Page 1

2018-19

DPS BENEFITS ENROLLMENT GUIDE


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Table of Contents EMPLOYEE BENEFITS OVERVIEW .................................................................................. 4 .

STEPS TO ENROLL Step 1: See How DPS Contributes ......................................................................................... 8 Step 2: Compare Insurance Providers and Coverage Options ............................. 12 Step 3: Consider Your Voluntary Options ...................................................................... 24

EMPLOYEE WELLNESS ................................................................................................................................. 29 + Employee Wellness .................................................................................................................................... 30 + E  mployee Assistance Program (EAP) ........................................................................................................ 30 + Well Aware ................................................................................................................................................. 30 + Supplemental Benefits Program through Denver Teachers’ Club ............................................................ 28

RETIREMENT .................................................................................................................................................. 31 + 403(b) and 457(b) Voluntary Tax-Sheltered Retirement Options .............................................................. 32 + Colorado PERA ........................................................................................................................................... 32 + Colorado PERAPLUS 401(k) Plan .............................................................................................................. 32

SUPPLEMENTAL INSURANCE .................................................................................................................... 33 + Auto and Home Insurance ......................................................................................................................... 34 + Group Life and Accidental Death and Dismemberment Insurance .......................................................... 34 + Long-term Care Insurance ........................................................................................................................ 34 + Long-term Disability Insurance ................................................................................................................. 35 + PERA Optional Life Insurance ................................................................................................................... 35 + Pet Insurance ............................................................................................................................................. 35

TOTAL REWARDS PERKS ............................................................................................................................. 36 + Commuter Benefits .................................................................................................................................... 37 + Denver Educational Senior Citizens’ Inc. (DESCI) ..................................................................................... 37 + Employee Discounts ................................................................................................................................... 37

IMPORTANT CONTACT INFORMATION .................................................................................................. 38 3


Employee Benefits Overview Denver Public Schools is committed to providing you and your family with high-quality, affordable benefit options. We care about your health and well-being and want you to have the tools and resources to make the best choice for your medical care. This guide will walk you through the four steps to enrolling in benefits as a new hire and during annual benefits Open Enrollment. It will also provide information on participating in Employee Wellness and other Total Rewards offerings throughout the plan year. Who is eligible for benefits? Employees who work 20 or more hours per week are eligible for benefits on the first day of the month following their start date. This includes part-time hourly, temporary and active retirees working at least 20 hours per week. All benefits-eligible employees must enroll in or waive benefits within the first 30 days of their start date. Benefits include medical, dental and vision plans, Health Savings Accounts (HSAs), Flexible Spending Accounts (FSAs), basic group life insurance, basic accidental death and dismemberment (AD&D) insurance, long-term disability, PERA pension, voluntary retirement plans (403(b), 457(b), and 401(k) plans), voluntary supplemental insurance, and wellness programs. The table of contents on page 3 will tell you where in the guide you can find additional information on each of these benefits. Eligibility for specific benefits may depend on how many hours per week you work. See the Benefits Eligibility Summary Table on page 5 for more information on which benefits you are eligible for.

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Benefits Eligibility Summary

BENEFIT TYPE

EMPLOYEE TYPE

PART-TIME HOURLY

PART-TIME HOURLY

FULL-TIME

WORKING LESS THAN 20 HOURS PER WEEK

WORKING AT LEAST 20 HOURS PER WEEK (.5 FTE), TEMPORARY AND ALL ACTIVE RETIREES WORKING 20 HOURS PER WEEK OR MORE (.5 FTE TO 1.0 FTE)

WORKING AT LEAST 30 HOURS PER WEEK (.75 FTE)

Medical, Dental and Vision p. 12-25

No

Yes

Yes

Flexible Spending Account (FSA) or Health Savings Account (HSA) p. 25-26

No

Yes

Yes

Basic Group Life Insurance p.34

No

Yes*

Yes*

Accidental Death and Dismemberment p. 34

No

No

Yes*

Long-term Disability p.35

No

No

Yes

PERA Pension p. 31-32

Yes

Yes

Yes

Voluntary Retirement Plans: 403(b), 457(b) and 401(k) p. 31-32

Yes

Yes

Yes

MetLife Voluntary Benefits p. 27

No

Yes

Yes

Employee Assistance Program (EAP) p. 30

Yes

Yes

Yes

Employee Discount Program p. 37

Yes

Yes

Yes

* Coverage amount decreases with age beginning at age 65.

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Benefits-Eligible Employees Must Enroll in or Waive Benefits New Employees: All benefits-eligible employees must enroll in or waive benefits within the first 30 days of your start date. Benefits are effective the first of the month following your start date. This includes if you recently transferred to a benefits-eligible position from a non-benefits-eligible position. FYI: Depending upon your date of enrollment, you may see double deductions and double benefit credits on your first paycheck following enrollment. Open Enrollment: All benefits-eligible employees must enroll in or waive benefits during Open Enrollment. This includes employees who are currently enrolled in DPS benefits plans. Benefits Open Enrollment occurs annually in the spring and is the one time a year you can choose, change or waive your benefits selections for the next plan year. Plan years run annually from July 1-June 30.

WHAT HAPPENS IF I DON’T ENROLL IN OR WAIVE BENEFITS?

All employees working 20 or more hours a week who do not enroll in or waive benefits during their new hire enrollment window or annual benefits Open Enrollment will be automatically enrolled in DPS’ lowest-cost medical plan with employee-only coverage (post-tax). Your elections from the current plan year will not roll over to the new plan year. Current elections for all plans including medical, dental, vision, Flexible Spending Accounts (FSAs) and voluntary benefits will not roll over to the new plan year. Benefits-eligible employees working fewer than 20 hours a week will not be auto-enrolled in any benefits plans.

WHO CAN I COVER ON MY PLAN?

You may also enroll eligible family members on your medical, dental and vision plans. Eligible family members include: • Your legal spouse. • Your common-law spouse. You must provide the common-law affidavit to Employee Services. Common-law marriage is a legally binding marriage in Colorado and requires the same divorce procedure as any other traditional marriage to dissolve. There is no common-law divorce. • Your civil union partner. You must provide Employee Services with confirmation of the partnership. The portion of the premium you pay for benefits for your civil union partner is not eligible to be paid with pre-tax dollars, unless they qualify as a tax-code dependent, per IRS regulations. • Your child(ren) up to age 26, regardless of student, marital or tax-dependent status. This includes stepchildren, legally-adopted children, a child placed with you for adoption or a child for whom you are the legal guardian. • Your mentally or physically disabled child(ren) age 26 and over. Contact Employee Services at connect_humanresources@dpsk12. org for more information.

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CHANGING YOUR BENEFITS OUTSIDE OF OPEN ENROLLMENT

The following qualifying life events make you eligible to enroll in, change or waive benefits outside of Open Enrollment: • Marriage, divorce or legal separation. • Birth or adoption of an eligible child. • Death of your spouse or covered child. • Change in your spouse’s or child’s work status that results in his or her loss or gain of benefits. • Change in your child’s benefits-eligibility status. • Change in place of residence causing a loss of eligibility (i.e. moving outside of the service area). • Qualified Medical Child Support Order. • Enrollment in, or change in eligibility for, Medicare or Medicaid. You must complete a Benefits Change Form and submit it to Employee Services within 30 days of the event (60 days for Medicare, Medicaid, & CHP+) in order to make changes to your benefits. You can find the form by going to thecommons.dpsk12.org/benefits and clicking on the Forms Library on the left. The effective date for all changes is the first of the following month after the Qualifying Life Event effective date. The exception to this rule is for the addition of a child due to birth or adoption, in which case the effective date is the date of the birth or adoption.

SUMMER HEALTH CARE COVERAGE FOR HOURLY EMPLOYEES (PREVIOUSLY SUMMER COUPONS) What is it?

