum: $3,000
Family out-of-pocket maximum: $6,000
COINSURANCE
HDHP in-network coinsurance:
DH: 10%, KP and UHC: 20%
DHMO in-network coinsurance: 20%
CONTRIBUTION LIMITS
HSA contributions limits:
Individual coverage: $2,800 per year
(totaling $3,400 with city contribution)
Health care FSA contribution limits:
Up to $2,500 annually
All other coverage tiers: $5,550 per year
(totaling $6,750 with city contribution)
* For the HDHP: If you elect family coverage, the individual deductible does not apply. You must satisfy the full family deductible before the plan begins to pay toward covered services.
The same rule applies to the out-of-pocket maximum. You must satisfy the full family out-of-pocket maximum before the plan will cover all expenses for the remainder of the plan year.
8
2017 Denver Health medical plan
comparisons
DENVER HEALTH DHMO
Summary of Covered Services
Cofinity Network
$500 per individual /
$1,500 family
Cofinity Network
Single
Family
Single
Family
$750 per individual /
$1,750 family
$1,350
$2,700
$1,350
$2,700
$3,000 per individual /
$6,000 family
$3,000 per individual /
$6,000 family
$2,700
$5,400
$2,700
$5,400
$25 copay1
$50 copay
$30 copay1
$50 copay
10% after deductible
10% after deductible
20% after deductible
20% after deductible
$0
$0
$0
$0
Deductible
Out-of-Pocket Maximum
In-Network
DENVER HEALTH HDHP
In-Network
Office Visits
Primary Care Physician
Specialist
Preventive
Prescription Drugs
Generic/Formulary/Non-formulary
See plan summary for details, costs vary by pharmacy location and Rx tier
Inpatient Hospital
(per admission including birth)
20% after ded. and $150 30% after ded. and $150
per occurrence ded.2
per occurrence ded.2
10% after deductible3
20% after deductible3
Outpatient Hospital
20% after ded. and $150 30% after ded. and $150
per occurrence ded.
per occurrence ded.
10% after deductible
20% after deductible3
30% after deductible
10% after deductible
20% after deductible
Lab and X-Ray
20% after deductible
MRI/CAT/etc.
$150 copay
$200 copay
10% after deductible
20% after deductible
Emergency Care
$300 copay
$300 copay
10% after deductible
10% after deductible
$75 copay
$75 copay
10% after deductible
10% after deductible
Urgent Care
Mental Health
Inpatient
Outpatient
20% after ded. and $150 30% after ded. and $150
per occurrence ded.2
per occurrence ded.2
$50 copay
$50 copay
10% after deductible2
10% after deductible
20% after deductible2
20% after deductible
Alcohol/Substance Abuse
Inpatient
Outpatient
20% after ded. and $150 30% after ded. and $150
per occurrence ded.2
per occurrence ded.2
$50 copay
$50 copay
10% after deductible 2
10% after deductible
20% after deductible2
20% after deductible
$25 copay
(max 20 visits/year)
$35 copay
(max 20 visits/year)
10% after deductible
(max 20 visits/year)
20% after deductible
(max 20 visits/year)
Vision Exam
$25 copay (one exam
every 24 months)
$35 copay (one exam
every 24 months)
Not covered
Not covered
Chiropractic
$50 copay3
(max 20 visits/year)
$50 copay3
(max 20 visits/year)
10% after deductible3
(max 20 visits/year)
10% after deductible3
(max 20 visits/year)
Phys/Occ/Speech Therapy
(1) The annual deductible and the 20% coinsurance apply for procedures performed during a copay office visit.
(2) Prior authorization required.
(3) Services must be provided by Columbine Chiropractic in order to be covered.
DENVER HEALTH MEDICAL PLANS
Denver Health has contracted with University of Colorado Hospital and
Children’s Hospital Colorado. Services received at these facilities (or by a
contracted provider) will be covered at the same level as other in-network
To learn more about Denver Health visit
www.denverhealthmedicalplan.com or
call 303.602.2100.
services.
Denver Health has also contracted with Cofinity, a nationwide provider network. Services received by a Cofinity provider or at a
Cofinity facility are covered under the Cofinity tier (see table above for Cofinity tier benefit details).
Services provided by a non-contracted provider or at a non-contracted facility are not covered (except in the case of a medical
emergency).
9
2017 Kaiser Permanente medical plan
comparisons
KAISER DHMO
Summary of Covered Services
In-Network Only
$500 per individual /
$1,500 family
Deductible
Out-of-Pocket Max
Single/Family
$3,000 per individual / $6,000 family
Office Visits
Primary Care Physician
Specialist
$1,350
$2,700
$2,700
$5,400
$0
$0
$20/$40/$60 copay (up to a 30-day supply)
$10/$35/$60 copay after deductible
20% after deductible
20% after deductible
Outpatient Hospital
20% after deductible
20% after deductible
$0 lab/20% after deductible for X-Ray
20% after deductible
20% after deductible
20% after deductible
$200 copay
20% after deductible
MRI/CAT/etc.
