2017-18 DPS Benefits Enrollment Guide

YOUR HEALTH, YOUR WAY

DPS BENEFITS ENROLLMENT GUIDE

Benefit Plans Effective July 1, 2017-June 30, 2018

Table of Contents A STEP-BY-STEP GUIDE TO PERSONALIZED BENEFITS

ENROLLMENT GUIDE

Step 1: See How DPS Contributes 8 There are four types of employer contributions: Benefit Credits Health Savings Account (HSA) contributions Well Aware Campaign Premium Contributions

Changing Your Benefits During the Year 26

Step 2: Find the Provider that Works Best for You 10 What do you need in a medical plan?

Review medical insurance options: Kaiser or DHMP (Network options), Medicaid

Summer Coupons 27 DPS Interest-Free Loan Program 27 DPS Employee Wellness: Well Aware 28 Employee Assistance Program (EAP) and Work-Life Services 30 Planning for Your Retirement 32 Commuter Benefits 34 Long-Term Disability Insurance 37

Step 3: Compare Coverage Options 12 What are the differences between DHMO and CDHP medical plans?

CDHP plan details DHMO plan details Plan rates by employee association

Life and Accidental Death and Dismemberment (AD&D) Insurance 37

Step 4: Take a Good Look: Waive or Enroll 18 Didn’t find a plan that works for you? You must take action in order to waive coverage Will I still receive my Benefit Credits if I waive DPS coverage?

Pet Insurance 39

Step 5: Consider Your Voluntary Options 19 Dental Vision Metlife Voluntary Benefits Health Savings Accounts (HSAs) Flexible Spending Accounts (FSAs) Healthcare FSA Limited Purpose Healthcare FSA Dependent Care FSA Things to consider before contributing to an FSA Sick Leave Bank

DPS Supplemental Benefits Program 38 Colorado PERA Optional Life Insurance 38 Long-Term Care Insurance 39 Auto and Home Insurance 39 Employee Discount Program 40 Westerra Credit Union 40 Denver Educational Senior Citizens, Inc. (DESCI) 40 Medical ID Cards 40 Notes 41 Important Contact Information 43

Step 6: Now You’re Ready to Enroll 23 Take these four steps to enroll Paying for your benefits: pre-tax vs. post-tax elections Step 7: Make the Most of Your Benefits 24 Well Aware Preventive visits and medications Other health programs

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

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This guide is a brief summary of your benefits and does not constitute a policy.

Denver Public Schools may amend the benefits program at any time. Your Summary Plan Description (SPD) will contain the actual detailed provisions of your benefits.

If there are any discrepancies between the information in this guide and the SPD, the SPD will prevail.

4

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

Employee Benefits Overview Denver Public Schools (DPS) is committed to providing you and your eligible dependents with high-quality, affordable benefit selections to support your health and well-being. Every year, DPS evaluates its benefit plans in an effort to ensure we are providing our employees competitive benefits while still utilizing resources in the most cost-effective way possible. Please familiarize yourself with the available plans and make needed adjustments to ensure you have the appropriate coverage to meet your family’s goals.

Benefit Plan Year The benefits plan year runs from July 1 through June 30 annually.

Benefits Eligibility for New Hires Employees who work more than 20 hours per week are eligible for benefits on the first day of the month following their start date. You must enroll in benefits within the first 30 days of your official start date for benefits to be effective the first of the month after your start date. If you are not sure what your official start date is, please check Employee Space for your “adjusted start date.” Employees must enroll online through the Benefits Enrollment Site, no later than 30 calendar days from their start date. Benefit-eligible employees who work 30 or more hours per week who take no action and do not enroll or waive online will be automatically enrolled in DPS’ lowest-cost, employee-only medical plan (post-tax).

Employees who have a change in employment status (i.e., moving from a non-benefit-eligible position to a benefit-eligible one) must enroll in benefits within 30 days from their change in employment status. Benefits become effective the first of the month following the status change. You may also enroll your eligible family members. They include: Your legal spouse.

Your common-law spouse, once you complete the common-law affidavit

provided by and with approval from the Benefits Department. Please note that a common-law marriage is a legal binding marriage in the state of Colorado and requires the same divorce procedure as any other traditional marriage to dissolve. There is no common-law divorce.

Your civil union partner upon providing confirmation of the partnership to

the Benefits Department. (The portion of premiums you pay for benefits for your civil union partner is not eligible to be paid with pre-tax dollars

by IRS regulations, unless they qualify as a tax-code dependent; contact the Benefits Department for more information.)

Your children to age 26, regardless of student, marital or tax-dependent

status, including a stepchild, legally adopted child, a child placed with you for adoption or a child for whom you are the legal guardian.

Your mentally or physically disabled children age 26 and over. Contact the

Benefits Department for more information.

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

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Benefits Eligibility Summary EMPLOYEE TYPE PART-TIME HOURLY WORKING LESS THAN (.5 FTE) 20 HOURS PER WEEK

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

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

Medical, Dental and Vision

No

Yes

Yes

Flexible Spending Account (FSA) Health Savings Account (HSA)

No

Yes

Yes

Basic Group Life Insurance

No

Yes ($2,500 coverage amount)

Yes (2x annual salary)

Accidental Death and Dismemberment

No

No

Yes (2x annual salary)

Long-term Disability

No

No

Yes

PERA Pension

Yes

Yes

Yes

Voluntary Retirement Plans 403(b), 457(b) and 401(k)

No

Yes

Yes

Voluntary Insurance

No

Yes

Yes

Employee Assistance Program

Yes

Yes

Yes

Employee Discount Program

Yes

Yes

Yes

Benefit Type

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DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

A STEP-BY-STEP GUIDE TO PERSONALIZED BENEFITS

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1

2

See How DPS Contributes

Find the Provider that Works Best for You

Premium contributions are just the beginning.

Kaiser or DHMP? It’s up to you.

3

4

Compare Coverage Options

Take a Good Look: Waive or Enroll

See how your choices affect your bottom line.

Are DPS benefits right for you?

7

6

Consider Your Voluntary Options

Now You’re Ready to Enroll

Make the Most of Your Benefits

Add on the extras that make sense for you and your family.

Log on to get started.

Your plan comes with special features. Use them.

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

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!

If you receive Benefit Credits and your Benefit Credits exceed your cost of your premium, you will receive the remaining credit as compensation on your paycheck.

1

SEE HOW DPS CONTRIBUTES Premium contributions are just the beginning.

DPS is committed to offering the most affordable, best coverage to meet your individual and family’s needs. To counter rising health-care costs nationwide, DPS contributes to your health plan in the following ways: Benefit Credits, Health Savings Account (HSA) Contributions, the Well Aware Campaign and Premium Contributions.

1. Benefit Credits

If you started working on June 1, 2017, or later, you must enroll in a DPS major medical plan to receive Benefit Credits.

Members of DCTA, FMA and ATU employee groups are eligible to receive Benefits Credits, even if they waive DPS coverage, however, they will not receive the additional $100 a month subsidy towards coverage for children.

Most DPS employees are eligible to receive an employer contribution called Benefit Credits (previously called Flex Dollars) to offset the cost of the medical, dental and vision insurance you choose. The employer contribution amount varies by employee association and the hours you are regularly scheduled to work.

2. Health Savings Account (HSA) Contribution If you are enrolled in a DPS Consumer-Driven Health Plan (CDHP), DPS will help you start saving by contributing $45.83 per month to your HSA. See page 20 for more information.

3. Well Aware Campaign You will also have the opportunity to earn a $200 HSA contribution (for employees enrolled in a CDHP) or taxable bonus (for employees enrolled in a Deductible HMO) through the Well Aware Campaign.

See page 28 for more information.

4. Premium Contributions are employer-paid premium discounts on major medical plans. DPS provides: Child Subsidies

Most employees receive $162.50 per month for a total of $1,950 per year. DCTA, ATU and FMA employee association members receive $62.50 per month for a total of $750 per year.

?

For more information on employer contributions by employee association, please see page 9.

8

HMO Subsidies

DPS will contribute $45.83 per month toward the premium cost of an HMO because DHMO participants are not eligible for the HSA contribution.

Medical Subsidies

In cases where DPS does not contribute Benefit Credits, employees may qualify for a medical subsidy. See the chart on the next page.

