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DPS Benefits Enrollment Guide Jul y 1, 2 02 5 - June 3 0, 2 02 6

Table of Contents

Choose Today, Thrive Tomorrow. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 Common Terms Explained . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Eligibility. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Welcome to the New Employee Space!. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 Your Benefit Options. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Benefit Rates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Health Care Plans. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 Unions �� 18 Benefit Credit/Subsidies Groups �� 20

Benefits All In (BAI) �� 22 Dental & Vison. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 Health Savings Account (HSA) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 Flexible Spending Account (FSA). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 Supplemental Benefits �� 30 Retirement Plans. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34 Employee Assistance Program (EAP) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 Wellness. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39 Resources & Support . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40

Choose Today, Thrive Tomorrow

At DPS, we believe that the choices you make today will help you thrive tomorrow. During open enrollment, you have the opportunity to select the benefits that will support your health, financial security and overall well-being. Our mission is to empower you with the information and tools you need to make informed decisions that set you up for success in the coming year. Your health and future matter to us, and we are here to help you navigate this process with confidence and ease. Whether it’s for medical care, saving for retirement, or getting support for your health, the right benefits are an investment in your future. This section will show you why it is important to make thoughtful decisions about your benefits.

Important Dates Open Enrollment: April 21, 2025 – May 9, 2025 Coverage Starts: July 1, 2025 - June 30, 2026

Good news! This year’s open enrollment will be a passive enrollment year! What This Means:

• Your current benefit selections will automatically roll over to the next plan year • No action is required if you’re satisfied with your current benefits • All existing benefit plans and coverage options will remain the same

Important Information

• Health Savings Accounts (HSAs) and Flexible Spending Accounts (FSAs) require active re-enrollment even with passive enrollment in place. • The increase for 2025-26 medical rates is 11.4%. • New this year, MotivHealth has expanded their hospital network from CommonSpirit Health to Intermountain Health and Advent Health. Read this FAQ to learn more.

While You’re Not Required to Make Changes:

We encourage you to review your current benefits for new rates and to confirm your personal information is correct, to ensure they still meet you and your family’s needs. * Exception: employees on the 1600 and 3200 plan for Kaiser Permanente and MotivHealth will need to change to the 1650 or 3300 plan.

Common Terms Explained

Review the definitions of these important terms ahead of time to ensure you are choosing the right benefits that fit your situation.

Copay

A copay is a fixed payment you pay for a covered service.

Deductible

A deductible is the amount of money you pay for health care before your insurance starts to help pay. For example, if your deductible is $500, you’ll need to pay the first $500 of your medical bills. After that, your insurance will start covering part of the costs. It’s like a “starting point” before your insurance kicks in!

Co-insurance

Co-insurance is the amount you’re required to pay as your share of medical costs after you’ve met your annual deductible. For example, if your health insurer’s allowed amount for a doctor’s office visit is $100 and your co-insurance is 20%, your cost will be $20, and the insurance company will pay the remaining $80.

Out-of-pocket Maximum

This is the maximum you pay out of pocket for medical care. Any charges above this amount are paid 100% by your insurance provider for the rest of the plan year. Deductibles, coinsurance and copays are all included in our plans’ out-of-pocket maximums.

1095-C

A 1095-C form, also known as Employer-Provided Health Insurance Offer and Coverage Insurance, is an IRS tax form that provides all benefits-eligible employees with information about the health coverage offered by DPS. This form may help you to determine eligibility for tax credits.

Pre-Tax Benefit Deduction

The cost of your benefits is deducted from your paycheck before taxes are calculated, and you are therefore only taxed on your remaining paycheck balance. You pay less taxes with this option.

Post-Tax Benefit Deduction

The cost of your benefits is deducted from your paycheck after taxes are calculated. You pay more taxes with this option.

Oracle

During open enrollment, the cloud is our new Oracle system also called “Employee Space” and this is where you select "Your Benefits" to choose your benefits.