Emergency Care
Urgent Care
Family
20% after deductible
20% after deductible
Inpatient Hospital
(per admission including birth)
Lab and X-Ray
Single
$30 copay1
$50 copay1
Preventive
Prescription Drugs
Generic/Formulary/Non-formulary
KAISER HDHP
In-Network Only
1
$75 copay (Kaiser designated facility)
20% after deductible (Kaiser designated facility)
Mental Health
Inpatient
Outpatient
20% after deductible
$30 copay/visit1
20% after deductible
20% after deductible
Alcohol/Substance Abuse
Inpatient
Outpatient
20% after deductible
$30 copay/visit1
20% after deductible
20% after deductible
Phys/Occ/Speech Therapy
$30 copay (max 20 visits/year)
20% after deductible (max 20 visits/year)
Vision Exam
$30 copay
20% after deductible
Chiropractic
$30 copay (max 20 visits/year)
20% after deductible (max 20 visits/year)
2
(1) The annual deductible and the 20% coinsurance apply for procedures performed during a copay office visit.
CHOOSE THE RIGHT DOCTOR FOR YOU
If you enroll in the Kaiser Permanente HDHP or DHMO, you must select a primary care physician who is responsible for overseeing
your health care. With Kaiser Permanente medical offices across the Denver/Boulder area, it can be easy to find a doctor who is
close to your home or workplace. Most Kaiser Permanente medical offices house primary care, laboratory, X-ray and pharmacy
services under one roof, which means you can visit your physician and manage many of your other needs in a single trip.
The Kaiser Permanente plans provide in-network coverage only (except in the case of a medical emergency).
CALL THE APPOINTMENT AND ADVICE LINE
If you have an illness or injury and you’re not sure what kind of care you need,
Kaiser Permanente advice nurses can help. With access to your electronic
health record, they can assess your situation and direct you to the appropriate
facility, or even help you handle the problem at home until your next
appointment. For advice, call 303.338.4545 24 hours a day, seven days a week.
For appointment services, call Monday through Friday from 7:00 a.m. - 6:00 p.m.
To learn more about Kaiser Permanente
visit http://my.kp.org/denvergov or call
303.338.4545.
10
2017 UnitedHealthcare medical plan
comparisons
UNITEDHEALTHCARE DHMO
Summary of Covered Services
Deductible
Out-of-Pocket Max
Office Visits
Primary Care Physician
Specialist
In-Network Only
$500 per individual /
$1,500 family
$3,000 per individual /
$6,000 family
UNITEDHEALTHCARE HDHP
In-Network
Single
Out-of-Network
Family
Single
Family
In and out-of-network ded. and out-of-pocket maximum do not cross apply
$1,350
$2,700
$3,000
$6,000
$2,700
$5,400
$6,000
$12,000
$25 copay1
$50 copay1
20% after deductible
20% after deductible
50% after deductible
50% after deductible
$0
$0
Not covered
$15/$45/$60 copay
$10/$35/$60 copay
after deductible
$10/$35/$60 copay
after deductible
Inpatient Hospital
(per admission including birth)
20% after $150 per occurrence
deductible and annual
deductible3
20% after deductible
50% after deductible2
Outpatient Hospital
20% after $75 per occurrence
deductible and annual
deductible3
20% after deductible
50% after deductible2
20% after deductible
20% after deductible
50% after deductible2
MRI/CAT/etc.
$150 copay
20% after deductible
50% after deductible2
Emergency Care
$300 copay
20% after deductible
20% after deductible
Urgent Care
$75 copay
20% after deductible
50% after deductible
Mental Health
Inpatient
Outpatient
20% after deductible
$50 copay
20% after deductible
20% after deductible
50% after deductible2
50% after deductible2
Alcohol/Substance Abuse
Inpatient
Outpatient
20% after deductible
$50 copay
20% after deductible
20% after deductible
50% after deductible2
50% after deductible2
$25 copay
(max 20 visits/year)
20% after deductible
(max 20 visits/year)
50% after deductible2
(max 20 visits/year)
$25 copay
(one exam every 24 months)
20% after deductible
(one exam every 24 months)
Not covered
$50 copay3
20% after deductible
50% after deductible3
Preventive
Prescription Drugs
Tier 1/Tier 2/Tier 3
Lab and X-Ray
Phys/Occ/Speech Therapy
Vision Exam
Chiropractic (max 20 visits/year)
1
(1) The annual deductible and the 20% coinsurance apply for procedures performed during a copay office visit.
(2) Prior authorization required for certain services.
UNITEDHEALTHCARE HDHP
The UnitedHealthcare HDHP provides in- and out-of-network coverage, allowing you the
freedom to choose any provider. However, you will pay less out of your pocket when you
choose a UnitedHealthcare network provider.
To learn more about
UnitedHealthcare visit
myuhc.com or call 800.842.5520.
UNITEDHEALTHCARE NAVIGATE (DHMO)
If you enroll in the UnitedHealthcare Navigate DHMO, you must select a primary care physician (PCP) who will provide and manage most
of your care.
You must receive an electronic referral before seeing another network PCP or specialist. During enrollment select your PCP from
UnitedHealthcare’s Navigate network. You must email your PCP’s UHC ID number to [email protected]. If you do not select a PCP,
UnitedHealthcare will assign one. The UnitedHealthcare Navigate plan provides in-network coverage only (except in the case of a
medical emergency).
11
Additional medical plan information
DENVER HEALTH - AFTER HOURS CARE OPTIONS
Options for when you are sick and need care today:
»» Call NurseLine Advice 303.739.1211
»» DispatchHealth will come to you. DispatchHealth is our on-demand health care provider that can treat a range of injuries and
illnesses in the comfort of your home. Download the free app or call 303.500.1518.