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

Monthly Benefit Credits

Monthly Medical Subsidy

ABGW (Building and Grounds)

$441.89

--

Administrators/Managers/Supervisors and Protech

$343.00

--

ATU-Transportation

$386.11 $190.45 $403.42 $433.68

-----

--

$175.00

$385.79 --

-$150.00

--

$270.92

---

$190.00 $130.00

$323.00 --

-$150.00

$422.17

--

$300.82 --

-$150.00

$416.00

--

---

$220.00 $170.00

$297.28

--

--

$150.00

--

$327.23

$421.91

--

Employee Association

Bus drivers full-time Hourly drivers Service techs/parts/tool room Maintenance mechanic

Athletic Trainers CWA (Custodial)

Full-time Part-time

EGTC Hourly Instructors Extended Learning and Community Schools Full-time (30–40 hours per week) Part-time (20-29.99 hours per week)

DAEOP (Office Support)

Full-time Hourly: .75 FTE to .999 FTE

DCTA (Teachers & SSPs) DFP (Paraprofessional)

Full-time working 7 or more hours per day Part-time working 6 to 6.99 hours per day

Facility Managers Food Service

Hourly (6+ hours per day) Hourly (4–5.99 hours per day)

Food Service Managers Guest Teachers (Daily Substitutes), Retirees and Temporary Employees Full-time working 30 or more hours per week earning less than $25.00 per hour

Fellows VTF Teachers

Fact: In calendar year 2016, DPS contributed over $53 million toward employee benefits.

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

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2

FIND THE PROVIDER THAT WORKS BEST FOR YOU KAISER or DHMP? The choice is yours.

DPS’ options are designed to help you manage your health, your way. We are offering you and your eligible dependents comprehensive medical plans from two insurance providers: DHMP and Kaiser Permanente.

DHMP “We Take Your Health Personally” Local and nonprofit Offers several options for same-day care (including Dispatch Health) Large statewide network:

9 Family Health Centers Denver Health Medical Center AVAILABLE WITH THE DHMO PLAN THE DENVER HEALTH NETWORK

More than 500 providers: Primary Care Physicians (PCPs): 144 Specialists: 395 More than 90% are Board Certified in their field

AVAILABLE WITH THE CDHP PLAN THE ENTIRE DENVER HEALTH SYSTEM (ON THE LEFT) PLUS

TIER 1 - HIGHPOINT NETWORK

Plus more than 500 community affiliates

TIER 2 - COFINITY NETWORK

First Health national network for eligible dependents living outside of Colorado

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DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

Kaiser Permanente “Thriving Together” Choose from over 1,100 physicians Visit a medical office to see your doctor, get lab work done and pick up a prescription, all under

one roof

Take advantage of on-the-go care options, such as email, chat, or phone or video consultations

DPS Medical Insurance Options Kaiser CDHP

Kaiser DHMO

DHMP CDHP

DHMP DHMO

✓ In House Health Care – All non-emergency care must be with a Kaiser or DHMP physician at their facilities or offices.

DHMP, Cofinity & Highpoint

Extended Physician Network

In House Health Care

✓

✓

Deductible

✓

✓

Coinsurance

✓

Health Savings Account (HSA)

✓

Free Preventive Drugs (from a specific list)

✓

✓

Doctor Visit Copays

Rx Covered

✓

Copays after deductible has been met

✓

✓ ✓

✓

✓

✓ Copays

✓

Copays after deductible has been met

Copays

✓

Medicaid Free or low-cost health insurance may be available to our lower-income employees through Medicaid.

Everyone’s situation is unique, but as an example, a family of four with an income of $5,200 per month may qualify for some 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.

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

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3

COMPARE COVERAGE OPTIONS See how your choices affect your bottom line.

DPS offers two Deductible HMO (DHMO) plans – one from Kaiser and one from DHMP – in addition to six Consumer-Driven Health Plans (CDHPs), three from each provider. Will a DHMO or CDHP work best for you? Compare them below.

What’s the Difference Between DHMO and CDHP Medical Plans?

DEDUCTIBLE HMOS (DHMO)

CONSUMER-DRIVEN HEALTH PLAN (CDHP)

Higher monthly premiums (on average)

Lower monthly premiums (on average)

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 Flexible Spending Account (FSA)

Option of contributing to a Health Savings Account (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 would pay 100% of costs for the rest of the plan year.

Deductible:

The amount that you have to pay out of pocket for some or all procedures before the insurance company pays a portion of the bill.

Copay:

A fixed payment for a covered service, paid when you receive service.

Coinsurance:

A set percentage you pay for procedures after a deductible is met.

Out-of-Pocket Maximum:

After you have reached your out-of-pocket maximum, your health insurance company for the rest of the plan year will cover 100% of your medical bills.

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DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

CDHP Plan Details: Denver Health Medical Plan (DHMP) Note: In this chart, “Ded” stands for deductible. For example, when you see “Ded, 10%” it means you pay your deductible and then 10% coinsurance until you reach your out-of-pocket max.

CDHP PLAN DETAILS: DHMP

SUMMARY OF BENEFITS DHMP

PLAN YEAR DEDUCTIBLE

DHMP CDHP $1300 PLAN HIGHPOINT COFINITY NETWORK NETWORK

CDHP $2600 PLAN HIGHPOINT COFINITY NETWORK NETWORK

CDHP $3500 PLAN HIGHPOINT COFINITY NETWORK NETWORK

Non-Embedded

Embedded

Embedded

$1,300 $2,600

$2,600 $5,200

$3,500 $7,000

Non-Embedded

Embedded

Embedded

$2,600 $5,200

$4,000 $8,000

$6,350 $12,700

Yes

Yes

Yes

(July 1-June 30) Individual Family

PLAN YEAR OUT-OF-POCKETMAX (July 1-June 30) Individual Family

DEDUCTIBLE, COINSURANCE & COPAYS INCLUDED IN OOP MAX PHYSICIAN SERVICES Primary Care Physician Specialist Child/Adult Preventive Care

Ded, 10% Ded, 10% Covered 100%

Ded, 20% Ded, 20% Covered 100%

Ded, 20% Ded, 20% Covered 100%

Ded, 30% Ded, 30% Covered 100%

Ded, 20% Ded, 20% Covered 100%

Ded, 30% Ded, 30% Covered 100%

Ded, 10% Ded, 10% Ded, 10% Ded, 10%

Ded, 20% Ded, 20% Ded, 10% Ded, 10%

Ded, 20% Ded, 20% Ded, 20% Ded, 20%

Ded, 30% Ded, 30% Ded, 20% Ded, 20%

Ded, 20% Ded, 20% Ded, 20% Ded, 20%

Ded, 30% Ded, 30% Ded, 20% Ded, 20%

Ded, 10% Ded, 10% Ded, 10%

Ded, 20% Ded, 20% Ded, 20%

Ded, 20% Ded, 20% Ded, 20%

Ded, 30% Ded, 30% Ded, 30%

Ded, 20% Ded, 20% Ded, 20%

Ded, 30% Ded, 30% Ded, 30%

Ded, 10%

Ded, 20%

Ded, 20%

Ded, 30%

Ded, 20%

Ded, 30%

Ded, 10%

Ded, 20%

Ded, 20%

Ded, 30%

Ded, 20%

Ded, 30%

HOSPITAL SERVICES Inpatient Outpatient/Ambulatory Surgery Urgent Care Emergency Room

DIAGNOSTICS Diagnostic Lab Diagnostic X-Ray High Tech Services (MRI, CT Scans, etc.)