Eligible hourly employees who don’t work during the summer can choose to enroll in or waive benefits for July during Open Enrollment, April 23-May 11. You will receive benefit credits even if you waive health care coverage during Open Enrollment.

How do I keep my benefits?

Take action during Open Enrollment. Enroll in a health care plan and it will take effect July 1.

How do I waive my benefits?

If you’d like to waive health care coverage in July, you can waive during Open Enrollment. That will end your current health care coverage on June 30.

Can I enroll in benefits when I return to work?

Yes. Employees who return from unpaid leave qualify to change benefits during the year. If you choose to waive benefits for July, you can fill out the Benefits Change Form when you return to work, and your coverage will begin the first day of the month after you return to work. Note: If you waive coverage in July and do not return to work, you are not eligible for COBRA. Visit thecommons.dpsk12.org/benefitsresourcecenter and click on COBRA or Summer Health Care Coverage for Hourly Employees.

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STEP 1

See How DPS Contributes

$53 million $48.1M

IN BENEFIT CREDITS

$3.1M

IN HEALTH SAVINGS ACCOUNT

(HSA) CONTRIBUTIONS

$1.7M

$227K

MEDICAL SUBSIDIES

WELL AWARE REWARDS

IN CHILD, HMO AND

IN PREVENTIVE

When you enroll in medical, dental and vision plans, you will pay a premium each paycheck for that coverage. DPS makes contributions to lower your out-of-pocket costs for health care premiums. We make contributions through benefit credits on your paycheck, subsidies, deposits to your Health Savings Account (HSA) and rewards for completing your preventive health visits. Which contributions you receive and how much you receive depend on several factors, including your role at DPS, how many hours you work a week, and which type of plan and coverage level you choose. These contributions will be automatically factored into your premium costs when you enroll. The chart on pages 10-11 provides details on how much DPS contributes per paycheck. Please note: Starting in the 2018-19 plan year, you will receive two paychecks per month.

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WHAT IS AN EMPLOYEE ASSOCIATION?

Every team member at DPS is represented by an employee association (also known as a bargaining unit or union). Your role at DPS determines which employee association you belong to. For example, a teacher is part of the DCTA employee association.

WHAT ARE BENEFIT CREDITS?

Benefit credits are what DPS contributes to offset your cost for premiums for medical, dental and vision plans. Most employees are eligible to receive them. The amount varies by employee association and how many hours you work a week. See the chart on pages 10-11. • If you started working at DPS on or after June 1, 2017, or you are a member of DCTA or FMA and started at DPS on or after June 1, 2018, you must enroll in a DPS major medical plan to receive benefit credits. • If you started working at DPS before June 1, 2017, or you are a member of DCTA or FMA who started at DPS before June 1, 2018, and you receive benefit credits, you will continue to receive them, even if you waive DPS medical coverage. • Exception: If you are a member of ATU and started working on or after June 1, 2017, you are eligible to receive benefit credits, even if you waive DPS coverage. However, you will not receive the additional $65.50 subsidy per paycheck toward coverage for dependent children.

WHAT ARE MEDICAL SUBSIDIES?

Employees who don’t qualify for benefit credits may qualify for a medical subsidy, which is a discount off the cost of your premiums for medical plans.

WHAT ARE HSA CONTRIBUTIONS OR HMO SUBSIDIES?

If you’re enrolled in a Consumer-Driven Health Plan (CDHP), DPS contributes $27.92 per paycheck to your HSA. You must enroll in an HSA to receive the HSA contribution from DPS. See page 25 for more information. If you’re enrolled in a Deductible HMO plan, DPS contributes $27.92 per paycheck toward the premium cost of your medical plan because DHMO plan members are not eligible for an HSA.

WHAT IS A CHILD SUBSIDY?

Most employees receive $96.75 per paycheck to offset the cost of premiums for medical plans that cover children. The exception is ATU employee association members who receive $31.25 per paycheck.

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ABGW - FT ABGW - PT ATU - FT Bus Drivers ATU - Hourly Bus Drivers ATU - Mechanics ATU - Techs, Parts, Tool Room CWA - FT CWA - PT DAEOP - FT

Notes • Rates for Guest Teachers, Retirees, Interns and Temporary Employees are for those working more than 30 hours per week at a pay rate of less than $25 per hour. • ProTech and Admin rates include EGTC hourly instructors and Athletic Trainers.

DCTA - Teachers and SSPs Extended Learning 20-30 hours Extended Learning > 30 hours Facility Managers Fellows

• DCTA, ProTech and Admin employees with a status of .5 to .749 FTE receive prorated benefit credits.

Food Service Managers

• ATU employees working more than 20 hours per week receive full benefit credits.

Food Service Worker > 6 hours/day

• *You must enroll in an HSA and a CDHP medical plan to receive the $27.92 per paycheck HSA contribution from DPS. • If you are enrolled in a HMO medical plan you will receive the $27.92 as a premium discount on the plan cost.

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DAEOP - Hourly

Food Service Worker < 4-5.99 hours/day

Guest Teachers, Retirees and Temporary Paraprofessionals - FT > 7 hours/day Paraprofessionals - 6-6.99 hours/day ProTech and Admin VTF Teachers


DPSâ&#x20AC;&#x2122; CONTRIBUTIONS PER PAY PERIOD These contributions are only available to employees who enroll in eligible DPS medical plans Benefit Credits

Medical Subsidy

Child Subsidy

HSA Contribution* or HMO Subsidy

Maximum Possible DPS Contribution Per Pay Period

$220.95

--

$96.75

$27.92

$345.62

--

$100.00

$96.75

$27.92

$224.67

$193.06

--

$31.25

$27.92

$252.23

$95.23

--

$31.25

$27.92

$154.40

$216.84

--

$31.25

$27.92

$276.01

$201.71

--

$31.25

$27.92

$260.88

$192.90

--

$96.75

$27.92

$317.57

--

$100.00

$96.75

$27.92

$224.67

$161.50

--

$96.75

$27.92

$286.17

--

$100.00

$96.75

$27.92

$224.67

$211.09

--

$96.75

$27.92

$335.76

--

$65.00

$96.75

$27.92

$189.67

--

$100.00

$96.75

$27.92

$224.67

$208.00

--

$96.75

$27.92

$332.67

--

$173.68

$96.75

$27.92

$298.35

$148.64

--

$96.75

$27.92

$273.31

--

$100.00

$96.75

$27.92

$224.67

--

$110.00

$96.75

$27.92

$234.67

--

$100.00

$96.75

$27.92

$224.67

$150.41

--

$96.75

$27.92

$275.08

--

$100.00

$96.75

$27.92

$224.67

$171.50

--

$96.75

$27.92

$296.17

210.96

--

$96.75

$27.92

$335.63

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STEP 2

Compare Insurance Providers and Coverage Options You have a choice between eight medical plans from two insurance providers: Aetna and Kaiser Permanente. Each insurance provider has three Consumer-Driven Health Plans (CDHPs) and one Deductible HMO (DHMO) plan with the same deductible amounts to choose from.

COMPARE AETNA AND KAISER About Aetna

Aetna provides you with access to more than 1,200 primary care physicians and 5,900 specialists in the Whole Health Colorado Front Range Network. It also features: • A partnership with Dispatch Health, an in-home health care provider. • 24-hour-a-day virtual access to a doctor through Teladoc. • An option to talk with a nurse any time to discuss symptoms and get health information and advice. • Aetna Mobile, a mobile application that allows you to manage your health on-the-go.