Embedded Coverage

With embedded coverage, each family member has their own deductible. If one person hits their deductible, their insurance will start helping, even if the whole family’s deductible isn’t met yet. Example: If the family deductible is $3,000, but each person has a $1,500 deductible, one person can hit their $1,500 and get insurance help, even if the other family members haven’t reached their part.

Non-Embedded Coverage

With non-embedded coverage, the whole family has to reach the family deductible before anyone’s insurance starts helping. Example: If the family deductible is $3,000, the whole family has to spend that amount together before anyone gets insurance help.

Medical Subsidy

Financial assistance that helps people pay for healthcare, if you qualify.

Eligibility

Denver Public Schools (DPS) employees who work 20 hours or more per week are eligible for benefits. The exact benefits you are eligible for may depend on how many hours you work. **New hire process: please enter dependent information first before enrolling. Use your hire date when it asks for: “What is the start of your relationship?”**

Eligibility • Hours worked: You must at least be working in a 0.50 FTE role and above (0.50 FTE = 20 hours) • Start date: You must enroll in benefits within 30 days of your start date • Employee association: Your benefit credits are based on your Employee Association (union) • Guest teachers/hourly employees: You must work at least 30 hours per week. Your plan year occurs from July 1 to June 30. Eligibility will be reviewed on an annual basis.

Benefits • Medical, dental, and vision plans: DPS contributes to offset the cost of premiums • Dependent subsidy: Benefit-eligible employees receive a dependent subsidy to offset the cost of medical premiums for dependents • Employees who enroll in an HMO plan will get the subsidy • Employee assistance program (EAP): DPS pays for this program • Employee discount program: DPS offers this program • Retirement plans: DPS offers 403(b), 457(b), and 401(k) retirement plans • Paid time-off: DPS offers generous paid time-off • New employees: Can enroll in benefits the first of the month following date of hire, if eligible • Qualifying Life Events: If you experience a life event (marriage, baby, loss of other coverage), you can enroll or make changes outside of open enrollment, if you qualify Note: Temporary, seasonal, or part-time workers may be eligible for some, but not all, benefits. If you’re unsure, check with HR Connect at 720-423-3900 option 1.

Who You Can Add to Your Benefits You can add the following family members to your benefits: •

Spouse (married, common-law or domestic partners)

•

Child(ren) (up to age 26)—biological, stepchildren, legally adopted children, or child(ren) for whom you are the legal guardian

•

Disabled dependents

How to Prove Your Dependents: If adding dependents, you’ll need to provide supporting documents like: •

Birth certificates for children

•

Marriage/domestic partner certificates

•

Adoption or legal guardianship documents

Qualifying Life Events Life changes like marriage, having a baby, or losing your current coverage allow you to make updates to your benefits outside of the regular open enrollment period. Be sure to notify HR as soon as this happens to ensure you can make the necessary changes.

Welcome to the New Employee Space!

We are excited to announce that our new employee space, Oracle, went live on Jan. 1, 2025! This upgrade brings new features designed to make your experience with HR, benefits, payroll and other services smoother and more efficient.

How to Sign Up or Make Changes to Your Benefits If you need to enroll or make changes to your benefits, here’s how you can do it in the new system. It’s quick and easy! How to Enroll in Benefits: Step-by-Step

Go to “Me”: On the home page, click the "Me" tab.

Click the Benefits Icon: Under “Apps”, select the benefits icon.

Choose Enrollment If open enrollment is available, click “Enroll Now” under your name.

Select Benefits: Choose your preferred medical, dental and other coverage options.

Confirm and Submit: Double-check your selections and click “Submit” to complete your enrollment.

Confirmation: You’ll receive a confirmation email once your enrollment is successful.

How to Update Your Benefits with a Life Event Life changes—like marriage, having a baby or losing other health coverage—might allow you to update your benefits outside of the regular open enrollment period. Here’s how to report and make changes:

Go to “Me”: On the home page, click the "Me" tab.

Click the Benefits Icon: Under “Apps,” select the benefits icon.

On the right hand side under quick actions click “Report a Life Event.”

Under tasks, click box for “+Add Life Event.”