»» Visit a Walgreens Healthcare Clinic or a King Soopers Little Clinic. These clinics are a good option if you have a sore throat,
sinus infection or the flu.
»» Visit an Urgent Care center that is convenient for you. You are covered anywhere in the U.S.
»» Emergency Room. If you need emergency care, go to the nearest hospital or call 9-1-1. You are covered at any Emergency
Room for emergency care at any time.
KAISER PERMANENTE – E-VISITS NOW AVAILABLE
Manage your health online with the new e-visit secure feature of My Health Manager.
E-Visits – new online medical consultations
If you have a non-urgent medical condition at any time 24/7 and you’re not sure what kind of care you need, an e-visit may be a good
option for you. An e-visit is an online medical consultation with a Kaiser Permanente Advice Call Center Registered Nurse that’s available
at no cost for select medical conditions like nausea/vomiting, pink eye, female UTI, sinus, constipation, diarrhea, and more.
Complete an E-Visit
»» Log on to kp.org. Then, go to My Health Manager and then the Appointment Center.
»» From there, choose the appropriate medical condition that best describes your symptoms.
»» Complete and submit the series of questions.
»» An Advice Call Center Registered Nurse will respond within four hours of receiving your questionnaire. For your safety, some
answers during your e-visit may prompt you to call the Appointment and Advice Call Center directly in order to expedite
your care. If this happens, call the Appointment and Advice Call Center for medical advice immediately, at 303-338-4545 or
1.800.218.1059 (TTY for the deaf, hard of hearing, or speech impaired:711).
»» Not Registered for kp.org Yet?
»» Go to kp.org/registernow and follow the prompts. Once registered you’ll be able to e-mail your doctor’s office, complete an
e-visit, pay medical bills, view lab results, and more!
UNITEDHEALTHCARE - VIRTUAL VISITS
Members log on to myuhc.com where they can:
»» Learn more about virtual visits (e.g., how to use it, a covered benefit, etc.)
»» View virtual visit provider group choices
»» Members can access virtual visit provider groups through myuhc.com or from their mobile device, computer or telephone
12
Your maximum annual medical liability
To determine the cost of each plan you must consider the monthly premium, out-of-pocket expenses, and the possible city contribution
to a health savings account (HSA). The example below shows the maximum annual medical liability for Kaiser Permanente at each
coverage level (i.e. Employee only, Employee + spouse, Employee + child[ren], and Family). Below the example, you will find a
worksheet you can use to calculate the maximum annual medical liability for Denver Health and UnitedHealthcare.
ANNUAL PREMIUM
+
OUT-OF-POCKET
MAXIMUM
-
Kaiser Permanente
Employee only DHMO
($74.00 x 12) = $888.00
+
$3,000.00
-
$0.00
=
$3,888.00
Kaiser Permanente
Employee only HDHP
($19.90 x 12) = $238.80
+
$2,700.00
-
$600.00
=
$2,338.80
Kaiser Permanente
Employee + spouse DHMO
($244.19 x 12) = $2,930.28 +
$6,000.00
-
$0.00
=
$8,930.28
Kaiser Permanente
Employee + spouse HDHP
($109.42 x 12) = $1,313.04
+
$5,400.00
-
$1,200.00
=
$5,513.04
($197.33 x 12) = $2,367.96
+
$6,000.00
-
$0.00
=
$8,367.96
($79.58 x 12) = $954.96
+
$5,400.00
-
$1,200.00
=
$5,154.96
Kaiser Permanente
Family DHMO
($394.65 x 12) = $4,735.80 +
$6,000.00
-
$0.00
=
$10,735.80
Kaiser Permanente
Family HDHP
($190.99 x 12) = $2,291.88 +
$5,400.00
-
$1,200.00
=
$6,491.88
Carrier & Coverage Level
Kaiser Permanente
Employee + child(ren) DHMO
Kaiser Permanente
Employee + child(ren) HDHP
CITY HSA
=
CONTRIBUTION
YOUR MAXIMUM
ANNUAL LIABILTY
Use this worksheet to calculate your maximum annual medical liability based on the carrier you choose and the coverage level you
require. Find the monthly premium rates for Denver Health and UnitedHealthcare on the Benefit Plan Premiums page 7.
Carrier & Coverage Level
13
ANNUAL PREMIUM
+
OUT-OF-POCKET
MAXIMUM
-
CITY HSA
=
CONTRIBUTION
YOUR MAXIMUM
ANNUAL LIABILTY
DHMO
Employee only
($
x 12) = $
+
$3,000.00
-
$0.00
=
$
HDHP
Employee only
($
x 12) = $
+
$2,700.00
-
$600.00
=
$
DHMO
Employee + spouse
($
x 12) = $
+
$6,000.00
-
$0.00
=
$
HDHP
Employee + spouse
($
x 12) = $
+
$5,400.00
-
$1,200.00
=
$
DHMO
Employee + child(ren)
($
x 12) = $
+
$6,000.00
-
$0.00
=
$
HDHP
Employee + child(ren)
($
x 12) = $
+
$5,400.00
-
$1,200.00
=
$
DHMO
Family
($
x 12) = $
+
$6,000.00
-
$0.00
=
$
HDHP
Family
($
x 12) = $
+
$5,400.00
-
$1,200.00
=
$
07
Health savings account
vs. health care flexible
spending account
Budgeting
for Your
Health Care
HEALTH SAVINGS ACCOUNT
Individual: $2,800 (totalling $3,400 with city contribution)
All other tiers: $5,550 (totalling $6,750 with city contribution)
Catch-up contribution (if age 55+): $1,000
The City and County of Denver will help
you save by contributing the following
amount to your HSA in 2017:
Enrolled in the
2017 ANNUAL MAXIMUM HSA CONTRIBUTIONS:
HDHP?*
A health savings account (HSA) is an individually-owned bank account that allows you to pay for eligible medical,
dental and vision expenses with pre-tax dollars. You own your account, and there are no “use it or lose it” restrictions
like with flexible spending accounts. Your contributions to this account (including the City and County of Denver
contribution) cannot exceed the IRS annual contribution limits. In order to open an HSA in 2017, you must have depleted
your previous year’s health care FSA by December 31, 2016.