THERAPIES Outpatient Physical, Occupational & Speech Therapy (20 visits each therapy per year)

Chiropractic Care (20 visits max per year)

PRESCRIPTIONS Generic Brand Non-Preferred Brand Specialty and Injectable Drugs

MAIL ORDER (90 Day Supply)

Denver Health Ded, $10 Ded, $15 Ded, $30 Ded, $30

MedImpact Ded, $20 Ded, $40 Ded, $60 Ded, $60

Deductible then 2x retail

Denver Health Ded, $10 Ded, $15 Ded, $30 Ded, $30

MedImpact Ded, $20 Ded, $40 Ded, $60 Ded, $60

Deductible then 2x retail

Denver Health Ded, $10 Ded, $15 Ded, $30 Ded, $30

MedImpact Ded, $20 Ded, $40 Ded, $60 Ded, $60

Deductible then 2x retail

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

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CDHP Plan Details: Kaiser SUMMARY OF BENEFITS KAISER PERMANENTE

KAISER PERMANENTE CDHP $1300 PLAN

CDHP $2600 PLAN

CDHP $3500 PLAN

Non-Embedded

Embedded

Embedded

$1,300

$2,600

$3,500

$2,600

$5,200

$7,000

$2,600 $5,200

$4,000 $8,000

$6,350 $12,700

Yes

Yes

Yes

Deductible and then 20% Deductible and then 20% Covered at 100%

Deductible and then 30% Deductible and then 30% Covered at 100%

Deductible and then 30% Deductible and then 30% Covered at 100%

Deductible and then 20% Deductible and then 20% Deductible and then 20% Deductible and then 20%

Deductible and then 30% Deductible and then 30% Deductible and then 30% Deductible and then 30%

Deductible and then 30% Deductible and then 30% Deductible and then 30% Deductible and then 30%

Deductible and then 20% Deductible and then 20% Deductible and then 20%

Deductible and then 30% Deductible and then 30% Deductible and then 30%

Deductible and then 30% Deductible and then 30% Deductible and then 30%

Deductible and then 20%

Deductible and then 30%

Deductible and then 30%

Deductible and then 20%

Deductible and then 30%

Deductible and then 30%

Deductible then $20 copay Deductible then $40 copay Deductible then $60 copay Deductible then 20% Deductible then 2x retail

Deductible then $20 copay Deductible then $40 copay Deductible then $60 copay Deductible then 20% Deductible then 2x retail

Deductible then $20 copay Deductible then $40 copay Deductible then $60 copay Deductible then 20% Deductible then 2x retail

IN-NETWORK ONLY

PLAN YEAR DEDUCTIBLE

IN-NETWORK ONLY

IN-NETWORK ONLY

(July 1-June 30) Individual Family

PLAN YEAR OUT-OF-POCKET MAX (July 1-June 30) Individual Family

DEDUCTIBLE, COINSURANCE and COPAYS INCLUDED IN OOP MAX PHYSICIAN SERVICES Primary Care Physician Specialist Child/Adult Preventive Care

HOSPITAL SERVICES Inpatient Outpatient/Ambulatory Surgery Urgent Care Emergency Room

DIAGNOSTICS Diagnostic Lab Diagnostic X-Ray High Tech Services (MRI, CT Scans, etc)

THERAPIES Outpatient Physical, Occupational and Speech Therapy (Combined 60 visits max per year)

Chiropractic Care (25 visits max per year)

PRESCRIPTIONS Generic Brand Non-Preferred Brand Specialty & Injectable Drugs MAIL ORDER (90 Day Supply)

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DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

DHMO Plan Details: DHMP and Kaiser

SUMMARY OF BENEFITS

ELIGIBILITY PLAN YEAR DEDUCTIBLE (July 1-June 30) Individual

Chiropractic Care PRESCRIPTIONS Generic Brand (and non-preferred generic for DHMP) Non-Preferred Brand Specialty and Injectable Drugs

DHMO PLAN

DHMO PLAN

IN-NETWORK ONLY

IN-NETWORK ONLY

All employees working 20+ hours per week. Can only use Denver Health Medical Center and nine Family Health Centers Embedded

All employees working 20+ hours per week Embedded

$1,000 $3,000 Embedded

$1,000 $3,000 Embedded

$3,000 $9,000

$3,000 $9,000

Yes

Yes

$40 Copay $60 Copay Covered at 100% $60 Copay

$40 Copay $60 Copay Covered at 100% $60 Copay

Deductible and then 30% Deductible and then 30% Deductible and then 30% Deductible and then 30%

Deductible and then 30% Deductible and then 30% Deductible and then 30% Deductible and then 30%

Deductible and then 30% Deductible and then 30%

Deductible and then 30% Deductible and then 30%

Deductible and then 30%

Deductible and then 30%

$40 Copay (20 visits max per year) $40 Copay (20 visits max per year) Denver Health Denver Health through MedImpact $20 Copay $40 Copay $40 Copay $80 Copay

$40 Copay (Combined 60 visits max per year) $40 Copay (25 visits max per year) Kaiser

Family PLAN YEAR OUT-OF-POCKET MAX (July 1-June 30) Individual Family DEDUCTIBLE, COINSURANCE AND COPAYS INCLUDED IN OOP MAX PHYSICIAN SERVICES Primary Care Physician Specialist Child/Adult Preventive Care Urgent Care HOSPITAL SERVICES Inpatient Outpatient/Ambulatory Surgery After-Hours Facility Emergency Room DIAGNOSTICS Diagnostic Lab Diagnostic X-Ray High Tech Services (MRI, CT Scans, etc) THERAPIES Outpatient Physical, Occupational and Speech Therapy

KAISER PERMANENTE

DHMP

$60 Copay 20% to $250

$120 Copay 20% to $250

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

$20 Copay $40 Copay $60 Copay 20% to $250

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Plan Rates by Employee Association Kaiser Plan