Enter life event details (who the event is for, type of life event and date of event). This is where you will also upload required documentation for the life event.

Confirmation: You’ll receive a confirmation once your life event has been successfully submitted. All enrollments will go into suspended status until the benefits team has reviewed and makes a determination on your life event.

Note: You have 30 days from the life event to make changes and submit any required documentation.

Your Benefit Options

TYPES OF HEALTH PLANS DHMO (Deductible HMO):

CDHP (Consumer-Driven Health Plan):

Higher monthly payments

Lower monthly payments

Set fees (copays) for things like doctor visits and most prescriptions

You pay full price for doctor visits and prescriptions until you reach a set amount (deductible)

You can set aside pre-tax money in an account (FSA) to help pay for these costs

You can set up a Health Savings Account (HSA) to save money for these expenses

Works best if you want predictability in costs

Health Insurance Providers You can choose one of three insurance providers:

Kaiser Permanente: Offers care in one place; see your doctor, get tests, and pick up prescriptions all at the same location. Kaiser is known for coordinating care well.

MotivHealth: A network that helps you compare costs before receiving care. Offers a 24/7 customer service team to assist with finding affordable care.

United Healthcare (UHC): Provides personalized health benefits, wellness services and options for saving on healthcare costs.

For the 2025–2026 year, medical premiums per paycheck are impacted by factors like union benefits and subsidies from Denver Public Schools (DPS). •

Union-based benefit credits are funds provided through agreements between the union and DPS to help cover the cost of benefits. Most staff at DPS are part of an employee association (also called a union). Your job at DPS decides which association you belong to.

•

Subsidies are financial assistance from DPS that help reduce the overall cost of benefits for employees and their dependents.

By combining union credits and subsidies DPS aims to provide affordable benefits that support the financial well-being of employees and their families.

Benefit Rates Here are the rates for the 25-26 plan year with the 11.4% increase. These rates do not include benefit credits or subsidies. These rates shown below are Monthly cost of the plans.

Plans

Single

Employee & Spouse

Employee & Child(ren)

Family

Kaiser 3500

$519.48

$1,184.13

$998.23

$1,647.59

Kaiser 3300

$602.10

$1,373.24

$1,157.32

$1,911.18

Kaiser 1650

$751.22

$1,715.17

$1,445.26

$2,387.94

Kaiser 1000 DHMO

$793.24

$1,810.57

$1,525.35

$2,518.49

UHC 3500 Doctors

$614.44

$1,372.00

$1,073.42

$1,698.96

UHC 1000 Doctors

$832.71

$1,858.94

$1,455.33

$2,303.31

UHC 3500 Choice

$965.29

$2,155.93

$1,687.25

$2,671.14

MotivHealth 3300

$431.83

$984.34

$829.36

$1,370.04

Health Care Plans United Healthcare

(In Network)

Choice Plus CDHP 3500

(Out of Network)

Doctors 1000 In Network Only

Doctors CDHP 3500 In Network Only

Individual Deductible

$3,500

$7,000

$1,000

$3,500

Family Deductible

$7,000

$14,000

$3,000

$7,000

Individual Out-of-Pocket Max

$6,350

$12,700

$3,000

$6,350

Family Out-of-Pocket Max

$12,700

$25,740

$9,000

$12,700

Primary Care Visit

30% after deductible

$40 copay

30% after deductible

Specialist Visit

30% after deductible

$60 copay

30% after deductible

Preventive Care

100% Covered

50% Coinsurance

100% Covered

Prescription Tier 1 (Generic)

$20 retail/$40 mail

Not Covered

$20 retail/$40 mail

$20 retail/$40 mail (after deductible)