Individual coverage: $600
All other coverage tiers: $1,200
DHMO?
Enrolled in the
* You must be enrolled in a high-deductible health plan in order to open and fund an HSA. Additional requirements apply.
HEALTH CARE FLEXIBLE SPENDING ACCOUNT
A health care flexible spending account (FSA) is an account that allows you to pay for eligible health
care expenses with pre-tax dollars. If you fund an HSA, you cannot fund a health care FSA.
2017 PLAN YEAR MAXIMUM FSA CONTRIBUTION: $2,500 (REGARDLESS OF COVERAGE LEVEL)
HSA VERSUS HEALTH CARE FSA
Annual election available on
the first day of the plan year
Annual IRS maximum different depending
on coverage level
You can change your election throughout
the year
Funds roll over from one
year to the next
HSA
FSA
The City and County of Denver contribution
will be available January 1, 2017, if your
Optum Bank HSA is opened. Employee
contributions are deposited per pay period.
Yes
Yes
No
Yes
No, unless you experience a qualifying
life event.
Yes, your HSA dollars are yours to keep if you
change plans or jobs.
No, you must submit your qualifying
expenses by March 31 of the following
year or forfeit any unused funds.
14
If you fund an HSA, you
cannot contribute pre-tax
dollars to the health care
FSA.
However, you can fund a
limited use health care
FSA. See page 16 for
limited use health care
FSA details.
If you enroll in a city high-deductible health
plan (HDHP), you may be eligible to open
and fund an HSA.
An HSA is a personal health care savings
account that you can use to pay out-ofpocket health care expenses with pre-tax
dollars. Your contributions are tax free, and
the money remains in the account for you
to spend on eligible expenses no matter
where you work or how long it stays in the
account.
The city will provide an HSA contribution
in 2017 in the following amounts:
»» Individual coverage: $600
»» All other coverage tiers: $1,200
Note: You must open your HSA through
OPTUM Bank in order to receive the
contribution within 60 days of your effective
date.
Health savings account (HSA)
HSA ELIGIBILITY
You are eligible to open and fund an HSA if:
»» You are enrolled in the city HDHP
»» You are not covered by a non-HSA
plan, health care FSA or health
reimbursement arrangement
»» Health care FSA must be a zero
balance as of 12/31/16
»» You and/or your dependents are not
eligible to be claimed as a dependent
on someone else’s tax return
»» You are not enrolled in Medicare,
Medicaid or TRICARE for Life
MAXIMIZE YOUR TAX SAVINGS
»» Contributions to an HSA are tax free
and can be made through payroll
deduction on a pre-tax basis when you
open an HSA through Optum Bank
»» The money in your HSA (including
interest and investment earnings) grows
tax free
»» As long as you use the funds to pay
for qualified medical expenses, the
money is spent tax free
USE YOUR HSA TO PAY FOR QUALIFIED
MEDICAL EXPENSES
»» You can use your HSA money to pay for
eligible expenses now or in the future
Contributions to a health savings account
(including the city contributions) cannot
exceed the annual IRS contribution
maximums.
»» Funds in your HSA can be used for your
expenses and those of your spouse
and eligible dependents, even if they
are not covered by the city HDHP
2017 IRS HSA contribution maximums
»» Eligible expenses include deductibles,
doctor’s office visits, dental expenses,
eye exams, prescription expenses and
LASIK eye surgery
»» Individual coverage $3,400
»» All other tiers $6,750
»» Catch-up contribution (if age 55+)
$1,000
Employees may contribute annually the
difference between the IRS limit and the city
contribution.
THREE EASY WAYS TO ACCESS YOUR HSA
MONEY
»» Debit card—Draws directly from
your HSA and can be used to pay
for eligible expenses at your doctor’s
office, pharmacy or other locations
where you purchase health-related
items or services
»» Pay bills online—Send payments
directly to your health care providers,
pharmacy or other payees for eligible
expenses you paid out of your pocket
»» Reimburse yourself—Request a check
or schedule an electronic account
transfer to pay yourself back for eligible
expenses you paid out of your pocket
YOUR HSA IS AN INDIVIDUALLY OWNED
ACCOUNT
»» You own and administer your HSA
»» You determine how much you will
contribute to your account and when
to use the money to pay for eligible
health care expenses
»» You can change your contribution at
any time during the plan year without
a qualifying event
»» Like a bank account, you must have
a balance in order to pay for eligible
health care expenses
»» Keep all receipts for tax documentation
»» An HSA allows you to save and roll over
money from year to year
»» The money in the account is always
yours, even if you change health plans
or jobs
»» There are no vesting requirements or
forfeiture provisions
»» A complete list of eligible expenses
can be found at
www.irs.gov/pub/irs-pdf/p502.pdf
Important!