Coverage Level

Total Rates

DCTA

Protech

ABGW

CWA - FT

DAEOP

& Admin

Kaiser 3500 Deductible CDHP

327.23

0.00

0.00

0.00

0.00

4.23

0.00

157.23

768.99

346.82

425.99

327.10

383.20

445.99

352.99 347.08

598.99

Employee and Children

647.91

163.24

142.41

43.52

99.62

162.41

169.41

63.50

315.41

1,070.09

585.42

564.59

465.70

521.80

584.59

591.59 485.68

737.59

Employee Only

393.65

0.00

50.65

0.00

7.86

70.65

Employee and Spouse

925.08

502.91

582.08

483.19

539.29

Employee and Children

779.43

294.76

273.93

175.04

1,287.25

802.58

781.75

456.87

34.70

Employee and Spouse Employee and Children

1,073.66 904.61

Family

Employee Only Deductible CDHP

Employee Only Kaiser 1000

Employee and Spouse

Deductible DHMO

Employee and Children Family

0.00

Food Service Worker < 6 Hours

Employee and Spouse

Family Kaiser 1300

VTF

Employee Only

Family Kaiser 2600 Deductible CDHP

Facility Managers

0.00

0.00

223.65

602.08

509.08 503.17

755.08

231.14

293.93

300.93 195.02

446.93

682.86

738.96

801.75

808.75 702.84

954.75

113.87

14.98

71.08

133.87

651.49 419.94

730.66 399.11

631.77 300.22

687.87 356.32

1,493.98

1,009.31

988.48

889.59

500.37

32.37

111.54

12.65

1,175.87

707.87

787.04

990.74

460.24

1,636.21

1,105.71

40.87

34.96

286.87

750.66 419.11

657.66 651.75 426.11 320.20

903.66 572.11

945.69

1,008.48

1,015.48 909.57

1,161.48

68.75

131.54

688.15

744.25

439.41

340.52

1,084.88

985.99

38.54

32.63

284.54

807.04

714.04 708.13

960.04

396.62

459.41

466.41 360.50

612.41

1,042.09

1,104.88

1,111.88 1,005.9 7

1,257.88

Denver Health Medical Plan Plan

DHMP 3500 Deductible CDHP

DHMP 2600 Deductible CDHP

Coverage Level

DHMO

ABGW

CWA - FT

DAEOP

Facility Managers

Food Service Worker < 6 Hours

0.00

3.25

0.00

0.00

23.25

0.00

176.25

796.37

374.20

453.37

354.48

410.58

473.37

380.37 374.46

626.37

Employee and Children

623.25

138.58

117.75

18.86

74.96

137.75

144.75

38.84

290.75

Family

986.81

502.14

481.31

382.42

438.52

501.31

508.31 402.40

654.31

Employee Only

467.95

45.78

124.95

26.06

82.16

144.95

1,076.29

654.12

733.29

634.40

690.50

842.32

357.65

336.82

237.93

1,333.67

849.00

828.17

729.28

Employee and Spouse Employee and Children

0.00

VTF

346.25

51.95

46.04

297.95

753.29

660.29 654.38

906.29

294.03

356.82

363.82 257.91

509.82

785.38

848.17

855.17 749.26

1,001.17

761.26

339.09

418.26

319.37

375.47

438.26

345.26 339.35

591.26

Employee and Spouse

1,751.10

1,328.93

1,408.10

1,309.21

1,365.31

1,428.10

1,581.10

Employee and Children

1,370.40

885.73

864.90

766.01

822.11

884.90

1,335.10 1,329.1 9 891.90 785.99

Family

2,169.88

1,685.21

1,664.38

1,565.49

1,621.59

1,684.38

1,837.38

454.90

0.00

66.07

0.00

23.28

86.07

1,691.38 1,585.4 7 0.00 0.00

1,046.27

578.27

657.44

558.55

614.65

677.44

584.44 578.53

830.44

818.82

288.32

267.49

168.60

224.70

287.49

294.49 188.58

440.49

1,296.47

765.97

745.14

646.25

702.35

765.14

772.14 666.23

918.14

Employee Only DHMP 1000 Deductible

Protech & Admin

Employee and Spouse

Employee Only CDHP

DCTA

Employee Only

Family DHMP 1300 Deductible

Total Rates

Employee and Spouse Employee and Children Family

DCTA

ProTech & Admin

ABGW

CWA - FT

DAEOP

Facility Managers

VTF

1,037.90 239.07

Food Service Worker < 6 Hours

DPS Flex Contribution or Premium Discount

422.17

343.00

441.89

385.79

323.00

416.00 421.91

170.00

DPS Child Contribution DPS HMO Contribution Total DPS Contribution

62.50 45.83 530.50

162.50 45.83 551.33

162.50 45.83 650.22

162.50 45.83 594.12

162.50 45.83 531.33

62.50 162.50 45.83 45.83 524.33 630.24

162.50 45.83 408.33

Please refer to the sidebar on page 18 for specifics on this table.

Good to know: If you are enrolled in a DPS Consumer-Driven Health Plan (CDHP), DPS will contribute $45.83 per month to your Health Savings Account (HSA).

16

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

Kaiser ATU - FT Bus Drivers

ATU - Hourly Bus Drivers

ATU -Techs, Parts & Tool Room

ATU Mechanics

Athletic Trainers

EGTC Extended Hourly Learning > Instructors 30 Hours

Extended Learning 20 > 30 Hours

PARA - FT

Food Service Worker > 6 Hours

Food Service Managers

Fellows

*Other ($150 Discount)

0.00

136.78

0.00

0.00

152.23

56.31

137.23

197.23

26.41

127.23

49.95

0.00

177.23

382.88

578.54

365.57

335.31

593.99

498.07

578.99

638.99

468.17

568.99

491.71

441.76

618.99

199.30

394.96

181.99

151.73

310.41

214.49

295.41

355.41

184.59

285.41

208.13

158.18

335.41

621.48

817.14

604.17

573.91

732.59

636.67

717.59

777.59

606.77

707.59

630.31

580.36

757.59

7.54

203.20

0.00

0.00

218.65

122.73

203.65

263.65

92.83

193.65

116.37

66.42

243.65

538.97

734.63

521.66

491.40

750.08

654.16

735.08

795.08

624.26

725.08

647.80

597.85

775.08

330.82 838.64 70.76

526.48 1,034.30 266.42

313.51 821.33 53.45

283.25 791.07 23.19

441.93 949.75 281.87

346.01 853.83 185.95

426.93 934.75 266.87

486.93 994.75 326.87

316.11 823.93 156.05

416.93 924.75 256.87

339.65 847.47 179.59

289.70 797.52 129.64

466.93 974.75 306.87

687.55

883.21

670.24

639.98

898.66

802.74

883.66

943.66

772.84

873.66

796.38

746.43

923.66

456.00 1,045.37 68.43

651.66 1,241.03 264.09

438.69 1,028.06 51.12

408.43 997.80 20.86

567.11 1,156.48 279.54

471.19 1,060.56 183.62

552.11 1,141.48 264.54

612.11 1,201.48 324.54

441.29 1,030.66 153.72

542.11 1,131.48 254.54

464.83 1,054.20 177.26

414.88 1,004.25 127.31

592.11 1,181.48 304.54

743.93

939.59

726.62

696.36

955.04

859.12

940.04

1,000.04

829.22

930.04

852.76

802.81

980.04

496.30

691.96

478.99

448.73

607.41

511.49

592.41

652.41

481.59

582.41

505.13

455.18

632.41

1,141.77

1,337.43

1,124.46

1,094.20

1,252.88

1,156.96

1,237.88

1,297.88

1,127.06

1,227.88

1,150.60

1,100.65

1,277.88

Denver Health Medical Plan ATU - FT Bus Drivers

ATU Hourly Bus

ATU - Techs, Parts & Tool

Drivers

Room

ATU Mechanics

Athletic Trainers

EGTC Extended Hourly Learning > Instructors 30 Hours

Extended Learning 20 >

PARA - FT

30 Hours

Food Service Worker > 6

Food Service Managers

Fellows

* Other ($150 Discount)

Hours

0.00 410.26

155.80 605.92

0.00 392.95

0.00 362.69

171.25 621.37

75.33 525.45

156.25 606.37

216.25 666.37

45.43 495.55

146.25 596.37

68.97 519.09

19.02 469.14

196.25 646.37

174.64

370.30

157.33

127.07

285.75

189.83

270.75

330.75

159.93

260.75

183.47

133.52

310.75

538.20

733.86

520.89

490.63

649.31

553.39

634.31

694.31

523.49

624.31

547.03

497.08

674.31

81.84

277.50

64.53

34.27

292.95

197.03

277.95

337.95

167.13

267.95

190.67

140.72

317.95

690.18

885.84

672.87

642.61

901.29

805.37

886.29

946.29

775.47

876.29

799.01

749.06

926.29

393.71

589.37

376.40

346.14

504.82

408.90

489.82

549.82

379.00

479.82

402.54

352.59

529.82

885.06 375.15

1,080.72 570.81

867.75 357.84

837.49 327.58

996.17 586.26

900.25 490.34

981.17 571.26

1,041.17 631.26

870.35 460.44

971.17 561.26

893.89 483.98

843.94 434.03

1,021.17 611.26

1,364.99

1,560.65

1,347.68

1,317.42

1,576.10

1,480.18

1,561.10

1,621.10

1,450.28

1,551.10

1,473.82

1,423.87

1,601.10

921.79

1,117.45

904.48

874.22

1,032.90

936.98

1,017.90

1,077.90

907.08

1,007.90

930.62

880.67

1,057.90

1,721.27

1,916.93

1,703.96

1,673.70

1,832.38

1,736.46

1,817.38

1,877.38

1,706.56

1,807.38

1,730.10

1,680.15

1,857.38

22.96

218.62

5.65

0.00

234.07

138.15

219.07

279.07

108.25

209.07

131.79

81.84

259.07

614.33

809.99

597.02

566.76

825.44

729.52

810.44

870.44

699.62

800.44

723.16

673.21

850.44

324.38

520.04

307.07

276.81

435.49

339.57

420.49

480.49

309.67

410.49

333.21

283.26

460.49

802.03

997.69

784.72

754.46

913.14

817.22

898.14

958.14

787.32

888.14

810.86

760.91

938.14

ATU - FT Bus

ATU - Hourly Bus Drivers

Drivers

ATU - Techs, Parts & Tool Room

ATU Mechanics

Athletic Trainers

EGTC

Extended Learning > 30 Hours

Extended Learning 20 > 30 Hours

PARA - FT

Food Service Worker > 6 Hours

Food Service Managers

Math Fellows

Misc ($150 Discount)

386.11

190.45

403.42

433.68

175.00

270.92

190.00

130.00

300.82

200.00

277.28

327.23

150.00

62.50 45.83 494.44

62.50 45.83 298.78

62.50 45.83 511.75

62.50 45.83 542.01

162.50 45.83 383.33

162.50 45.83 479.25

162.50 45.83 398.33

162.50 45.83 338.33

162.50 45.83 509.15

162.50 45.83 408.33

162.50 45.83 485.61

162.50 45.83 535.56

162.50 45.83 358.33

Please refer to the sidebar on page 18 for specifics on this table.

*Other refers to: CWA - Part-time ABGW - Part-time Paraprofessionals 6 to 6.99 hours per day

Other hourly employees working 32 hours

per week or more

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

17

If the “DPS Contribution” is greater than the “Total Rate” The employee can use the remaining amount of Benefit Credits to offset the cost of other insurance. Eligible employees will receive the remaining funds as taxable income.

DCTA: Rates listed are for full-time DCTA members Teachers and specialized service providers (SSPs) with a status of .5 to .749 FTE receive prorated Benefit Credits.

Protech and Admin Employees with a status of .5 to .749 FTE receive prorated Benefit Credits.