Hospital Inpatient

30% after deductible

50% after deductible

30% after deductible

60 combined visits per year

25 visits per year

1 exam per 24 months

Plan Feature

Choice Plus CDHP 3500

Therapy Visits

Chiropractic Visits

Vision Exam

Kaiser Permanente Plan Feature

CDHP 3500

CDHP 3300

CDHP 1650

Copay DHMO 1000

Individual Deductible

$3,500

$3,300

$1,650

$1,000

Family Deductible

$7,000

$6,600

$3,300

$3,000

Individual Out-of-Pocket Max

$6,350

$4,000

$3,000

Family Out-of-Pocket Max

$12,700

$8,000

$6,000

$9,000

Primary Care Visit

30% after deductible

20% after deductible

$40 copay

Specialist Visit

30% after deductible

20% after deductible

$60 copay

Preventive Care

100% Covered

Prescription Tier 1 (Generic)

$20 after deductible

$20

Hospital Inpatient

30% after deductible

20% after deductible

30% after deductible

60 combined visits per year

Chiropractic Visits

25 visits per year

Vision Exam

1 exam per year

Therapy Visits

Plan Feature | CDHP 3300

MotivHealth Category

In Network

Out-of-Network

Individual Deductible

$3,300

$5,000

Family Deductible

$6,600

$10,000

Individual Out-of-Pocket Max

$3,500

$10,000

Family Out-of-Pocket Max

$7,000

$20,000

Standard Coverage Most Medical Services

20% after deductible

50% after deductible

Preventive Care

100% Covered

Covered up to allowed amount

Emergency Room

20% after deductible

Prescription Coverage All Tiers

20% after dedutible

Not Covered

Preventive Rx

100% Covered

Not Covered

PT/OT/Speech Therapy

60 combined visits per year

Chiropractic Care

25 visits per year

Vision Exam

1 exam per year

Unions

Denver Public Schools has both unionized and non-unionized employees. There are currently 10 different unions within DPS with a total of 11 collective bargaining agreements. Benefit credits differ by collective bargaining agreement.

Union/Employee Association

Who is covered

Eligibility

ABGW: Association of Building, Grounds and Warehouse

Building Maintenance, Warehouse, Truck Drivers, and Crew Chiefs

Full-time (30 hours or more per week) employees only

Non-Union: Administrator, Protech, Analysts, Coordinators, EGC Instructor, Athletic Trainer

Non-Union, Managers Directors Protech

Based on FTE

DSLA: Denver School Leader Association

Principals, Assistant Principals, Deans

Based on FTE

Non-Union: Extended Learning

Program Leaders, ELCS Employees

20-29.99 FTE hours per week and 30 hours or more per week (Medical Subsidy)

Non-Union: Guest Teachers/Active Retirees/ Long Term Sub/Temporary Employees

Guest Teachers/Active Retirees/Long Term Sub/ Temporary Employees

30 hours per week, or 130 hours of service per month (Medical Subsidy)

ATU: Amalgamated Transit Union

Full-Time Bus Drivers, Hourly Bus Drivers, Vehicle Maintenance Technicians, Vehicle Service Technicians, Parts/Tools room and Counter Clerk

Bus Drivers- prorated FTE, Full-Time Mechanics, Full-Time Techs, Parts, and Toolroom

CFFSP: Colorado Federation of Schools Safety Professionals

Patrol Officers, Emergency Safety Dispatch Officers

Full-Time (30 hours or more per week) employees only

CWA: Communication Workers of America

Custodians, Crew Leads, Assistant Facility Managers and Custodial Helpers

Full-Time (30 hours or more per week) employees only, Employees working 20-20.99 hours per week (Medical Subsidy)

DAEOP: Denver Association of Educational Office Professional

Bookkeepers, Office Support, Accounting Technicians and other Clerical Employees

Full-Time (30 hours or more per week) employees only) Employees working 30-40 hours per week will receive this subsidy in additon to benefit credits (Medical Subsidy)

DCTA: Denver Classroom Teachers Association

Teachers, Special Service Providers (SSPs), Education Sign Language Interpreters (ESLI), Career Technical Education Instructors (CTE), Associate Teachers, and Military Instructors (JROTC)

All employees are eligible (Prorated FTE)

Special Education, General Assignment, Bus Assistance and ELA Paraprofessionals; Campus Saftey Officers and Food Service Workers and Managers

Paraprofessionals working 20 or more prorated by FTE, Full-Time Food Service Managers (30+ hours). Paraprofessionals working 6+ hours per day in addition to benefit credits (Medical Subsidy). Food Service Managers working 6+ hours per day in addition to benefit credits (Medical Subsidy). Food Service Workers working 6+ hours per day in addition to benefit credits (Medical Subsidy). Food Service Workers working 4-5.99 hours per day in addition to benefit credits (Medical Subsidy).