About Kaiser

Kaiser provides you with access to more than 1,200 physicians at medical offices throughout the Denver metro area. It also features: • An option to chat online with a Kaiser physician for immediate care with no copay. • Video visits with a doctor, so you can save yourself a trip to your doctor’s office, and online wellness resources, including fitness videos and podcasts. • 24-hour-a-day access to telephone consultations with a doctor. • Same-day, next-day, after-hours and weekend services with physicians and specialists at many locations.

ABOUT MEDICAID Free or low-cost health insurance may be available to you if your income is under a certain amount. Everyone’s situation is unique, but as an example, a family of four with an income of $5,200 per month may qualify for additional premium assistance. For more information and to see if you, your family or your children qualify, please call our medical assistance department at 720-423-3661.

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For former Denver Health Medical Plan (DHMP) members

If you’re a former DHMP member, transition-of-care coverage may be available for certain active courses of treatment. Transition-ofcare coverage allows eligible employees to continue to see their doctors for a limited time, even if their doctors aren’t in Aetna’s network. For more information, visit thecommons.dpsk12.org/ benefitsresourcecenter.

Is my doctor in the Aetna Whole Health Colorado Front Range Network?

If you’re a former DHMP member, most DHMP medical providers are in the new Aetna network. Here’s how to find your doctor: • Visit http://aet.na/2Dn6Ya6. In the “Enter as Guest” box, enter your ZIP code and click “Search.” • In the list of networks on the right, select “(CO) Aetna Whole Health - Colorado Front Range Health Network Only.” Then, click “Continue.” • Under “What do you want to search for near [your ZIP code]?” enter your doctor’s name in the search field. Results will appear in a dropdown list.

WHAT’S THE DIFFERENCE BETWEEN A DHMO AND CDHP?

DEDUCTIBLE HMO (DHMO)

CONSUMER-DRIVEN HEALTH PLAN (CDHP)

Higher monthly premiums (on average). DPS contributes $27.92 per paycheck to offset the cost of the premium.

Lower monthly premiums (on average). DPS contributes $27.92 per paycheck for employees enrolled in Health Savings Accounts (HSAs).

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

You pay full cost for office visits and prescriptions until your deductible is met.

Option of contributing to a Healthcare Flexible Spending Account (FSA).

Option of contributing to an HSA.

WHAT’S THE SAME? • Preventive care visits are covered at little to no cost to you. • You pay out-of-pocket for procedures, diagnostic tests, hospitalization and outpatient surgery until the deductible is met. • Once the deductible is met, you pay a coinsurance percentage for procedures or services until your out-of-pocket maximum is met. • After your out-of-pocket maximum is met, your plan pays 100% of costs for the rest of the plan year.

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BENEFITS 101: WHAT DO I NEED TO KNOW?

It’s helpful to understand key words and phrases you’ll see in our plan details on pages 16-19.

What’s a copay?

A copay is a fixed payment you pay for a covered service. For example, if you have a DHMO plan, you may pay a $40 copay to see your primary care physician.

What’s a deductible?

Your deductible is the amount you pay out-of-pocket before your insurance provider pays a portion of the bill. If you enroll in a DHMO plan, there are certain benefits (i.e. office visits and prescriptions) where the deductible doesn’t apply.

What’s coinsurance?

After you meet your deductible, coinsurance is when you and your insurance provider share the costs of your medical care. You pay a percentage (usually 20-30%) and your insurance provider pays the remaining amount until you hit your out-of-pocket maximum.

What’s an 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.

What’s the difference between embedded and non-embedded deductibles and out-of-pocket maximums?

An embedded deductible or out-of-pocket maximum applies to all plans except the $1,350 CDHPs. That means: •

If you cover your family (spouse and/or children), all eligible medical costs for each family member will count toward meeting the family deductible. However, an individual will not have to pay more than the individual deductible.

Your insurance provider begins paying coinsurance for family members covered by your plan who meet their individual deductibles, or when you meet your family deductible.

The same is true for out-of-pocket maximums: your insurance provider begins paying 100% of your medical care costs for family members who meet their out-of-pocket maximums, or when you meet your family out-of-pocket maximum.

A non-embedded deductible or out-of-pocket maximum only applies to the $1,350 CDHPs. That means:

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If you cover your family (spouse and/or children), the family deductible must be met either by one individual, or by a combination of family members, before the plan begins to pay.

This means one insured person might hit their $1,350 deductible, but your insurance provider won’t pay coinsurance until you meet your $2,700 family deductible.

This applies to the out-of-pocket maximum as well: you must meet your total family out-of-pocket maximum ($5,400) before your insurance provider begins paying 100% of your medical care costs.


GOOD TO KNOW: If you are enrolled in the $1,350 Consumer-Driven Health Plan with employee-only coverage and you have a baby, your coverage will automatically change to employee and child. This means that your deductible and out-of-pocket maximum will increase to the family amounts on the childâ&#x20AC;&#x2122;s date of birth.

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Aetna Plan Details for Denver Public Schools

SUMMARY OF COVERED BENEFITS Annual Deductible

COPAY DHMO 1000 In-Network Only

CDHP 1350 PLAN In-Network Only

Plan Year, Embedded

Plan Year, Non-Embedded

Individual

$1,000

$1,350

Family

$3,000

$2,700

Embedded, includes deductible, copays and coinsurance

Non-Embedded, includes deductible and coinsurance

Individual

$3,000

$2,700

Family

$9,000

$5,400

Primary Care Physician

$40 copay*

After Deductible, you pay 20% coinsurance

Specialist

$60 copay*

After Deductible, you pay 20% coinsurance

100% covered

100% covered

$60 copay*

After Deductible, you pay 20% coinsurance

Inpatient

After Deductible, you pay 30% coinsurance

After Deductible, you pay 20% coinsurance

Outpatient/Ambulatory Surgery

After Deductible, you pay 30% coinsurance

After Deductible, you pay 20% coinsurance

Emergency Room (in-or out-of-network)

After Deductible, you pay 30% coinsurance

After Deductible, you pay 20% coinsurance

Diagnostic Lab/X-Ray

After Deductible, you pay 30% coinsurance

After Deductible, you pay 20% coinsurance

High Tech Services (MRI, CT scans, etc.)

After Deductible, you pay 30% coinsurance

After Deductible, you pay 20% coinsurance

Out-of-Pocket Max

Physician Services

Preventive Care Child/Adult Urgent Care Hospital Services

Lab/X-Ray

Prescriptions

Preventive Rx 100% covered

Tier 1 - Generic

$20

After Deductible, you pay $20 copay

Tier 2 - Preferred Brand

$40

After Deductible, you pay $40 copay

Tier 3 - Non-Preferred Brand

$60

After Deductible, you pay $60 copay

20% to $250 max

After Deductible, you pay 20% coinsurance

2x retail copay

After Deductible, you pay 2x retail copay

Combined 60 visits max per year

Combined 60 visits max per year

$40 copay

After Deductible, you pay 20% coinsurance

25 visits max per year

25 visits max per year

$40 copay

After Deductible, you pay 20% coinsurance

1 exam every 24 months with an In-Network Optometrist or Ophthalmologist. (May also use DocFind to locate one through EyeMed)

1 exam every 24 months with an In-Network Optometrist or Ophthalmologist. (May also use DocFind to locate one through EyeMed)

Discounts available to AETNA members

Discounts available to AETNA members

Tier 4 - Specialty Mail Order Therapies Therapies Annual or Plan Year Limits Physical, Occupational and Speech Therapy Chiropractic Annual or Plan Year Limits Chiropractic Care Vision Refractive Exam Eyewear

*Coinsurance for covered services received during a visit may apply. 16


Deductible, coinsurance and copays are included in the out-of-pocket maximums for all plans.

SUMMARY OF COVERED BENEFITS

After you meet your deductible, coinsurance is the percentage you pay for medical care until you hit your out-of-pocket maximum.