ABGW You must be 1.0 FTE to receive any Benefit Credits.

ATU Anyone over 20 hours per week (.5 FTE) receives full Benefit Credits.

Total Rates Column These rates are for employees who are not included in the groups listed on page 9.

18

4

TAKE A GOOD LOOK: WAIVE OR ENROLL

Are DPS benefits right for you?

Didn’t find a plan that works for you?

If you choose to waive DPS benefits, you must take action.

If you do not take action, you will automatically be enrolled in the lowestcost, employee-only major medical plan (post-tax).

Will I still receive my Benefit Credits if I waive DPS benefits?

If you started working on June 1, 2017, or later, you must enroll in a DPS

major medical plan to receive Benefit Credits.

If you started working before June 1, 2017, and you receive Benefit

Credits, you will continue to receive them, even if you waive DPS coverage.

Exception: If you started working on June 1, 2017, or later, and are a

member of DCTA, FMA or ATU employee groups, you are eligible to receive Benefit Credits, even if you waive DPS coverage. However, you will not receive the additional $100 a month subsidy toward coverage for dependent children.

Remember: You must be enrolled in one of DPS’ Consumer-Driven Health Plans (CDHPs) to enroll in a Health Savings Account (HSA) and receive DPS’ $45.83 monthly contribution and the $200 Well Aware contribution to your HSA.

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

5

CONSIDER YOUR VOLUNTARY OPTIONS Add on the extras that make sense for you and your family.

As a DPS employee, you have access to voluntary options to manage your health, your way. You can choose to select dental or vision insurance, and Metlife voluntary benefits plans. You can also choose to contribute to a Health Savings Account (HSA) or Flexible Spending Account (FSA). Some employees may also be eligible to enroll in the Sick Leave Bank. See below for more information on these voluntary options:

Dental Insurance DPS offers two dental insurance plan options through Delta Dental of Colorado. Visit www.deltadentalco.com to locate a Delta Dental Network Provider near you.

Dental Plan Costs Per Month The amount you pay for coverage can be deducted from your paycheck on either a pre-tax or post-tax basis.

COVERAGE LEVEL

DELTA DENTAL EPO

DELTA DENTAL PPO + PREMIER

EMPLOYEE ONLY

$28.86

$35.97

EMPLOYEE AND SPOUSE

$58.23

$69.06

EMPLOYEE AND CHILD(REN)

$71.32

$97.90

EMPLOYEE AND FAMILY

$100.67

$131.06

Vision Insurance DPS offers a vision insurance plan through VSP. You have the freedom to choose any vision provider. However, you will maximize the plan benefits when you choose a VSP network provider. 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. To locate a VSP network provider, go to www.vsp.com (Choice Network).

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

19

Vision Plan Costs Per Month The amount you pay for coverage can be deducted from your paycheck on either a pre-tax or post-tax basis.

COVERAGE LEVEL

VSP VISION

EMPLOYEE ONLY

$7.77

EMPLOYEE AND SPOUSE

$17.30

EMPLOYEE AND CHILD(REN)

$17.85

EMPLOYEE AND FAMILY

$25.62

Metlife Voluntary Benefits Are you concerned about what would happen if you were hospitalized and had to pay out of pocket for high medical costs or lose income to meet other day-to-day expenses? Metlife Voluntary Benefits can bridge that gap and give you peace of mind for specific situations. DPS offers four plans that you can customize to meet your needs.

A Critical Illness Plan can help ease the financial stress of surviving a

critical illness.

In the event of a covered accident, an Accident Policy pays cash benefits

to help with the costs associated with out-of-pocket expenses and bills — expenses major medical may not take care of.

A Hospital Indemnity Plan provides financial assistance to enhance your

current coverage so you can avoid dipping into savings, or having to borrow to cover out-of-pocket-expenses when hospitalized.

A group legal plan provides unlimited access to professional legal

assistance.

All four plans are compatible with Health Savings Accounts, meaning you can enroll in these plans and still contribute to an HSA. If you are building savings in your HSA, consider enrolling in any of these plans, which pay cash benefits that you can use toward deductibles and coinsurance, or anything else that you choose. Learn more about Metlife Voluntary Benefits plans at thecommons.dpsk12.org/benefits > Resource Center > Voluntary Benefits.

Health Savings Account (HSA) An HSA is an individually owned, personal Health Savings Account that you can use to pay out-of-pocket health care expenses with pre-tax dollars. HSAs are administered by WageWorks. You must be enrolled in a DPS Consumer-Driven Health Plan (CDHP) to contribute to an HSA. Your

20

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

contributions are tax-free, and the money remains in the account for you to spend on eligible expenses no matter where you work or how long it stays in the account. DPS will help you start saving by contributing $45.83 per month to your HSA. Additionally, you will have the opportunity to earn a $200 HSA contribution through the Well Aware Campaign.

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 need to look at ways to maximize your PERA pension contributions. Most pretax deductions like pretax medical, dental, vision and FSA deductions lower your pensionable (taxable) income, which in turn lower your pension. Retirement plans like 401(k), 403(b) and 457(b) plans are not included in this reduction and contributing to them does not reduce your pensionable income. HSAs are also considered a retirement plan and do not reduce your pensionable income, nor do they lower your pension payments. You and DPS make PERA contributions on your HSA contributions. If you do not enroll in an HSA account, you will forfeit the $45.83 monthly DPS contribution.

Sick Leave Bank Employees working in a position that accrues sick leave may be eligible to become members of the Sick Leave Bank. The Sick Leave Bank provides eligible employees who are on extended personal illness leave and have exhausted all their accumulated paid leave the means of obtaining additional sick leave days (upon proper approval) in order to avoid going on unpaid leave.

Flexible Spending Account (FSA) DPS offers three FSA options: the Healthcare FSA, the Limited Purpose Healthcare FSA and the Dependent Care FSA, which allow you to pay for eligible health care and dependent care expenses with pre-tax dollars. The dependent care FSA allows you to set aside money from your paycheck on a pre-tax basis for day care expenses to allow you and your spouse to work or attend school full-time. Eligible dependents are children under 13 years of age, or a child over 13, spouse, or elderly parent residing in your house who is physically or mentally unable to care for him or herself. Examples of eligible expenses are day care facility fees, before- and after-school care, and in-home babysitting fees (income must be reported by your care provider). You may contribute up to $5,000 to the dependent care FSA for the 2017 plan year if you are married and file a join return or if you file a single or head of household return. If you are married and file separate returns, you can each elect $2,500 for the 2017 plan year.

The FSAs are administered by WageWorks. See page 22 for details.

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

21

FSA/HSA COMPARISON CHART

22

HSA

HEALTHCARE FSA

LIMITED PURPOSE HEALTHCARE FSA

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.)

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

If you enrolled in an HSA and wish to enroll in a Healthcare FSA, it must be a Limited Purpose Healthcare FSA, which can only be used for dental and vision expenses. Like the standard FSA, the full amount of your annual pledge is available on your plan start date.

MAXIMUM CONTRIBUTION PER YEAR

IRS 2017 calendar year maximums: - $3,400 single - $6,750 family - Age 55+ additional $1,000

$2,600 (whether single or family) per plan year July 1, 2017–June 30, 2018.

$2,600 (whether single or family) per plan year July 1, 2017–June 30, 2018.

COVERED EXPENSES

Eligible medical, dental, and vision expenses.

Eligible medical, dental, and vision expenses.

Eligible dental and vision expenses ONLY.

AVAILABILITY OF FUNDS

The amount actually deposited in the account is available.

Annual amount available once enrolled.

Annual amount available once enrolled.

DEBIT CARD PROVIDED

Yes

Yes

Yes

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 event.

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

CLAIM FILING DEADLINE

No deadline for filing for reimbursement.

Claims incurred by June 30, 2018, must be filed by Sept. 30, 2018.

Claims incurred by June 30, 2018, must be filed by Sept. 30, 2018.

FORFEITURE OF FUNDS

No forfeiture—unused funds carry over from year to year.

The money is yours.

If expenses are incurred by June 30, 2018, but not claimed

by Sept. 30, 2018, funds will be lost. The plan permits up to $500 carry over for unused amounts.

If expenses are incurred by June 30, 2018, but not claimed by Sept. 30, 2018, funds will be lost.

The plan permits $500 carry over for unused amounts.

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 for claims through termination date, otherwise, additional funds are lost.