FMA: Facility Managers Association

Facility Managers

Full-Time (40 hours per week) employees only

VTF: Vocational Teachers Federation

Adult Vocational Instructors

VTF full-time rates 1.0-1.75 FTE Prorate by FTE from .5 FTE to .74 FTE

DFPNSE: Denver Federation of Paraprofessionals and Nutrition Service Employees

Benefit Credit/Subsidies Groups Medical and Dependent(s) Subsidies will not appear on your paystub, but will automatically be deducted from your premium rate.

Union/Employee Association

ABGW: Association of Building, Grounds and Warehouse

Administrator, Protech, Analysts, Coordinators, EGC Instructor, Athletic Trainer

DSLA: Denver School Leader Association

Medical Subsidy

Not Applicable

$220.95

$171.50 prorated by FTE

Not Applicable

$171.50 prorated by FTE

Not Applicable

$65 (For employees working 20-29.99 hours per week)

Guest Teachers/ Active Retirees/ Long Term Sub/ Temporary Employees

Not Applicable

$171.50 prorated by FTE (Must work 30 hours or more per week)

ATU: Amalgamated Transit Union

Bus Drivers: $273.06 (prorated by FTE) Full Time Mechanics: $296.84 Full Time Techs, Parts, and Toolroom: $281.71

Extended Learning

CFFSP: Colorado Federation of School Safety Professionals

Benefit Credit

$200.00

*Only available to employees that enroll in medical benefits

Not Applicable

$8.70

Dependent Subsidy Child: $116.75 Spouse: $50.00 Family: $166.75

Child: $116.75 Spouse: $50.00 Family: $166.75

HSA or HMO Subsidy

$27.92

Union/Employee Association

CWA: Communication Workers of America

DAEOP: Denver Association of Educational Office Professional

DCTA: Denver Classroom Teachers Association

DFPNSE: Denver Federation of Paraprofessionals and Nutrition Service Employees

FMA: Facility Managers Association

VTF: Vocational Teachers Federation

Benefit Credit

Medical Subsidy

Dependent Subsidy

$192.90

$100 (For employees working 20-29.99 hours per week)

Child: $116.75 Spouse: $50.00 Family: $166.75

$161.50

$10 (For employees working 30-40 hours per week)

$211.09 prorated by FTE

Not Applicable

Paraprofessionals working 20 or more prorated by FTE:$150.41 Full-time food service managers (30+ hours). $148.64

Paraprofessionals working 6+ hours per day in addition to benefit credits (Medical Subsidy $21.09). Food Service Managers working 6+ hours per day in addition to benefit credits (Medical Subsidy $22.86). Food Service Workers working 6+ hours per day in addition to benefit credits (Medical Subsidy $171.50). Food Service Workers working 4-5.99 hours per day in addition to benefit credits (Medical Subsidy $100.00)

$208

Not Applicable

$210.96 (Prorated by FTE)

Not Applicable

*Only available to employees that enroll in medical benefits

Child: $116.75 Spouse: $50.00 Family: $166.75

HSA or HMO Subsidy

$27.92

Benefits All In (BAI) Overview Benefits All In (BAI) is a specialized employee benefits support service that helps employees navigate their health insurance and benefits options. They serve as personal advocates who provide expert guidance on health insurance plans and support during life changes that might affect your benefits.