CDHP 2700 PLAN In-Network Only

CDHP 3500 PLAN In-Network Only

Plan Year, Embedded

Plan Year, Embedded

Individual

$2,700

$3,500

Family

$5,400

$7,000

Embedded, includes deductibles and coinsurance

Embedded, includes deductibles and coinsurance

Individual

$4,000

$6,350

Family

$8,000

$12,700

Primary Care Physician

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

Specialist

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

100% covered

100% covered

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

Inpatient

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

Outpatient/Ambulatory Surgery

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

Emergency Room (in-or out-of-network)

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

Diagnostic Lab/X-Ray

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

High Tech Services (MRI, CT scans, etc.)

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

Prescriptions

Preventive Rx 100% covered

Preventive Rx 100% covered

Tier 1 - Generic

After Deductible, you pay $20 copay

After Deductible, you pay $20 copay

Tier 2 - Preferred Brand

After Deductible, you pay $40 copay

After Deductible, you pay $40 copay

Tier 3 - Non-Preferred Brand

After Deductible, you pay $60 copay

After Deductible, you pay $60 copay

After Deductible, you pay 20% coinsurance

After Deductible, you pay 20% coinsurance

After Deductible, you pay 2x retail copay

After Deductible, you pay 2x retail copay

Combined 60 visits max per year

Combined 60 visits max per year

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

25 visits max per year

25 visits max per year

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

1 exam every 24 months with an In-Network Optometrist or Ophthalmologist. (May also use DocFind to locate one through EyeMed)

1 exam every 24 months with an In-Network Optometrist or Ophthalmologist. (May also use DocFind to locate one through EyeMed)

Discounts available to AETNA members

Discounts available to AETNA members

Annual Deductible

Out-of-Pocket Max

Physician Services

Preventive Care Child/Adult Urgent Care Hospital Services

Lab/X-Ray

Tier 4 - Specialty Mail Order Therapies Therapies Annual or Plan Year Limits Physical, Occupational and Speech Therapy Chiropractic Annual or Plan Year Limits Chiropractic Care Vision Refractive Exam Eyewear

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Kaiser Plan Details for Denver Public Schools

SUMMARY OF COVERED BENEFITS

COPAY HMO 1000 In-Network Only

CDHP 1350 PLAN In-Network Only

Plan Year, Embedded

Plan Year, Non-Embedded

Individual

$1,000

$1,350

Family

$3,000

$2,700

Embedded, includes deductible, copays and coinsurance

Non-Embedded, includes deductible and coinsurance

Individual

$3,000

$2,700

Family

$9,000

$5,400

Primary Care Physician

$40 copay*

After Deductible, you pay 20% coinsurance

Specialist

$60 copay*

After Deductible, you pay 20% coinsurance

100% covered

100% covered

$60 copay*

After Deductible, you pay 20% coinsurance

Inpatient

After Deductible, you pay 30% coinsurance

After Deductible, you pay 20% coinsurance

Outpatient/Ambulatory Surgery

After Deductible, you pay 30% coinsurance

After Deductible, you pay 20% coinsurance

Emergency Room (in-or out-of-network)

After Deductible, you pay 30% coinsurance

After Deductible, you pay 20% coinsurance

Diagnostic Lab/X-Ray

After Deductible, you pay 30% coinsurance

After Deductible, you pay 20% coinsurance

High Tech Services (MRI, CT scans, etc.)

After Deductible, you pay 30% coinsurance

After Deductible, you pay 20% coinsurance

Tier 1 - Generic

$20

After Deductible, you pay $20 copay

Tier 2 - Preferred Brand

$40

After Deductible, you pay $40 copay

Tier 3 - Non-Preferred Brand

$60

After Deductible, you pay $60 copay

20% to $250 max

After Deductible, you pay 20% coinsurance

2x retail copay

After Deductible, you pay 2x retail copay

Combined 60 visits max per year

Combined 60 visits max per year

$40 copay

After Deductible, you pay 20% coinsurance

25 visits max per year

25 visits max per year

$40 copay

After Deductible, you pay 20% coinsurance

1 exam per year

1 exam per year

Annual Deductible

Out-of-Pocket Max

Physician Services

Preventive Care Child/Adult Urgent Care Hospital Services

Lab/X-Ray

Prescriptions

Tier 4 - Specialty Mail Order

Preventive Rx 100% covered

Therapies Therapies Annual or Plan Year Limits Physical, Occupational and Speech Therapy Chiropractic Annual or Plan Year Limits Chiropractic Care Vision Refractive Exam Eyewear

N/A

*Coinsurance for covered services received during a visit may apply. 18


Deductible, coinsurance and copays are included in the out-of-pocket maximums for all plans.

SUMMARY OF COVERED BENEFITS

After you meet your deductible, coinsurance is the percentage you pay for medical care until you hit your out-of-pocket maximum.

CDHP 2700 PLAN In-Network Only

CDHP 3500 PLAN In-Network Only

Plan Year, Embedded

Plan Year, Embedded

Individual

$2,700

$3,500

Family

$5,400

$7,000

Embedded, includes deductibles and coinsurance

Embedded, includes deductibles and coinsurance

Individual

$4,000

$6,350

Family

$8,000

$12,700

Primary Care Physician

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

Specialist

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

100% covered

100% covered

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

Inpatient

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

Outpatient/Ambulatory Surgery

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

Emergency Room (in-or out-of-network)

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

Diagnostic Lab/X-Ray

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

High Tech Services (MRI, CT scans, etc.)

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

Annual Deductible

Out-of-Pocket Max

Physician Services

Preventive Care Child/Adult Urgent Care Hospital Services

Lab/X-Ray

Prescriptions

Preventive Rx 100% covered

Preventive Rx 100% covered

Tier 1 - Generic

After Deductible, you pay $20 copay

After Deductible, you pay $20 copay

Tier 2 - Preferred Brand

After Deductible, you pay $40 copay

After Deductible, you pay $40 copay

Tier 3 - Non-Preferred Brand

After Deductible, you pay $60 copay

After Deductible, you pay $60 copay

After Deductible, you pay 20% coinsurance

After Deductible, you pay 20% coinsurance

After Deductible, you pay 2x retail copay

After Deductible, you pay 2x retail copay

Combined 60 visits max per year

Combined 60 visits max per year

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

25 visits max per year

25 visits max per year

After Deductible, you pay 30% coinsurance

After Deductible, you pay 30% coinsurance

1 exam per year

1 exam per year

Tier 4 - Specialty Mail Order Therapies Therapies Annual or Plan Year Limits Physical, Occupational and Speech Therapy Chiropractic Annual or Plan Year Limits Chiropractic Care Vision Refractive Exam Eyewear