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

6

NOW YOU’RE READY TO ENROLL Log on to get started.

Follow these steps to access the Benefits Enrollment Site to select your benefit options within 30 days of your start date: 1. Use any browser to navigate to The Commons Benefits page at thecommons.dpsk12.org/benefits 2. Follow the “Benefits Enrollment Site” link, found under “Quick Links” in the right-hand sidebar.

3. The Benefits Enrollment Site login page will open in a window or in a new tab in your browser. Login using your DPS credentials then click the blue “Sign In” button.

4. The next screen is the Benefits Enrollment Site Welcome Page. Click the “Enroll Now” button to get started.

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

23

Paying for Your Benefits: Pre-Tax vs. Post-Tax Elections You may elect to have your medical, dental and vision premiums deducted from your paycheck on a pre-tax or post-tax basis. When you pay the premiums with pre-tax dollars, you reduce the cost of the coverage. This savings is the result of reduced PERA contributions and Medicare, federal and state tax withholdings.

During the years your salary will be included in your PERA Highest Average Salary (HAS) calculation, you may want to consider electing a post-tax deduction of your health insurance premiums to ensure that your deduction does not reduce your salary for pension purposes. Likewise, you may want to consider stopping participation in the FSAs (Healthcare and Dependent Care). The election of post-tax premium deductions and/or discontinuation of FSAs can only be done during your initial eligibility period or during the annual Open Enrollment period.

Please contact your tax advisor for help determining whether to have your premiums deducted on a pre- or post-tax basis.

7

MAKE THE MOST OF YOUR BENEFITS

Your plan comes with special features.

Use them.

Well Aware Well Aware is DPSâ&#x20AC;&#x2122; way of rewarding teammates for being accountable for their health. The Well Aware campaign encourages you to start on the path to better health. By simply being up-to-date on your preventive screenings and filling out an online health assessment, DPS will contribute $200 to your Health Savings Account (HSA) or $200 into your paycheck if on an HMO plan.

Employees enrolled in a Consumer-Driven Health Plan (CDHP) will receive a $200 contribution to their HSAs. Employees on a Deductible HMO (DHMO) plan will receive a $200 taxable bonus.

If you are pregnant or have a health condition that makes it medically inadvisable for you to participate in the program, you can still earn your reward. Contact HR Connect at 720-423-3900 for details.

For more information on Well Aware, see page 28.

24

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

Preventive Visits and Medications As a DPS medical plan member, your annual physical and certain preventive screenings are covered at 100%, so they cost you nothing. The same goes for your covered dependents.

Take advantage of this great opportunity to stay on top of your health and identify potential health issues before they become serious concerns.

All six CDHP medical plans also include free preventive drugs. The included preventive drugs vary between Kaiser and DHMP. Be sure to check to see which drugs are included. For more information, please visit thecommons.dpsk12.org/benefits > Resource Center > Prescription Drug Lists for Kaiser and DHMP. If you are enrolled in one of our CDHP plans, donâ&#x20AC;&#x2122;t forget to enroll in an HSA. An HSA is a great way to save money on a pre-tax basis to help pay medical expenses when they come up. Even if you choose not to contribute to an HSA, you will need an HSA account to receive the DPS monthly $45.83 contribution.

Other Health Programs: Wellness DPS offers a wide range of weight-loss programs, gym memberships and other wellness programs at a discounted rate or free. Visit thecommons. dpsk12.org/wellness for more information.

Take advantage of the programs available to you. Also ask your medical provider what discounts they offer. DHMP and Kaiser offer free access to trained wellness coaches that will work with you to create wellness plans and achieve your goals.

Kaiser members enjoy exclusive discounts on gym memberships, yoga and pilates studios, acupuncture, chiropractic care and massage therapy through the ChooseHealthy list of providers.

DHMP gives free diapers, car seats, strollers and much more to moms and babies when following their preventive care recommendations during pregnancy and the babyâ&#x20AC;&#x2122;s first year.

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

25

2017-18 BENEFITS ENROLLMENT GUIDE

Changing Your Benefits During the Year Due to IRS regulations, if you choose to pay your portion of the medical, dental, and vision plan costs on a pre-tax basis, and/or contribute pre-tax dollars to an FSA, once you have made your elections for the plan year, you cannot change your benefits until the next annual open enrollment period.

The only exception is if you experience a qualifying life event. Election changes must be consistent with your life event. You must notify the HR department within 30 calendar days of the life event and provide proper documentation.

Changes are effective the first of the month following receipt of paperwork, with the exception of changes due to birth or adoption, which are effective on the date of the event.

Qualifying life events include, but are not limited to: Marriage, divorce or legal separation.

Birth or adoption of an eligible child (Change of coverage may begin with

Requesting a Benefits Change Notify the HR department within 30 calendar days of the qualifying life event by filling out a benefits change form (located at thecommons.dpsk12. org/benefits > Forms Library) and send it to Employee Services at connect_ humanresources@ dpsk12.org or by fax to 720-423-2505.

You will need to provide proof of the qualifying life event, such as a marriage or birth certificate. Change requests submitted after 30 days of the qualifying life event cannot be accepted.

26

the birth of the child. Delivery costs are covered by insurance in place at the time of the delivery.)

Death of your spouse or covered child.

Loss of your spouse’s or child’s benefits elsewhere.

Change in your spouse’s or child’s work status that affects his or her

benefits eligibility (resulting in a loss of benefits).

Change in your child’s benefits eligibility status (e.g., dependent child

exceeds the maximum age for coverage; you may only drop the child from coverage as a result).

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.

The effective date for all changes is the last day of the month in which you turn in your change request, except for the addition of a child due to birth or adoption. With a birth or an adoption, the effective date is the date of the birth or adoption.

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

Summer Coupons During the summer months, hourly employees may continue benefits coverage by paying their premium portion. The premium portion can be paid either by working enough hours through the summer to cover premium costs or by paying through the summer coupon program.

Hourly employees also have the option to waive (drop) their insurance coverage through the summer by waiving insurance during Open Enrollment and re-enrolling upon return with a Benefits Change Form.

The employee will be responsible for any health claims incurred while waived. If the employee does not return to DPS in the fall and had waived coverage during the summer or did not pay for summer coverage, he or she will not be eligible for COBRA.

!

Employees eligible for summer coupons will be notified by regular mail or email by June 1, 2017.

Individuals who elect to have insurance over the summer must complete the Summer Coupon Program Selection form by June 15, 2017.

DPS Interest-Free Loan Program Employees of DPS who prove that they have financial hardship associated with a medical claim are eligible, upon approval, for a one-time, lump sum HSA advance to be paid on the next available end-of-month paycheck. The HSA advance must be paid back within the fiscal year (ending July 1) unless otherwise approved by the Payroll Department. Employee payments will be spread out between two and 12 months, depending on months remaining in the fiscal year.

Eligibility An employee must be enrolled in a Consumer-Driven Health Plan (CDHP) with an HSA within DPS. The claim can be for an active, benefited DPS employee or for a dependent of a DPS employee, if covered on family coverage.

Amount of Advance The amount of the advance will not exceed $2,000 for employee-only or $4,000 for family coverage.

In the case of a termination, the district will deduct the remaining balance from the final paycheck. If the final paycheck doesnâ&#x20AC;&#x2122;t cover the full amount of the balance, the district will work with a collections agency to recuperate the funds.

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For more information regarding the interest free loan program, please contact employee_ benefits@dpsk12.org.

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Proof of Hardship: Employee must provide the following prior to meeting eligibility for the advance.

If enrolled in a Kaiser plan, the employee must show proof that he or she

has worked with a Kaiser Financial Counselor to negotiate a payment plan to make the payback more budget friendly (thecommons.dpsk12. org/benefits > Forms Library). If enrolled in a DHMP plan, the employee must show proof that he or she has worked with the hospital and doctors to negotiate a payment plan to make the payback more budget-friendly.

Filed claims with Aflac, if enrolled, are factored in the benefit amount as

payment toward the claim cost.

Reviewed their HSA current and projected annual contribution to

calculate expense gap. The employee may find adjusting his or her monthly contribution may be all that is necessary. (Remember, there is an annual contribution maximum.)

Proved that the negotiated payments are a financial hardship to the

employee or family through a devised worksheet that starts with the household monthly income and lists most common household expenses found on a budget, (mortgage/rent, food, heating/cooling, etc.) Total the net, and add a line for negotiated claim payment amount.