What BAI Does BAI’s team of Resource Specialists act as your personal benefits consultants who: •

Provide personalized guidance when selecting health insurance plans

•

Help you understand your current coverage and recommend optimal options for you and your family

•

Proactively reach out during major life events (like getting married, having a child, changing jobs or receiving a new medical diagnosis)

•

Assist with qualifying life events that allow you to change your benefits outside of open enrollment

•

Offer ongoing support throughout the year for any benefits-related questions

Think of BAI as having your own personal benefits expert who understands the complex world of health insurance and can simplify it for you, ensuring you get the most appropriate coverage for your specific situation. Benefits All In (BAI) PDF

Dental & Vision

DELTA DENTAL OPTIONS EPO Plan

PPO Plus Premier Plan

You must visit a PPO dentist for coverage.

You can see any dentist, but it’s cheaper if you use a network dentist.

Predictability of pre-set copays for routine office visits and most prescriptions.

Special benefit for kids under 13 in the PPO plan — all dental care is 100% covered (except for braces).

Plans

Employee Only

Employee & Spouse

Employee & Child(ren)

Family

EPO

$15.44

$30.65

$37.43

$52.62

PPO Plus Premier

$19.12

$36.26

$51.19

$68.35

VISION INSURANCE (VSP) Vision Service Plan (VSP) Employee Only

Employee & Spouse

Employee & Child(ren)

Family

$4.08

$9.08

$9.37

$13.45

You choose your eye doctor, but you save more if you use a provider in VSP's network. VSP vision insurance offers comprehensive coverage for your vision needs. Frames, contact lens allowance and eye exams are part of the VSP package.

Health Savings Account (HSA)

An HSA is a special savings account where you can set aside money before taxes to pay for medical expenses. The best part? It’s yours to keep, even if you leave DPS or change jobs.

How it works: •

Use the HSA for medical, dental and vision expenses that aren’t covered by your insurance.

•

There’s no cap on how much you can keep in your account—it rolls over every year.

•

DPS contributes $27.92 per paycheck (that’s $670 a year) to your HSA. You can also add extra money by setting up payroll deductions.

•

You may request a change to your Health Savings Account (HSA) amount as often as once per month by submitting a HSA Contribution Change Life Event.

Eligibility: To open an HSA, you must be enrolled in a Consumer Driven Health Plan (CDHP) through DPS. These are the DPS plans that work with an HSA:

United Healthcare

Kaiser Permanente

MotivHealth

Choice Plus CDHP 3500, CO Doctors CDHP 3500

CDHP 3300, CDHP 3500, CDHP 1650

CDHP 3300

How to use your HSA funds:

You’ll receive an HSA card (like a debit card) to pay for eligible expenses.

Most people get their card three to four weeks after signing up. If you haven’t received yours, contact HealthEquity at 866-346-5800.

For more info about what you can pay for with your HSA, visit HealthEquity.com.

Flexible Savings Account (FSA)

An FSA lets you save money on medical, dental and vision expenses using pre-tax dollars, meaning you don’t pay taxes on the money you put into the account. But keep in mind: if you don’t use the money by the end of the year, you lose it.

Types of FSAs DPS offers: Health Care FSA: Use this for medical expenses like doctor visits, prescriptions and copays that your insurance doesn’t cover. You can use all the money you set aside at the beginning of the year. Limited Purpose FSA: This is for dental and vision expenses only. You can use this if you also have a Health Savings Account (HSA). Dependent Care FSA: This covers childcare or care for a dependent, such as a child under 13 or someone who can’t care for themselves. The money is added to your account each pay period, and you can use it as it comes in.

Important Your annual election cannot be changed after enrollment closes. If you leave DPS or cancel your FSA, any leftover money will be lost. You have 90 days after your last day or a life event to submit claims for reimbursement.

Supplemental Benefits Supplemental benefits are additional insurance policies that help cover expenses not included in primary medical, dental, and vision plans. These optional benefits allow employees to enhance their coverage and better manage out-of-pocket costs.