19


Aetna Rates by Employee Association

Aetna 2700 CDHP

Aetna 3500 CDHP

Employee Only

Employee + Spouse

Employee + Children

Family

Employee Only

Employee + Spouse

Employee + Children

Family

199.32

458.44

358.78

568.07

269.38

619.58

484.89

767.74

ABGW - FT

0.00

237.49

41.08

250.37

48.43

398.63

167.19

450.04

ABGW - PT

99.32

358.44

162.03

371.32

169.38

519.58

288.14

570.99

6.26

265.38

134.47

343.76

76.32

426.52

260.58

543.43

104.09

363.21

232.30

441.59

174.15

524.35

358.41

641.26

ATU - Mechanics

0.00

241.60

110.69

319.98

52.54

402.74

236.80

519.65

ATU - Techs, Parts, Tool Room

0.00

256.73

125.82

335.11

67.67

417.87

251.93

534.78

CWA - FT

6.42

265.54

69.13

278.42

76.48

426.68

195.24

478.09

CWA - PT

99.32

358.44

162.03

371.32

169.38

519.58

288.14

570.99

DAEOP - FT

37.82

296.94

100.53

309.82

107.88

458.08

226.64

509.49

DAEOP - Hourly

99.32

358.44

162.03

371.32

169.38

519.58

288.14

570.99

0.00

247.35

50.94

260.23

58.29

408.49

177.05

459.90

134.32

393.44

197.03

406.32

204.38

554.58

323.14

605.99

99.32

358.44

162.03

371.32

169.38

519.58

288.14

570.99

0.00

250.44

54.03

263.32

61.38

411.58

180.14

462.99

Fellows

25.64

284.76

88.35

297.64

95.70

445.90

214.46

497.31

Food Service Managers

50.68

309.80

113.39

322.68

120.74

470.94

239.50

522.35

Food Service Worker 4-5.99 hours

99.32

358.44

162.03

371.32

169.38

519.58

288.14

570.99

Food Service Worker > 6 hours

89.32

348.44

152.03

361.32

159.38

509.58

278.14

560.99

Guest Teachers, Retirees, and Temporary

99.32

358.44

162.03

371.32

169.38

519.58

288.14

570.99

Paraprofessionals FT > 7 hours/day

48.91

308.03

111.62

320.91

118.97

469.17

237.73

520.58

Paraprofessionals 6-6.99 hours/day

99.32

358.44

162.03

371.32

169.38

519.58

288.14

570.99

ProTech and Admin

27.82

286.94

90.53

299.82

97.88

448.08

216.64

499.49

0.00

247.48

51.07

260.36

58.42

408.62

177.18

460.03

TOTAL RATE

ATU - FT Bus Drivers ATU - Hourly Bus Drivers

DCTA - Teachers and SSPs Extended Learning 20-30 hours Extended Learning > 30 hours Facility Managers

VTF Teachers

20


Rates by employee association are your out-of-pocket premium costs per semi-monthly paycheck (the total rate minus DPSâ&#x20AC;&#x2122; contributions). See how much DPS contributes on pages 10-11.

Aetna 1350 CDHP

Aetna DHMO

Employee Only

Employee + Spouse

Employee + Children

Family

Employee Only

Employee + Spouse

Employee + Children

Family

TOTAL RATE

438.23

1,008.03

788.88

1,249 .11

261.87

602.29

471.36

746.32

ABGW - FT

217.28

787.08

471.18

931.41

13.00

353.42

125.74

400.70

ABGW - PT

338.23

908.03

592.13

1,052.36

133.95

474.37

246.69

521.65

ATU - FT Bus Drivers

245.17

814.97

564.57

1,024.80

40.89

381.31

219.13

494.09

ATU - Hourly Bus Drivers

343.00

912.80

662.40

1,122.63

138.72

479.14

316.96

591.92

ATU - Mechanics

221.39

791.19

540.79

1,001.02

17.11

357.53

195.35

470.31

ATU - Techs, Parts, Tool Room

236.52

806.32

555.92

1,016.15

32.24

372.66

210.48

485.44

CWA - FT

245.33

815.13

499.23

959.46

41.05

381.47

153.79

428.75

CWA - PT

338.23

908.03

592.13

1,052.36

133.95

474.37

246.69

521.65

DAEOP - FT

276.73

846.53

530.63

990.86

72.45

412.87

185.19

460.15

DAEOP - Hourly

338.23

908.03

592.13

1,052.36

133.95

474.37

246.69

521.65

DCTA - Teachers and SSPs

227.14

796.94

481.04

941.27

22.86

363.28

135.60

410.56

Extended Learning 20-30 hours

373.23

943.03

627.13

1,087.36

168.95

509.37

281.69

556.65

Extended Learning > 30 hours

338.23

908.03

592.13

1,052.36

133.95

474.37

246.69

521.65

Facility Managers

230.23

800.03

484.13

944.36

25.95

366.37

138.69

413.65

Fellows

264.55

834.35

518.45

978.68

60.27

400.69

173.01

447.97

Food Service Managers

289.59

859.39

543.49

1003.72

85.31

425.73

198.05

473.01

Food Service Worker 4-5.99 hours

338.23

908.03

592.13

1,052.36

133.95

474.37

246.69

521.65

Food Service Worker > 6 hours

328.23

898.03

582.13

1,042.36

123.95

464.37

236.69

511.65

Guest Teachers, Retirees, and Temporary

338.23

908.03

592.13

1,052.36

133.95

474.37

246.69

521.65

Paraprofessionals FT > 7 hours/day

287.82

857.62

541.72

1,001.95

83.54

423.96

196.28

471.24

Paraprofessionals 6-6.99 hours/day

338.23

908.03

592.13

1,052.36

133.95

474.37

246.69

521.65

ProTech and Admin

266.73

836.53

520.63

980.86

62.45

402.87

175.19

450.15

VTF Teachers

227.27

797.07

481.17

941.40

22.99

363.41

135.73

410.69

21


Kaiser Rates by Employee Association

Kaiser 3500 CDHP

Kaiser 2700 CDHP

Employee Only

Employee + Spouse

Employee + Children

Family

Employee Only

Employee + Spouse

Employee + Children

Family

173.68

408.14

343.88

567.94

207.82

488.38

411.49

679.57

ABGW - FT

0.00

187.19

26.18

250.24

0.00

267.43

93.79

361.87

ABGW - PT

73.68

308.14

147.13

371.19

107.82

388.38

214.74

482.82

0.00

215.08

119.57

343.63

14.76

295.32

187.18

455.26

78.45

312.91

217.40

441.46

112.59

393.15

285.01

553.09

ATU - Mechanics

0.00

191.30

95.79

319.85

0.00

271.54

163.40

431.48

ATU - Techs, Parts, Tool Room

0.00

206.43

110.92

334.98

6.11

286.67

178.53

446.61

CWA - FT

0.00

215.24

54.23

278.29

14.92

295.48

121.84

389.92

CWA - PT

73.68

308.14

147.13

371.19

107.82

388.38

214.74

482.82

DAEOP - FT

12.18

246.64

85.63

309.69

46.32

326.88

153.24

421.32

DAEOP - Hourly

73.68

308.14

147.13

371.19

107.82

388.38

214.74

482.82

0.00

197.05

36.04

260.10

0.00

277.29

103.65

371.73

108.68

343.14

182.13

406.19

142.82

423.38

249.74

517.82

73.68

308.14

147.13

371.19

107.82

388.38

214.74

482.82

Facility Managers

0.00

200.14

39.13

263.19

0.00

280.38

106.74

374.82

Fellows

0.00

234.46

73.45

297.51

34.14

314.70

141.06

409.14

Food Service Managers

35.04

269.50

108.49

332.55

69.18

349.74

176.10

444.18

Food Service Worker 4-5.99 hours

73.68

308.14

147.13

371.19

107.82

388.38

214.74

482.82

Food Service Worker > 6 hours

63.68

298.14

137.13

361.19

97.82

378.38

204.74

472.82

Guest Teachers, Retirees, and Temporary

73.68

308.14

147.13

371.19

107.82

388.38

214.74

482.82

Paraprofessionals FT > 7 hours/day

23.27

257.73

96.72

320.78

57.41

337.97

164.33

432.41

Paraprofessionals 6-6.99 hours/day

73.68

308.14

147.13

371.19

107.82

388.38

214.74

482.82

ProTech and Admin

2.18

236.64

75.63

299.69

36.32

316.88

143.24

411.32

VTF Teachers

0.00

197.18

36.17

260.23

0.00

277.42

103.78

371.86

TOTAL RATE

ATU - FT Bus Drivers ATU - Hourly Bus Drivers

DCTA - Teachers and SSPs Extended Learning 20-30 hours Extended Learning > 30 hours

22


Rates by employee association are your out-of-pocket premium costs per semi-monthly paycheck (the total rate minus DPSâ&#x20AC;&#x2122; contributions). See how much DPS contributes on pages 10-11.