You must have qualifying coverage as defined by the IRS in order to contribute to an HSA or you risk
adverse tax consequences. If you are enrolled in another plan that is not considered qualifying under
IRS guidelines you are not eligible to receive the city’s employer HSA contribution or contribute your own
monies on a pre-tax basis. This includes, but is not limited to, Medicare, Medicaid, TRICARE for Life or any
non high-deductible health plan. Please refer to IRS Publication 969 (www.irs.gov/uac/About-Publication-969) for
additional information.
15
Flexible spending accounts (FSA)
With a flexible spending account (FSA),
you can set aside money on a pretax basis from your paycheck to cover
health care (medical, dental and vision),
dependent day care and/or qualified
parking expenses.
The city offers these flexible spending
accounts through 24HourFlex, whose
services include:
»» Help center at 303.369.7886 or
800.651.4855 from 8:00 a.m. 5:00 p.m. MST
»» Internet access to account info at
24hourflex.com
»» Online claim submission
»» Automatic direct deposit in your
bank or savings account
»» Debit card (Visa) complimentary
to all participants, with immediate
access to certain locations such as
King Soopers, Safeway, Walgreens,
Wal-Mart, etc.
HEALTH CARE FSA
If you enroll in the health care FSA, you
can use the FSA to pay for eligible health
care expenses, including medical,
dental and vision expenses with pre-tax
dollars. You can contribute a minimum
of $120 and up to a maximum of $2,500
in 2017. Another advantage of enrolling
in the health care FSA is that your whole
pledge amount for the plan year is
available for use on qualified expenses
on the day your plan starts, even though
your contributions towards the pledge
are spread over the calendar year.
Please note: You must use it or lose it! If
you choose to use a health care FSA,
remember to plan your contributions
carefully. You can submit claims for
your qualifying 2016 expenses through
March 31, 2017. Your expenses must be
incurred no later than March 15, 2017, to
be reimbursed from your FSA. Due to IRS
rules, you’ll forfeit any unused funds.
If you enroll in a high-deductible health
plan in 2017 your health care FSA dollars
must be spent by 12/31/2016.
LIMITED USE HEALTH CARE FSA
»» If you fund an HSA, you are not
eligible to fund a health care FSA.
However, you can fund a limited
use health care FSA. A limited use
health care FSA can only be used
to reimburse dental and vision
expenses.
QUALIFIED PARKING FSA
The qualified parking FSA allows you to
claim up to $255 per month of pre-tax
dollars to pay for parking expenses while
you are at work. To qualify, the parking
expenses cannot be associated with a
city-owned facility. Like the dependent
day care FSA, claims for reimbursement
can be processed as your contributions
accrue. Submit claims within 180 days
of date of expense. (Minimum is $60
annually, $3,060 maximum)
The limited use health care FSA maximum
contribution is $2,500 for the 2017 plan
year. You can submit claims for your
qualifying 2016 expenses through March
31, 2017. Your expenses must be incurred
no later than
March 15, 2017, to
be reimbursed from With easy payroll
your FSA. Due to IRS
rules, you’ll forfeit
any unused funds.
deductions and
convenient debit cards, FSAs provide a
flexible and easy way to cover expenses.
DEPENDENT DAY CARE FSA
If you have child care expenses, consider
taking advantage of the dependent day
care FSA. In the same way that the health
care FSA lets you set aside pre-tax dollars
for eligible health care expenses, you
can use the dependent day care FSA to
set aside a minimum of $120 and up to
$5,000 per year pre-tax dollars for child
care expenses while you work. Examples
of eligible dependent care expenses
include:
»» Day care and babysitter costs
»» Nursery school
»» Before- and after-school programs
»» Summer day camps
The dependent day care FSA is subject
to the same reimbursement rules as the
health care FSA, including the “use it
or lose it” rule. Important tax rules also
apply to the dependent day care FSA.
You can’t be reimbursed from your FSA
for any expense that is also covered by
a tax credit on your federal tax return.
However, unlike the health care FSA, your
whole pledge amount for the plan year
is not available on the day your plan
starts. For the dependent day care FSA,
you can only be reimbursed for qualified
expenses up to the amount you have
contributed to your FSA up to that point in
time. As your contributions accrue, claims
for reimbursement can be processed.
16
08
Dental Plans
PPO HIGH AND PPO LOW PLANS
FIND A DENTIST
The Delta Dental PPO High and PPO
Low plans offer coverage for a broadrange of services with a deductible
and coinsurance approach. You and
your enrolled dependents may visit
any licensed dentist, but will enjoy the
greatest out-of-pocket savings if you see
a Delta Dental PPO dentist.
To learn if a dentist participates in a
network covered by your plan, use the
“Find a Dentist” search feature on the
Delta Dental website at
deltadentalco.com or call Customer
Relations at 800.610.0201.
EPO PLAN
Proper dental care is important and
taking care of your oral health is an
investment in your overall well-being.
The City and County of Denver’s dental
coverage is through Delta Dental of
Colorado (Delta Dental), which provides
employees with three plan options.
For a complete schedule of dental
benefits, visit denvergov.org/benefits, or
pick up a Delta Dental brochure from the
OHR Benefits Office.