CHUBB Critical Illness Insurance •

Get paid if you’re diagnosed with a heart attack, stroke or cancer

•

Get one big payment right when you’re diagnosed

•

Use the money for anything (bills, rent, whatever you need)

CHUBB Accident Insurance •

Get paid when you have an accident (like breaking a bone or getting injured)

•

Covers various treatments like:

CHUBB Supplemental Insurance

•

Emergency room visits

•

Doctor visits

•

Get paid directly to you

•

Physical therapy

•

Use the money however you want

•

Medical equipment (like crutches)

•

Works with your regular insurance

•

Family friendly

•

Can cover your whole family

•

Spouse and kids up to age 26 are covered

•

No medical questions to join

•

Extra perks

•

All plans give you $50 for getting check ups

•

Keep coverage if you change jobs

•

Automatically renews each year

•

Perfect for active people and families with kids

•

Extra bonus money if you get hurt playing organized sports

CHUBB Hospital Indemnity •

Get paid when you have to stay in the hospital

•

Get money two ways: •

One payment when you’re admitted ($500)

•

Daily payments while you stay ($100/day)

•

Double money if you’re in intensive care (ICU)

•

Even covers childbirth stays!

For more information about Chubb, please visit: CHUBB 25

Life & Disability Insurance: Life Insurance: Helps your family financially if something happens to you. Disability Insurance: Provides income if you can’t work because of illness or injury. Basic Life Insurance and AD&D (Accidental Death and Dismemberment) Insurance: DPS automatically provides Basic Life Insurance to all active, benefits-eligible employees at no cost to them through MetLife. The coverage amounts are as follows: • Full-time employee Basic Life Coverage: 2x your base annual earnings, a maximum of $300,000 • Full-time employee AD&D coverage: 2x base annual earnings, a maximum of $300,000 • Part-time benefits-eligible employee Basic Life coverage: $2,500 *Please note that coverage amounts begin to reduce at age 65.

Commuter Offered through HealthEquity/WageWorks, you can use pre-tax dollars to pay for your RTD pass, voucher or work related parking fees. Learn about available commuter benefits, eligible expenses and more on WageWorks or by calling 1-877-924-3967. To enroll in this benefit, please contact the vendor directly. You can enroll in this plan anytime. Discounts DPS team members have exclusive access to discounts on local and national popular brands, retailers and services through Beneplace. Log in here: or create an account to access discounts on:

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Cell phone services

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Dining and groceries

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Electronics

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Entertainment

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Travel

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Insurance

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Sports and outdoor products

Retirement Plans

Planning for your future while you’re focused on today. Retirement Savings Plans: 403(b), 457(b), PERAPlus 401(k) As a DPS employee, you have a few options to save for retirement:

403(b) and 457(b) Plans (Tax-Sheltered Annuity or TSA): These are retirement plans available to all DPS employees. They let you save additional money for retirement, above and beyond the Colorado PERA pension. •

Automatic Enrollment: If you’re hired on or after Aug. 1st 2023, you are autoincreased 1% to your VALIC 403(b) plan. You can opt-out or change how much you save anytime.

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Why are they good? These plans are tax-sheltered, meaning the money you contribute is deducted from your paycheck before taxes, lowering your taxable income now and helping you save more for retirement.

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Contribution Limits: In 2025, you can contribute up to $23,500. If you’re 50 or older, you can contribute an extra $7,500 as a "catch-up" contribution. Individuals ages 60-63 are eligible for increased “catch-up” contributions.

Public Employee’s Retirement Association (PERA): As a DPS employee, you’re enrolled in PERA, which provides retirement benefits like a pension, life insurance and more. You won’t build Social Security credits through DPS; instead, a portion of your salary goes into your PERA pension account. DPS also contributes. •

How it works: Your PERA pension is based on your highest-earning years at DPS. The more you earn, the higher your pension. If you want to boost your retirement savings, you can use the PERAPlus 401(k) or other plans like 403(b) and 457(b).

PERAPlus 401(k) Plan: This is another option to save for retirement in addition to your PERA pension. Your contributions come directly from your paycheck, and you can choose from different investment options. •

Tax Benefits: The 401(k) is tax-deferred, meaning you don’t pay taxes on the money you contribute until you withdraw it. There’s also a Roth option, where you pay taxes upfront, but your earnings grow tax-free, and withdrawals in retirement are tax-free (if certain conditions are met).