Kaiser 1350 CDHP

Kaiser DHMO

Employee Only

Employee + Spouse

Employee + Children

Family

Employee Only

Employee + Spouse

Employee + Children

Family

241.03

566.41

477.23

788.15

265.57

624.09

525.83

868.41

ABGW - FT

20.08

345.46

159.53

470.45

16.70

375.22

180.21

522.79

ABGW - PT

141.03

466.41

280.48

591.40

137.65

496.17

301.16

643.74

47.97

373.35

252.92

563.84

44.59

403.11

273.60

616.18

145.80

471.18

350.75

661.67

142.42

500.94

371.43

714.01

ATU - Mechanics

24.19

349.57

229.14

540.06

20.81

379.33

249.82

592.40

ATU - Techs, Parts, Tool Room

39.32

364.70

244.27

555.19

35.94

394.46

264.95

607.53

CWA - FT

48.13

373.51

187.58

498.50

44.75

403.27

208.26

550.84

CWA - PT

141.03

466.41

280.48

591.40

137.65

496.17

301.16

643.74

79.53

404.91

218.98

529.90

76.15

434.67

239.66

582.24

141.03

466.41

280.48

591.40

137.65

496.17

301.16

643.74

29.94

355.32

169.39

480.31

26.56

385.08

190.07

532.65

Extended Learning 20-30 hours

176.03

501.41

315.48

626.40

172.65

531.17

336.16

678.74

Extended Learning > 30 hours

141.03

466.41

280.48

591.40

137.65

496.17

301.16

643.74

Facility Managers

33.03

358.41

172.48

483.40

29.65

388.17

193.16

535.74

Fellows

67.35

392.73

206.80

517.72

63.97

422.49

227.48

570.06

Food Service Managers

102.39

427.77

241.84

552.76

99.01

457.53

262.52

595.10

Food Service Worker 4-5.99 hours

141.03

466.41

280.48

591.40

137.65

496.17

301.16

643.74

Food Service Worker > 6 hours

131.03

456.41

270.48

581.40

127.65

486.17

291.16

633.74

Guest Teachers, Retirees, and Temporary

141.03

466.41

280.48

591.40

137.65

496.17

301.16

643.74

Paraprofessionals FT > 7 hours/day

90.62

416.00

230.07

540.99

87.24

445.76

250.75

593.33

Paraprofessionals 6-6.99 hours/day

141.03

466.41

280.48

591.40

137.65

496.17

301.16

643.74

ProTech and Admin

69.53

394.91

208.98

519.90

66.15

424.67

229.66

572.24

VTF Teachers

30.07

355.45

169.52

480.44

26.69

385.21

190.20

532.78

TOTAL RATE

ATU - FT Bus Drivers ATU - Hourly Bus Drivers

DAEOP - FT DAEOP - Hourly DCTA - Teachers and SSPs

23


STEP 3

Consider Your Voluntary Options DENTAL INSURANCE DPS offers two Delta Dental insurance plan options. Visit www.deltadentalco.com to find a Delta Dental dentist near you. What are the plan options?

The EPO plan provides in-network benefits only (you must see a Delta Dental PPO network dentist). You will pay copays for covered services, and there is no deductible or maximum annual benefit. The PPO Plus Premier plan provides in- and out-of-network benefits, allowing you the freedom to choose any dentist, and the amount you pay varies based on the provider. There is a deductible of $50/$150 (individual/family) and a maximum annual benefit of $1,500.

What does it cost?

The amount you pay for your premium can be deducted from your paycheck on a pre-tax or post-tax basis.

DELTA DENTAL - PREMIUM COST PER PAYCHECK Employee Only

Employee + Spouse

Employee + Children

Family

EPO

$15.44

$30.65

$37.43

$52.62

PPO Plus Premier

$19.12

$36.26

$51.19

$68.35

Benefit Plan

VISION INSURANCE DPS offers a single VSP insurance plan. You choose your vision provider, but you maximize your plan benefits when you choose a vision provider in VSPâ&#x20AC;&#x2122;s network. If you choose an out-of-network provider, you may be responsible for paying in full at the time of service and submitting a claim to VSP for reimbursement. Visit www.vsp.com to find a VSP vision provider near you. What does it cost?

24

The amount you pay for your premium can be deducted from your paycheck on a pre-tax or post-tax basis.


VSP - PREMIUM COST PER PAYCHECK Benefit Plan

Employee Only

Employee + Spouse

Employee + Children

Family

Vision Service Plan

$3.89

$8.65

$8.93

$12.81

HEALTH SAVINGS ACCOUNT (HSA)

You must be enrolled in a Consumer-Driven Health Plan (CDHP) to contribute to a Health Savings Account (HSA). You can have pre-tax dollars deducted from your paycheck to fund an HSA. That money stays in your account and goes with you even if you leave DPS. You use your HSA to pay for eligible health care expenses. You can find a link to a list of eligible expenses at thecommons.dpsk12.org/ benefitsresourcecenter under Health Savings Account. See page 26 for details about this account.

What does DPS contribute?

It pays to enroll in an HSA, even if you don’t make contributions with pre-tax dollars from your paycheck. When you enroll in an HSA, DPS automatically contributes $27.92 per paycheck into your account. You can also earn an additional $200 HSA contribution by completing Well Aware (see page 31). That’s a total of $870 a year that DPS contributes to your account. If you don’t enroll in an HSA, you forfeit those contributions. Don’t leave money on the table — if you’re enrolled in a CDHP, enroll in an HSA, too.

How do HSA contributions affect PERA?

HSA contributions are PERA-includable. Your PERA pension is based on your taxable income over your three highest-earning years. The more you make, the higher your pension payments will be. As you move closer to retirement, you may want to consider paying for benefits post-tax. Pre-tax deductions for medical, dental, vision and FSA plans lower your taxable income. That lowers your pension payouts. Retirement plans — such as 401(k), 403(b), 457(b) plans and HSAs — are not included in this and don’t lower your taxable income, or your pension payouts.

FLEXIBLE SPENDING ACCOUNT (FSA)

DPS offers three Flexible Spending Accounts (FSAs) administered by WageWorks: a Healthcare FSA, a Limited Purpose Healthcare FSA and a Dependent Care FSA. These accounts allow you to pay for eligible health care and dependent care expenses with pre-tax dollars. See page 26 for details about Healthcare and Dependent Care FSAs. If you have an HSA and would like to enroll in a Limited Purpose Healthcare FSA to contribute tax-free dollars toward vision and dental costs, contact employee_benefits@dpsk12.org. Restrictions apply.

25


HEALTH SAVINGS ACCOUNTS (HSAs) AND FLEXIBLE SPENDING ACCOUNTS (FSAs) HSA

You are Eligible if:

You are enrolled in a DPS CDHP plan and do NOT have “other health coverage,” such as a non-CDHP plan, Medicare, Medicaid, TRICARE, a Healthcare FSA or a spouse’s Healthcare FSA. (Limited Purpose Healthcare FSAs are OK.)

IRS 2018 calendar year maximums: Maximum Contribution per Year

26

• $3,450 single • $6,900 family • Age 55+ additional $1,000

Healthcare FSA

Dependent Care FSA

You are not actively contributing to an HSA (including contributions DPS may make to your HSA).

You pay for eligible dependent care services, such as preschool, summer day camp, before- or afterschool programs, and child or adult daycare.

$2,650 (whether single or family) per plan year July 1, 2018 - June 30, 2019.

$5,000 for married filing jointly/head of household. If you and your spouse are both eligible to contribute to a Dependent Care FSA through your respective employers, you and your spouse may not each claim $5,000.