Summary of Covered Services
Annual Maximum Benefit
Deductible
Single/Family
The EPO plan only provides benefits
if you visit a Delta Dental PPO dentist
in Colorado. The EPO plan provides
subscribers with a copayment listing that
details all covered services and their
associated out-of-pocket costs. Noncovered services are billed directly to you
at Delta Dental’s discount rate, so you will
still save money even if the procedure
is not covered under your plan. If you
receive treatment from a Delta Dental
non-PPO dentist, you will be responsible
for all fees charged.
MAKE AN APPOINTMENT
A Delta Dental ID card is not required
when you visit the dentist. Your dentist
can confirm your coverage. However, if
you prefer to have a Delta Dental ID card,
log in to your Delta Dental account to
print an ID card.
COVERAGE VERIFICATION
It is important to understand the specifics
of your dental benefits especially what
is and is not covered. If you think you
may need treatment and want to find out
what your costs will be, ask your dentist
to submit a pre-treatment estimate,
allowing you to understand your full
financial responsibility before committing
to services.
DELTA DENTAL PPO PLUS
PREMIER
DELTA DENTAL PPO PLUS
GROUP 6026
GROUP 6793
PPO LOW PLAN
PPO HIGH PLAN
EPO PLAN
$1,250 per person
$2,000 per person
Unlimited
$25/$75
$25/$75
None
$0 PPO Dentist
20% Premier Dentist
20% Non-Participating Dentist
$0
Copay (see copay listing
found in the “Dental” section
of denvergov.org/benefits)
20% PPO Dentist
50% Premier Dentist
50% Non-Participating Dentist
10% PPO Dentist
20% Premier Dentist
20% Non-Participating Dentist
50% PPO Dentist
50% Premier Dentist
50% Non-Participating Dentist
40% PPO Dentist
50% Premier Dentist
50% Non-Participating Dentist
50% PPO Dentist
50% Premier Dentist
50% Non-Participating Dentist
50% PPO Dentist
50% Premier Dentist
50% Non-Participating Dentist
$1,000 per person
$1,000 per person
PREMIER PLAN
DELTA DENTAL PPO
GROUP 6791
Preventive Services
Oral Evaluation
Bitewing X-rays
Full Mouth X-rays or Panoramic
Routine Cleaning
Fluoride Treatment
Space Maintainers
Sealants
Basic Services
Amalgam Fillings
Resin, Composite
Oral Surgery (Extractions)
General Anesthesia
Surgical Periodontal (gums)
Root Canal Therapy
Major Services
Crowns
Dentures, Partials, Bridges
Orthodontics
Complete Orthodontic Evaluation
Active Orthodontic Treatment
Orthodontics Lifetime Maximum
17
Copay
(see copay listing)
Copay
(see copay listing)
Copay
(see copay listing)
Unlimited
(see copay listing)
09
Vision Plan
Eye exams are an important part of overall health care for your family. With VSP you
will get the highest level of care, including an annual exam designed to detect signs
of health conditions like diabetes and high blood pressure. VSP does not provide an ID
card, visit VSP.com to find a provider.
FIND A VISION PROVIDER
Find a VSP provider at vsp.com or call 800.877.7195.
Summary of Covered Services
Routine Exams (every calendar year)
VSP
In-Network
$10 copay
Prescription Glasses
Lenses and frames
$25 copay
Lenses (every calendar year)
Single vision, lined bifocal and lined trifocal lenses.
Included in prescription glasses copay
Polycarbonate lenses for dependent children
Lens Enhancements (every calendar year)
Standard progressive lenses
Premium progressive lenses
Custom progressive lenses
Frames (every other calendar year)
Contact Lenses (every calendar year)
$55 copay
$95–$105 copay
$150–$175 copay
$160 allowance + 20% off balance
$90 allowance at Costco + 20% off balance
$160 allowance
VSP has special pricing for LASIK with participating centers, a savings that can add up to
hundreds of dollars for VSP members. Visit vsp.com or call 800.877.7195
18
10
Life and
Disability
Insurance
LIFE INSURANCE
The city offers several life insurance policy
options. All employees are automatically
enrolled in a basic life insurance policy,
and are also eligible to voluntarily enroll
in additional life policies.
BASIC LIFE INSURANCE
The city pays for your basic life insurance
with a payout benefit equal to two times
your annual salary, up to a maximum of
$100,000. You are automatically enrolled
and this policy is effective upon hire. Be
sure to designate a beneficiary for this
benefit. The beneficiary designation/
change form can be found at
denvergov.org/benefits. Submit
completed forms to the OHR Benefits
Office via fax 720.913.5548 or scan and
email to [email protected].
ADDITIONAL AND DEPENDENT LIFE
INSURANCE
In addition to your basic life insurance,
you may elect to enroll in additional
life insurance for yourself. You can buy
additional life insurance at a minimum of
$5,000 and up to a maximum of $300,000
in increments of $5,000. Within 30 days of
your hire date, you can elect additional
life for up to $100,000 without providing a
medical history statement.
You can elect additional life coverage
for your spouse in increments of $5,000
up to a maximum of $300,000, but not to
exceed 100% of your combined basic
and additional life coverage. Within
30 days of your hire date, you can
elect spousal life up to $30,000 without
providing a medical history statement.
19
You may also elect additional life
coverage for your eligible children in
the amounts of $5,000 at a cost of $0.75
monthly or $10,000 at a cost of $1.50
monthly.