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Early Withdrawals: If you take money out before age 59 ½, you may face a 10% early withdrawal penalty.

For more details on saving for retirement and enrollment links, visit the DPS retirement page. These plans give you different ways to save for the future, with options for reducing your taxable income now and increasing your retirement savings.

Employee Assistance Program (EAP)

The Employee Assistance Program (EAP) provides confidential, no-cost services for DPS employees and their dependents, helping with personal or work-related challenges. EAP Services: •

Work-Life Solutions: Referrals for child/elder care, home repairs, college planning, pet care and more.

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Confidential Counseling: Short-term (5 sessions) counseling for stress, anxiety, family issues, grief, substance abuse and more.

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Financial Support: Budgeting, debt management and tax help with financial planners and experts.

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Legal Support: Free 30-minute consultation and a 25% discount on legal fees for issues like divorce, custody and real estate.

Access EAP: Call: 855-327-1377 (855-EAP-1DPS) Online: www.guidanceresources.com, enter company ID: DPS To schedule a virtual consultation with Diane Shelton for stress, relationship, or communication issues, call 952-687-4342 or email diane_shelton@optum.com. Confidential and HIPAA-compliant services.

Wellness

Our DPS employee wellness program is here to provide engaging, fun and relevant information, and activities for all levels of fitness and health. Our programs are open to all DPS employees and eligible dependents. We aim to facilitate a variety of events that will engage and help you on your wellness journey. We take a number of requests each year, to help you coordinate a group workshop at your site. Let's make a difference this year.

A Wellness Champion is a staff member who is passionate about health and wellness and helps spread that enthusiasm to others. They act as ambassadors for the Employee Wellness Program, promoting wellness initiatives, sharing information and encouraging colleagues to get involved. Wellness Champions also help create excitement about living a healthy lifestyle. If you’re interested in learning more about wellness or want to recommend someone for the champion role, email staffwellness@dpsk12.org. Employee Wellness Programs: All DPS employees have access to a number of wellness resources to support their specific wellness goals. Well Aware Award: Earn $200 after completing two simple steps. First, complete an online health assessment by following these steps. Second, complete your annual physical with your physician. Complete this step by May 17, 2026. See our Employee Wellness Calendar for daily events and much more!

Resources & Support

If you’re feeling confused or need more help, this section provides contact information for resources available to answer your questions and guide you through the process.

Legal, Life, AD&D, and Other

Corebridge Financial

metlife.pathfactory.com/dps/

Corebridge Financial

Auto, Home, and Pet Insurance

Delta Dental of Colorado

MetLife

Delta Dental

Beneplace Beneplace

DPS Employee Services

800-GET-MET8

Benefits Help

emailbox@dpsk12.net CHUBB

800-252-4670

CHUBB

Colorado Medicaid 800-221-3943

800-426-3753

800-610-0201

720-423-3900

HR_Connect2dpsk12.org Benefits Mailbox

emailbox@dpsk12.net DPS Employee Wellness

staffwellness@dpsk12.org DPS Medicaid Department 720-423-2660

Health First Colorado

medicaid@dpsk12.org

Colorado PERA

DPS Payroll

800-759-7372

Colorado PERA

Connect for Health Colorado 855-752-6749

Connect For Healthco.com

720-423-3900 Option 2

Employee Assistance Program (EAP) 855-327-1377

Guidance Resources

Flexible Spending Accounts (FSA) Health Equity 877-924-3967

Health Equity

Health Savings Accounts (HSA) Health Equity 866-346-5800

United Healthcare 866-801-4409

UHC

Vision Service Plan 800-877-7195

VSP

Kaiser Permanente

Denver Teachers Club Voluntary Payroll Protection/ Denver Teachers Club

Kaiser Permanente

Denver Teachers’ Club

Health Equity

877-883-6698

MotivHealth

844-234-4472

MotivHealth

Retirement Manager 866-294-7950

303-377-0222

C H O O S E T O D AY, T H R I V E T O M O R R O W