How to Apply: 1. Complete the Medical Advance Application form.

2. Attach list of most common household expenses.

3. Attach proof of unsuccessful negotiated payment plan with provider.

4. The Benefits Department will contact you regarding approval of the advance.

DPS Employee Wellness: Well Aware Follow the steps, based upon which health care provider you have, between July 1, 2017-May 10, 2018, and you’ll receive your reward of $200.00 by completing your preventive screenings outlined on page 31.

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DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

What do I need to do as a Kaiser member?

Complete a Total Health Assessment and be up-to-date on all of your age and gender appropriate preventive screenings.

1. Log on to https://healthyrewards.kphealthworks.org.

2. Accept the terms and conditions of the program. This is important because Kaiser Permanente will not report to us that you have finished the requirements of the program unless you accept the terms and conditions. We do not get any medical information from the insurance providers.

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If you have further questions about meeting the requirements, please call 1- 866-300-9867 or email rewardscustomerservice @kp.org for further confirmation.

3. Complete your Total Health Assessment. A Total Health Assessment allows you to identify potential health risks. This information can then be shared with your physician to provide more personalized care.

4. Click on â&#x20AC;&#x153;More Detailsâ&#x20AC;? to view the list of screenings on which you need to be up-do-date. Note: Please allow 24 hours for this site to populate with the screenings you need.

5. Schedule and complete the screenings that ARE NOT checked off. The portal will check off the screenings as they are completed. This can take up to three weeks.

6. Once you have all of the green check marks next to all of the screenings you are done!

What do I need to do as a DHMP member?

Complete a Health Assessment Risk and be up-to-date on all of your age and gender-appropriate preventive screenings by May 10, 2018.

1. Complete your Health Risk Assessment on dhmp.gopurewellness.com.

A Health Risk Assessment allows you to identify potential health risks.

This information can then be shared with your physician to provide more personalized care.

2. Schedule your necessary screenings with your primary care provider.

See the table on page 31 for more information.

3. By completing your screenings, you are being proactive with your health, and potentially identifying any unknown health risks. (If you are up-to-date on your screenings and do not require a visit, simply have your physician(s) verify your previous screenings by completing the Physician Reporting Screening Form, and complete step number four.)

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

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If you have further questions about DHMP, please call 303-602-4DPS or email healthwellness@dhha.org for further confirmation.

4. Print and bring your Physician Reporting Screening Form for your doctor to fill out completely.

5. Send the completed Physician Reporting Screening Form to DHMP. Please fax or mail the completed form to DHMP Fax: (303-602-5556) Mail: Health and Wellness 777 Bannock Street, MC 6000 Denver, CO 80204

How do I know DHMP received my information?

To check that you have completed all of the requirements, please contact DHMP Customer Service at 303-602-4DPS (4377) or email healthandwellness@dhha.org.

Follow the steps based off your health provider between July 1, 2017-May 10, 2018, and you’ll receive your reward.

Employee Assistance Program (EAP) and Work-Life Services The EAP and Work-Life Services program is a confidential referral and counseling service available to help you balance the challenges of home, work and contemporary life. Your GuidanceResources benefits will give you and your dependents confidential support, resources and information for personal and work-life issues. This benefit is provided at no cost to you.

Your GuidanceResources services include: Employee Assistance Program (EAP) for confidential counseling (including up to five face-to-face sessions per issue per calendar year)

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Work-life solutions

Financial information

Legal support

GuidanceResources online

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

Preventive Screenings for Males

Preventive Screening for Females

Ages 18-39

Ages 18-39

99 Blood pressure every two years (annually if diagnosed with hypertension)

99 Blood pressure every two years (annually if diagnosed with hypertension)

99 Body Mass Index (screening for overweight) every two years

99 Body Mass Index (screening for overweight) every two years

99 Lipid (cholesterol screening) and diabetes screening at least once

99 Lipid (cholesterol screening) and diabetes screening at least once 99 Pap test every three years starting at age 21 (more often if high risk)

Ages 40-49

Ages 40-49

99 Blood pressure every two years (annually if diagnosed with hypertension)

99 Blood pressure every two years (annually if diagnosed with hypertension)

99 Body Mass Index (screening for overweight) every two years

99 Body Mass Index (screening for overweight) every two years

99 Lipid (cholesterol screening) and diabetes screening every five years (more often if elevated)

99 Lipid (cholesterol screening) and diabetes screening every five years (more often if elevated) 99 Pap test every three years (more often if high risk)

Ages 50-64

Ages 50-64

99 Blood pressure every two years (annually if diagnosed with hypertension)

99 Blood pressure every two years (annually if diagnosed with hypertension)

99 Body Mass Index (screening for overweight) every two years 99 Lipid (cholesterol screening) and diabetes screening every five years (more often if elevated) 99 Colorectal screening every 10 years

99 Body Mass Index (screening for overweight) every two years 99 Lipid (cholesterol screening) and diabetes screening every five years (more often if elevated) 99 Mammogram every two years 99 Colorectal screening every 10 years

Ages 65+

Ages 65+

99 Blood pressure every two years (annually if diagnosed with hypertension)

99 Blood pressure every two years (annually if diagnosed with hypertension)

99 Body Mass Index (screening for overweight) every two years

99 Body Mass Index (screening for overweight) every two years

99 Lipid (cholesterol screening) and diabetes screening every five years (more often if elevated)

99 Lipid (cholesterol screening) and diabetes screening every five years (more often if elevated)

99 Colorectal screening every 10 years

99 Mammogram every two years 99 Colorectal screening every 10 years 99 Osteoporosis test at age 65

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!

Remember, your GuidanceResources benefits are strictly confidential.

To view the ComPsych HIPAA privacy notice, please go to www. guidanceresources. com/privacy.

GuidanceResources is available to you 24 hours a day, seven days a week.

There are two ways to access your GuidanceResources benefits: 1. Call 855-327-1377 to speak to a counseling professional who will listen to your concerns and can guide you to the appropriate services you require.

2. Visit GuidanceResources online at www.guidanceresources.com and enter your Organization Web ID, which is DPS.

Planning for Your Retirement Reaching your retirement objective requires careful planning to build your retirement financial resources. Once you have built your financial reserves and researched how to prepare for retirement, you will reach a point in which you want to retire and need to know all of the steps. Visit thecommons.dpsk12.org/ benefits > Resource Center > Retirement to learn how to save for retirement, how to prepare for retirement through PERA, how to retire and how to work for DPS after retirement.

Colorado PERA Retirement (Pension) The following is quoted from the Colorado Public Employees’ Retirement Association (PERA) “Your PERA Benefits” booklet. Please review the booklet for complete details surrounding your PERA pension plan. PERA provides retirement and other benefits to employees of the State of Colorado; all school districts; the judicial system; and numerous municipalities, special districts, and other local government entities. For funding purposes, members and employers are divided into five divisions: State, School (other than DPS), Local Government, Judicial, and Denver Public Schools (DPS).

On Jan. 1, 2010, the Denver Public Schools Retirement System (DPSRS) merged with Colorado PERA and as of Jan. 1, 2010, DPSRS ceased to exist. If you had an account at DPSRS, your account is now a PERA account under the DPS benefit structure. Therefore, you may have two member contribution accounts with Colorado PERA: one under the PERA benefit structure and one under the DPS benefit structure. Many of the benefits are not the same for both benefit structures; differences are noted. General benefit information about both structures is included in the “Your PERA Benefits” booklet.

For most members, PERA serves as a substitute for Social Security.

PERA provides benefits to you when you retire or are disabled, or to your survivors upon your death. In addition, PERA members may take advantage of voluntary programs offered by PERA such as life insurance, a 401(k)

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DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

plan, a 457 plan, and long-term care insurance. To review your current PERA balance, and view different personal retirement outcomes, use the retirement calculator on the PERA website. Access the PERA calculator by going to: Go to www.copera.org 1. Click on “Account Access”

4. Click on “Online Services”

2. Enter SSN and PIN

5. Select “Financial Planning”

3. Click “Continue”

6. Click on the calculator that best fits what you are trying to model

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To order your PIN, contact the PERA Customer Service number at 800-759-7372 or complete the PIN Request Form on the PERA website.