Additional life policies for you and your
dependents are optional benefits and
are paid for entirely by you in after-tax
deductions. The premium rates are
based upon set rates determined by age
and tobacco use (except for the children
policies mentioned above).
Completion of a medical history
statement and physical exam is required
if enrolling more than 30 days from date
of hire.
ACCIDENTAL DEATH AND
DISMEMBERMENT
Accidental death and dismemberment
(AD&D) coverage is an optional benefit
and is paid for entirely by the employee.
If elected, this coverage pays a benefit
if you die or suffer serious injury as a
result of a covered accident. You can
buy AD&D coverage at a minimum of
$10,000 and to a maximum of $500,000 in
increments of $10,000. Amounts in excess
of $250,000 cannot exceed 10 times your
annual earnings. If you are enrolled in
AD&D coverage, you may also elect
to insure your eligible dependents. The
amount of insurance for each dependent
is determined as follows:
»» Spouse only – 60% of your amount
»» Child only – 15% of your amount, not
to exceed $25,000 per child
»» Spouse and child – 50% of your
amount for spouse and 10% of your
amount per child
DISABILITY INSURANCE
To help protect your income in the event of an accident or injury, the city offers you short-term and long-term disability benefits. All
disability plans are offered through the Standard Insurance Company.
SHORT-TERM DISABILITY
If you were hired after January 1, 2010, or converted to the paid time off (PTO) plan, the city pays the full cost of the premiums
for your short-term disability insurance. You are automatically enrolled into this benefit and it is effective upon hire. After 14
consecutive calendar days of total disability (called the waiting period), your short-term disability payments will begin. The
benefit pays 70% of your weekly pre-disability earnings to a weekly maximum of $1,500.
For those hired by the city prior to January 1, 2010, and remain on the sick and vacation leave plans, the short-term disability
benefit is optional. If elected, it’s paid for entirely by the employee. This voluntary benefit has five different plan levels with varying
payments, waiting periods and premiums — see chart below for plan details.
For those hired by the city prior to January 1, 2010, and remain on the sick and vacation leave plans:
PLAN
MAXIMUM WEEKLY BENEFIT
WAITING PERIOD
MONTHLY COST
A
$350
7 days
$23.63
B
$1,500
7 days
1.088% x Gross Monthly Earnings
C
$1,500
14 days
.875% x Gross Monthly Earnings
D
$1,500
30 days
.663% x Gross Monthly Earnings
E
$1,500
60 days
.438% x Gross Monthly Earnings
Please note: If you choose to enroll or change plan options during open enrollment, you will be subject to a late entrant or change penalty for the first 12
consecutive months of enrollment.
LONG-TERM DISABILITY
The city pays the full cost of your long-term disability insurance. You are automatically enrolled in this benefit and it is effective upon
hire. If you are partially or totally disabled for more than 180 days, the benefit pays 60% of your monthly pre-disability earnings to a
monthly maximum of $6,000.
To learn more about the city’s disability plans, go to denvergov.org/benefits or call the OHR Benefits Office at 720.913.5697.
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11
Additional
Benefits
as annually during the open enrollment
period. For as little as $13.50 per month,
you can enroll in the plan and have a
place to turn to for help, with access to a
nationwide network of attorneys who will:
»» Work with you in person, over the
phone or online to consult with you
on legal issues
»» Review or prepare documents
»» Make follow-up calls or write letters
on your behalf
»» Represent you, if needed.
EMPLOYEE ASSISTANCE PROGRAM
The GuidanceResources ® EAP provides
support, resources and information for
personal and work-life issues. These
services are confidential and provided at
no charge to you and your dependents.
These services are available with just a
call or a click.
»» Call 877.327.3854 or 800.697.0353 (TDD).
»» Speak to a counseling professional
who will help guide you to the
appropriate services.
»» Visit online at guidanceresources.com
and enter Denver Web ID: DENVEREAP
DENVER EMPLOYEE FITNESS CENTER
The employee fitness center features a
full complement of fitness equipment,
exercise classes and services for city
employees. The center is located in the
Webb Municipal Building and is open for
early morning workouts, as well as after
work hours and on Saturdays. Members
of the Denver Employee Fitness Center
also have full access to all Denver
recreation centers. For more information
about the fitness center visit,
denvergov.org/wellness or call
303.880.2295.
LEGAL SERVICES PLAN
UltimateAdvisor ® Legal insurance from
ARAG offers you affordable reliable
counsel when something in life turns
into a legal issue, like a dispute with a
contractor, a traffic ticket or the need for
estate planning including preparation
of a trust. You’ll have the opportunity
to voluntarily enroll in the legal plan
within your first 30 days of hire, as well
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Attorney fees for most covered legal
matters are 100% paid in full when you
work with a Network Attorney, which
means you’ll avoid paying high-cost
attorney fees. It’s like having an attorney
on retainer whenever you have a
question or need guidance regarding a
legal matter.
For a complete list of exclusions or any
other questions about the legal plan, call
800.247.4784 or visit ARAG’s website at
ARAGLegalCenter.com.
TRANSPORTATION PROGRAMS
As a way to encourage alternative
transportation, the city participates
in, and subsidizes, the Regional
Transportation District (RTD) costs of the
EcoPass and ValuPass programs. Both
programs allow employees the option
to use RTD’s bus and light rail services as
alternative transportation to and from
work.