Covered Expenses

Eligible medical, dental and vision expenses.

Eligible medical, dental and vision expenses.

A wide variety of childand adult- care services determined by the IRS.

Availability of Funds

The amount actually deposited in the account is available.

Annual amount available once enrolled.

The amount actually deposited in the account is available.

Debit Card Provided

Yes

Yes

No

How Often Can I Make Changes to My Election Amount?

May change at any time throughout the year.

At Open Enrollment, or if you have a qualifying life event.

At Open Enrollment, or if you have a qualifying life event.

Claim Filing Deadline

No deadline for filing for reimbursement.

Claims incurred by June 30, 2019, must be filed by Sept. 30, 2019.

Claims incurred by June 30, 2019, must be filed by Sept. 30, 2019.

Forfeiture of Funds

No forfeiture – unused funds carry over from year to year. The money is yours.

If expenses are incurred by June 30, 2019, but not claimed by Sept. 30, 2019, funds will be lost. The plan permits up to $500 carry over for unused amounts.

If expenses are incurred by June 30, 2019, but not claimed by Sept. 30, 2019, funds will be lost. No carryover of funds is permitted.

What if I Change Jobs?

You own the account, so the account goes with you.

Can only submit for claims through termination date. Otherwise, additional funds are lost.

Can only submit claims through termination date. Otherwise, additional funds are lost.


METLIFE What plans are available?

• Supplemental life insurance: You can purchase supplemental life insurance for yourself, your spouse and your dependent children. You must purchase coverage for yourself before purchasing coverage for your spouse and your dependent children. Rates are age-banded and follow a benefit reduction schedule. • Critical illness insurance: Provides a lump-sum payment to cover copays, deductibles, child care bills and even mortgage payments if you experience a covered critical illness. It is designed to complement your medical and disability income coverage. • Accident insurance: Provides a lump-sum payment to cover expenses for more than 150 covered accidents, including fractures, concussions, burns and eye injuries. It also provides benefits for covered medical services and treatments, including emergency care, outpatient surgery, physical and occupational therapy, X-rays and more. • Hospital indemnity insurance: Provides a lump-sum payment to cover expenses, including your mortgage, car payment, child care or household bills if you experience a stay in the hospital. • MetLaw: Offers you access to legal support for covered legal matters

What do these plans cost?

Costs vary by age and coverage levels.

SICK LEAVE BANK What is it?

DPS offers eligible employees the option of enrolling in Sick Leave Bank. If you work in a position that accrues sick leave, you may be eligible to enroll. The purpose of Sick Leave Bank is to provide you with additional paid sick leave days (upon approval) if you’re on an extended personal illness leave and you’ve exhausted all of your accumulated leave.

How does it work?

You can only use Sick Leave Bank for your own personal illness or injury. You must be enrolled to use Sick Leave Bank. If someone else in your family needs medical care besides you, please refer to the Family Medical and Leave Act (FMLA) policy. If you are out on maternity leave, Sick Leave Bank can only be used for the first six to eight weeks of recovery from labor, depending on the type of delivery. Any time that you remain out after that does not qualify for Sick Leave Bank pay.

How do I enroll?

You can enroll in Sick Leave Bank through the Benefits Enrollment Site. Newly hired employees must enroll within 30 days of their start date. Enrollment is effective the first of the month after you enroll. You can also enroll during Open Enrollment. 27


SUPPLEMENTAL BENEFITS PROGRAM THROUGH DENVER TEACHERS’ CLUB What is it?

The Payroll Protection Plan provides an extra $60 a day if you are sick or injured. Vested members can receive up to $6,000 in a year. The cost for this benefit is just $10 a month. •

DPS Supplemental Benefits Program Payroll Protection Plan New Member Application

The DPS Assistance Fund lends non-personal, durable medical equipment to any employee of DPS -- active or retired -- for as long as you need it, free of charge!

How do I enroll?

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Contact Office Manager Teresa DeRose at 303-377-0222 or visit the Supplemental Benefits Program site to learn more.


EMPLOYEE WELLNESS

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EMPLOYEE WELLNESS What is it?

As a DPS employee you have access to a comprehensive wellness program that supports your physical, social, emotional, spiritual, and financial well-being. • Free Health Coaching • 5 Free Counseling Sessions/topic/household • Online Challenges • Financial fitness courses • Mindfulness classes • Discounts on gym memberships and more • Wellness Champions in every site and department. Contact staffwellness@dpsk12.org to learn more or recommend a Champion. Employee Wellness opportunities and discounts are featured in Team DPS weekly delivered your DPS email every Thursday and at thecommons.dpsk12.org/wellness.

EMPLOYEE ASSISTANCE PROGRAM (EAP) What is it?

EAP provides you and your family members in your household free and confidential: • Counseling • Legal support • Financial Information • Guidance with work-life solutions • Referrals and resources: Home repair, moving, child care, event planning and more • Free online resources on: nutrition, exercise, and quitting smoking

How do I access the EAP?

Call 855-327-1377 to speak with someone who can connect you to the appropriate services or visit guidanceresources.com and use the Company ID: DPS to create an account.

WELL AWARE What is it?

If you enrolled in a Consumer-Driven health Plan (CDHP), DPS contributes $200 to your Health Savings Account (HSA). If you are enrolled in a DHMO plan, DPS pays you a $200 taxable stipend on your paycheck.

How do I get my $200?

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1. Visit your physician for the free preventative screenings recommended based on your age and gender. *Make sure to have them fill out your form for AETNA members. 2. Complete the online health assessment 3. Visit thecommons.dpsk12.org/wellaware for questions or additional information.


RETIREMENT

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403(B) AND 457(B) PLANS - VOLUNTARY TAX-SHELTERED RETIREMENT OPTIONS What are they?

Both 403(b) and 457(b) plans are voluntary defined contribution retirement plans available to DPS employees. They offer DPS employees the opportunity to save additional money for retirement. While all employees are automatically members of PERA and contribute a fixed percentage of their salary to PERA, participating in a VALIC 403(b) or 457(b) plan is completely voluntary. That means, you choose to participate. Also, you decide exactly how much you want to contribute, and you can change the amount at any time.

Why are they good to have?

Not every employee will work at DPS long enough to retire under PERA. In addition, PERA is not designed to replace your full pre-retirement income and you may want to save additional money for retirement. When you have pre-tax dollars deducted from your paycheck and put into a voluntary tax-sheltered retirement plan, you defer taxes on that money.

How much can employees contribute?

In the 2018 calendar year, you can contribute up to $18,500 into either account. Employees over the age of 50, or who will turn 50 in 2018, can contribute an additional $6,000. You are responsible for following these guidelines. If you are enrolled in multiple accounts, you must be sure your total annual contribution doesn’t exceed the maximum. Note: An administrative fee of .50 cents will be deducted per paycheck for employees enrolled in voluntary tax-sheltered retirement plans. For more information, visit thecommons.dpsk12.org/403b.

COLORADO PERA What is it?

Colorado PERA provides retirement and other benefits to DPS employees. As a traditional pension plan, Colorado PERA provides members and retirees with a comprehensive benefit package. For more information, visit copera.org or contact PERA customer service at 303-832-9550 or 800-759-7372.

COLORADO PERAPLUS 401(K) PLAN What is it?

The Colorado PERAPlus 401(k) is a voluntary defined contribution retirement plan that offers DPS employees an opportunity to invest pre-tax payroll dollars in a tax-deferred account — meaning it’s tax sheltered. In addition to choosing whether to participate, you also decide exactly how much you want to contribute, and you can change the amount at any time. For more information, visit thecommons.dpsk12.org/ benefitsresourcecenter and click on Retirement.

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SUPPLEMENTAL INSURANCE

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AUTO AND HOME INSURANCE MetLife offers DPS employees a discounted group rate on auto and home insurance. How do I apply?