Enrollment advantages include:
»» Reduced commuting costs and
hassles
»» Ability to pay for commuting
expenses with pre-tax dollars
»» Avoiding parking hassles
»» Peace of mind provided by
Guaranteed Ride Home Program
sponsored by Denver Regional
Council of Governments (Eco Pass
only). Learn more at drcog.org.
Please contact the OHR Benefits Office at
[email protected] or call
720.913.5697 to learn which program you
qualify for and program requirements
and costs.
RETIREMENT PLANNING
PENSION PLAN
As a city employee, you are
automatically enrolled in the Denver
Employees Retirement Plan (DERP). It
is a defined benefit plan, and current
contributions are set at 11.5% of your total
gross salary paid by the city and 8% of
your total gross salary paid by you on
a pre-tax basis. You are vested after 5
years of credited service. DERP offers a
monthly retirement benefit, group health,
dental and vision insurance, as well as
disability and death benefits.
To learn more about DERP and your
pension, go to derp.org or call
303.839.5419.
DEFERRED COMPENSATION
The Deferred Compensation Plan
457(b) is a voluntary retirement savings
program offered by the City and County
of Denver to all employees through TIAA
Financial Services. The plan is designed
to supplement the city’s pension plan
and provide additional financial and
retirement planning options. You may
elect payroll deductions on pre-tax
and/or after-tax (Roth) basis. The city
does not match deferred compensation
contributions. You may enroll, increase or
decrease your contributions at any time.
Employee contributions
»» You may start, change or stop
contributing by submitting a Salary
Reduction Agreement at any time.
»» You may contribute up to 100% of
your income, or $18,000 annually,
whichever is less. If you are age 50+,
you may contribute up to $24,000
annually.
»» You are always 100% vested in your
own contributions.
You can get personalized retirement plan
advice on the plan’s investment options
from a TIAA Financial Consultant, at no
additional cost to you.
To learn more about the Deferred
Compensation plan and TIAA, call
855.259.4648 Monday through Friday,
6:00 a.m. - 8:00 p.m. or Saturday, 7:00
a.m. - 4:00 p.m. (MT) or go online
tiaa.org/denver.
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Paid time off to support a
work-life balance
Work-Life
Balance
All employees hired after January 1, 2010, accrue paid time off (PTO). The amount of PTO you receive each year is based on the
following chart taken from Career Service Authority Rule 10/Paid Leave.
COMPLETED YEARS OF SERVICE
PTO HOURS ACCRUED PER MONTH
0–0.5 years
10 hours per month
0.5–5 years
12 hours per month
5–10 years
15 hours per month
10–15 years
18 hours per month
15 + years
19 hours per month
All employees hired prior to January 1, 2010, may still accrue both sick and vacation leave. The amount of sick and vacation you
receive each year is based on the following charts taken from Career Service Authority Rule 10/Paid Leave.
COMPLETED YEARS OF SERVICE
SICK HOURS ACCRUED PER MONTH
VACATION HOURS ACCRUED PER MONTH
0–5 years
8 hours per month
8 hours per month
5–10 years
8 hours per month
10 hours per month
10–15 years
8 hours per month
12 hours per month
15 + years
8 hours per month
14 hours per month
2017 PAID HOLIDAY SCHEDULE
Independence Day
Tuesday, July 4
New Year’s Day
Monday, January 2 (observed)
Labor Day
Monday, September 4
Martin Luther King Jr. Day
Monday, January 16
Veterans Day
Friday, November 10 (observed)
Presidents’ Day
Monday, February 20
Thanksgiving Day
Thursday, November 23
Cesar Chavez Day
Monday, March 27
Christmas Day
Monday, December 25
Memorial Day
Monday, May 29
Personal holiday (upon an agreed date
by you and your supervisor)
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If you have any questions feel free to contact any of our providers directly.
BENEFITS OFFICE
MEDICAL
EMPLOYEE ASSISTANCE PROGRAM
Office of Human Resources
UnitedHealthcare
GuidanceResources®
201 W. Colfax Ave., Dept. 412
myuhc.com
guidanceresources.com
Denver, CO 80202
Group# 0717340
Web ID: DENVEREAP
denvergov.org/benefits
800.842.5520
877.327.3854
720.913.5697
Kaiser Permanente
LIFE AND DISABILITY INSURANCE
Fax: 720.913.5548
kp.org
[email protected]
WELLNESS
Denver Wellness
denvergov.org/wellness
[email protected]
Group# 0075
Standard Insurance Co.
303.338.3800 or 303.338.4545
standard.com
Group# 615855
Denver Health
888.937.4783
denverhealthmedicalplan.com
303.602.2100
RETIREMENT PLANNING
720.913.5690
HEALTH SAVINGS ACCOUNT
Denver Employees Retirement Plan
derp.org
VISION
VSP
vsp.com
Optum Bank
303.839.5419
optumbank.com
800.791.9361
TIAA (Deferred Compensation)
tiaa.org/denver
800.877.7195
855.259.4648
DENTAL
FLEXIBLE SPENDING
24HourFlex
24hourflex.com
303.369.7886 or 800.651.4855
Delta Dental of Colorado
deltadentalco.com
EPO Group# 6791
DPO High Group# 6793
DPO Low Group# 6026
800.610.0201
LEGAL
ARAG
ARAGLegalCenter.com
[email protected]
Website Access Code: 18168ccd
800.247.4184