Call MetLife at 800-438-6388 Monday through Saturday for auto and home insurance quotes, to apply for coverage and for general customer service. Learn more at www.metlife.com/mybenefits. When you call for an auto insurance quote, have the vehicle identification number (VIN), the Social Security numbers, and driver’s license numbers of every person you want covered by the policy.

GROUP LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE What is it?

It’s a benefit that protects your income for your beneficiaries in the event of your death or dismemberment. There is basic life and accidental death and dismemberment insurance, and supplemental life insurance (see page 27). Part-time employees are not eligible for basic accidental death and dismemberment insurance.

What is basic life and accidental death or dismemberment insurance?

It’s automatically provided to all benefits-eligible employees at no cost through MetLife. If you die as a result of an accident, your beneficiary would receive both the life benefit and the accidental death and dismemberment benefit. • For an active, full-time employee, the life benefit is two times the employee’s annual earnings (up to a maximum of $300,000). • For an active, full-time employee, the accidental death and dismemberment benefit is two times the employee’s annual earnings (up to a maximum of $300,000). • For a benefits-eligible part-time (hourly) employee, the life benefit is $2,500. • These benefits reduce at age 65. You can confirm coverage on the Benefits Enrollment Site. See plan documents for more details.

LONG-TERM CARE INSURANCE What is it?

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Employees can purchase long-term care insurance through posttax payroll deductions. Whether it’s due to a motorcycle accident or a serious illness, long-term care is the type of care you may need if you couldn’t perform basic daily activities (such as bathing, dressing and eating) or if you suffered severe cognitive impairment from a condition such as Alzheimer’s disease. For more information, visit http://w3.unum.com/enroll/denverpublicschools.


LONG-TERM DISABILITY INSURANCE What is it?

Long-term disability insurance is provided free to eligible employees defined as full-time by their employee association. It’s designed to help you meet your financial needs if you become unable to work due to a covered illness or injury. You can receive up to 60% of your monthly earnings up to $5,000 per month. You must wait 90 days after your illness or injury for long-term disability insurance to file a claim. Payments continue as long as you are disabled or until you are 65. For more information, visit thecommons.dpsk12.org/ benefitsresourcecenter and click on Long-Term Disability.

PERA OPTIONAL LIFE INSURANCE What is it?

It’s an optional, decreasing-term life insurance plan for all DPS employees. That means you can choose to enroll, and your coverage decreases as you age. The plan provides accidental death and dismemberment insurance and life insurance coverage for employees and their eligible dependents. For active employees, units of coverage start at $7.75 a month ($10.28 a month for retired DPS employees). You can pay for the coverage through post-tax payroll deductions. For more information, visit https://www.copera.org/ programs/life-insurance.

PET INSURANCE What is it?

Employees receive a discount on pet insurance plans through MetLife. A pet insurance plan covers thousands of medical issues and conditions related to accidents or illnesses — including cancer — for dogs, cats, birds, ferrets, rabbits, reptiles and other exotic pets. You can visit any licensed veterinarian anywhere — even when you’re out of town.

How do I enroll?

Visit metlife.com/mybenefits or call 800-438-6388.

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TOTAL REWARDS PERKS

36


COMMUTER BENEFITS What are they?

Eligible employees who commute to work can have pre-tax dollars deducted from their paychecks to pay for parking or transit.

What’s a pre-tax parking account?

Eligible employees can set aside up to $130 pre-tax per paycheck to pay for parking costs they have for commuting to work. It does not include costs for residential parking. You can have a direct payment made to a parking garage; pay to park and get reimbursed by check or direct deposit; or use a WageWorks card to pay where credit and debit cards are accepted. Restrictions apply. Learn more at wageworks.com.

What’s a pre-tax transit account?

Eligible employees can set aside up to $130 pre-tax per paycheck to pay for public transportation to work. You can be reimbursed for passes, tokens, fare cards or vouchers for buses, trains and other types of public transportation. Restrictions apply. Learn more at wageworks.com.

Can I change my commuter benefits during the year?

Yes. You can change or add a commuter benefit, change your deduction or end your deductions throughout the year.

Use it or lose it

If you leave DPS or your employment is terminated, you forfeit any unused amount in your commuter benefits account. You cannot use these funds even if you are enrolled in COBRA.

How do I enroll?

If you have a Health Savings Account (HSA) or Flexible Spending Account (FSA), log in to your WageWorks account and select “Enroll in Commuter.” If you do not have an HSA or FSA, go to wageworks.com and create a username and password.

DENVER EDUCATIONAL SENIOR CITIZENS, INC. (DESCI) What is it?

It’s a housing rental subsidy that provides financial assistance to lowincome people ages 55 or older who are DPS retirees, current and former employees, and members of their immediate families.

How do I apply?

Learn more and apply at http://bit.ly/2BTUdqj or call the Denver Foundation at 303-300-1790 ext. 106.

EMPLOYEE DISCOUNTS What is it?

It’s an exclusive benefit for DPS employees. You get special pricing on popular products and services, including theme park tickets, Costco memberships, wireless carriers, car rentals and more.

How do I get the discounts?

Go to beneplace.com/dpsk12 to access discounts.

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IMPORTANT CONTACT INFORMATION PLAN

Phone Number

Web Site/Email

Accident, critical illness and other voluntary benefits MetLife

1-800-438-6388

--

Auto, Home, and Pet Insurance MetLife

800-438-6388

--

Colorado Medicaid

800-221-3943

medicaid.gov/Medicaid-CHIP-Pro- gramInformation/By-State/colorado.html

Colorado PERA

303-832-9550 or 800-759-7372

copera.org

Connect for Health Colorado Health Insurance Marketplace

855-752-6749

connectforhealthco.com

Dental Plans Delta Dental of Colorado

303-741-9305

deltadentalco.com

Denver Educational Senior Citizens, Inc. (DESCI)

303-300-1790 ext. 106

bit.ly/2BTUdqj

DoTs (DPS Department of Technology Services)

720-423-3888

--

DPS Medicaid Department

720-423-3661

medicaid@dpsk12.org

DPS Supplemental Benefits Program Denver Teachersâ&#x20AC;&#x2122; Club

303-377-0222

dpssbp.org

Employee Assistance Program (EAP) Guidance Resources

855-327-1377

guidanceresources.com (Organization Web ID: DPS)

Employee Services

720-423-3900

connect_humanresources@dpsk12.org

Employee Wellness

800-638-6420

thecommons.dpsk12.org/wellness

Flexible Spending Accounts WageWorks

877-924-3967

wageworks.com

Health Savings Account HSA BANK

877-247-1327

hsabank.com

Health Savings Account WageWorks

877-924-3967

wageworks.com

Landed

--

landed.com hi@landed.com

Legal-Metlife/Hyatt

1-800-821-6400

--

Life and AD&D Insurance MetLife

800-638-6420

metlife.com/mybeneďŹ ts

Long-Term Care Insurance UNUM

800-227-4165

--

Medical Plans Aetna

855-736-9469

aetna.com

Medical Plans Kaiser

Current Members: 303-338-3800 Prospective Members: 303-338-3990

kp.org

Payroll

720-423-3900 Option 2

--

Retirement Manager

866-294-7950

--

866-899-3512

my.valic.com/getstarted/onlineenrollment/findplan?AccessCode=10021001

Valic

Mallory.Guido@valic.com

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Vision Plan VSP

800-877-7195

vsp.com

Westerra Credit Union

303-321-4209

westerracu.com


NOTES

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NOTES

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HUMAN RESOURCES thecommons.dpsk12.org/benefits 720-423-3900

Profile for Denver Public Schools

2018-19 Benefits Enrollment Guide  

2018-19 Benefits Enrollment Guide