Voluntary Tax Sheltered Retirement Options The IRS allows full- and part-time employees of DPS to save for retirement and reduce their current income taxes. Employees may defer a portion of their salary on a pre-tax basis by opening an account with one of DPS’ approved 403(b) vendors, the PERA 401(k) program, and/or the DPS 457(b) plan. DPS will deduct the amount authorized by the employee and send it to the tax-deferred provider.

In 2017, employees can contribute up to the IRS maximum of $18,000.

Employees who are over age 50 or who will turn 50 in the 2017 calendar year can contribute an additional $6,000 to the plan. It is the responsibility of the employee to ensure that if enrolled in both the 403(b) and the 401(k) plans, the total annual contribution to these accounts does not exceed the IRS maximum. Employees are eligible to enroll in a 403(b) or the 401(k) and the 457(b) plan to save twice the amount of the IRS limit.

It is very important that you read all the materials regarding tax sheltered options before choosing to participate. Consult a tax or financial advisor for further information and advice about your personal financial situation.

Contributions into these plans do not reduce the calculation of PERA salary or the Highest Average Salary (HAS).

To enroll in, change or stop deductions for a DPS sponsored 403(b) or 457(b) tax sheltered annuity, go to www.myretirementmanager.com. If you have any questions, you can contact the Retirement Manager support line at 866-294-7950.

DPS 403(b) Plan DPS offers employees a choice of qualified companies that provide tax sheltered annuity (TSA) products. To find information about DPS sponsored 403(b) plans go to thecommons.com/benefits > Resource Center > Retirement.

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RetirementManager

Once you are ready to enroll go to the Retirement Manager website at www.myretirementmanager.com.

DPS 457(b) Plan

One of the main differences between the 403(b)/401(k) and the 457(b) is that the 457(b) does not have an early withdrawal penalty of 10% if an employee takes a distribution before age 59. Distributions are subject to ordinary income tax.

Refer to Empower Enrollment to find out more about the Empower 457(b) program. Use the DPS Empower Educatorâ&#x20AC;&#x2122;s Money group number 35021801 to sign in as a guest.

For assistance or if you have specific questions, please call Todd Dunning, Senior Account Executive, for Empower, at 720-231-1513 or email todd.dunning@empower-retirement.com.

Enrollment is done on line through Retirement Manager at www.myretirementmanager.com.

Please go to thecommons.com/benefits > Resource Center > Retirement for additional information.

Colorado PERA 401(k) Plan Colorado PERA's 401(k) plan offers you the opportunity to plan for a secure financial future. PERA's 401(k) plan offers tax benefits by allowing participants to automatically save a portion of their salary before taxes and invest it in a choice of 15 core investment funds or six asset allocation funds.

Please go to thecommons.com/benefits >Resource Center > Retirement for more information on this plan and an enrollment kit.

Please note that this is NOT tied to the Colorado PERA pension plan, but is an additional way for you to defer a portion of your salary toward your retirement savings.

Email the completed PERA 401(k) Contribution Authorization form to connect_humanresources@dpsk12.org or fax it to Employee Services at 720-423-2505 (not Payroll, ING, or PERA). The PERA 401(k) Beneficiary Designation Form should be sent to the ING address on the form.

Commuter Benefits DPS offers two tax-free programs as part of a Commuter Benefit administered by WageWorks:

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DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

Pre-Tax Parking Pre-Tax Transit

Under the Pre-Tax Parking program, eligible employees can set aside tax-free dollars (up to $255/month) to pay for parking expenses that are incurred in connection with commuting to work. The Pre-Tax Transit account allows employees to pay for mass transit expenses with pre-tax dollars (up to $130/month). The Commuter Benefits program is governed

by Section 132(f) of the Internal Revenue Code. Parking expenses cannot be paid or reimbursed from the transit account and vice versa. Similar to Flexible Spending Accounts, your take-home pay is increased when you use a Commuter Benefit account because amounts deposited in the account are not subject to FICA or federal tax withholdings and qualified reimbursements are not taxed (this provides a savings between 15% and 40% depending on your individual tax bracket).

Pre-Tax Transit Account If you enroll in this type of account, you may be able to receive reimbursement for the following expenses: any pass, token, fare card, voucher, or similar item that entitles the employee to transportation to and from work in a “commuter highway vehicle” (or transportation at a reduced price), provided that such transportation is on mass transit facilities such as a bus, train, ferry, etc., or provided by an entity in the business of transporting persons if such transportation is provided in the type of highway vehicle eligible for use in van-pooling. A highway vehicle is defined as having a seating capacity of 6 or more adults, not including the driver, and for which at least 80% of the mileage can reasonably be expected to be for purposes of transportation of employees between work and residences, and on trips where the number of employees carried is at least one-half of the adult seating capacity of such vehicle (not including the driver).

Pre-Tax Parking Account This benefit may be used to pay for parking provided to an employee at or near the business premises of the employer. It can also pay for parking provided at or near a location from which the employee commutes to work by van-pooling, in a commuter highway vehicle or by carpool. It does not include residential parking.

The amount of the fringe benefits which are provided to an employee and which may be excluded from gross income under subsection (a)(5) shall not exceed $255 per month for parking or $130 per month for transportation.

The maximum amount that can be reimbursed to a participant and/or charged on the debit card cannot exceed $255 per month for parking or $130 per month for transportation. Employees can receive multi-month

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

35

reimbursements provided the reimbursement for each month in the period is calculated separately and doesn’t exceed $255 for parking or $130 per month for transportation.

Reimbursement of Expenses Transit Options Buy My Pass: Home delivery of your monthly transit or vanpool agency

pass.

SmartCards: Contributions

SmartCards where available.

loaded directly onto Transit Agency

WageWorks Commuter Card: Works at most points of purchase that

accept credit and debit cards.

Parking Options Pay My Parking: Direct payment to your parking garage made from your

account.

Pay Me Back: Pay to park and then get reimbursed via check or direct

deposit.

WageWorks Parking Card: Works at most points of purchase that accept

credit and debit cards.

Changes in Election Unlike other pre-tax benefit plan elections, an employee is able to change his or her transportation benefit election without restriction, but the change will apply prospectively (i.e., you can change or add a type of transportation benefit, change the election amount, or cease participation).

!

Requests for transportation reimbursements must be submitted within 180 days of the date the expense was incurred.

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Use-it-or-Lose-It The plan permits employees who remain employed by DPS to carry over unused amounts to subsequent months for an indefinite period, provided the amounts are used solely for qualified transportation fringe benefits as described above. Employees who terminate employment will forfeit any unused amounts; however, any qualified transportation expenses incurred prior to the employee’s date of termination are eligible expenses and can be reimbursed if submitted in a timely manner. COBRA does not apply to this benefit.

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

How to Enroll To enroll in Commuter Benefits, please visit WageWorks www.wageworks. com. For detailed questions regarding reimbursements, or to verify your account balance or check on the status of a reimbursement, please contact WageWorks.

Long-Term Disability Insurance DPS provides long-term disability insurance to eligible employees automatically and at no cost. Disability insurance is designed to help you meet your financial needs if you become unable to work due to an illness or injury.

Benefit: 60% of monthly earnings up to $5,000 per month Elimination period: 90 days

Life and AD&D Insurance Life and accidental death and dismemberment (AD&D) insurance is an important element of your income protection planning, especially for those who depend on you for financial security. For your peace of mind, DPS provides basic life and AD&D insurance to all benefits-eligible employees at no cost. You have the option to purchase supplemental life and AD&D insurance. Please be sure to keep your beneficiary designation(s) up to date.

Basic Life and AD&D Insurance DPS automatically provides basic life and AD&D insurance to all benefitseligible employees at no cost through MetLife. Should you die as a result of an accident, your beneficiary would receive both the life benefit and the AD&D benefit.

Active full-time employee life benefit: Two times annual earnings up to a maximum of $300,000 Active full-time employee AD&D benefit: Two times annual earnings up to a maximum of $300,000 Benefit-eligible part-time (hourly) employee life benefit: $2,500 Benefits reduce at age 65. The amount you are eligible for at retirement can be converted to an individual plan through MetLife. Please refer to the official plan documents for details.

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Supplemental Life and AD&D Insurance DPS offers you the option to purchase supplemental life and AD&D insurance for yourself, your spouse and your dependent children through MetLife. You must purchase voluntary coverage for yourself in order to purchase coverage for your spouse and/or dependents.

If you elect coverage when first eligible, you may purchase up to the guarantee issue amount(s) without completing a statement of health (evidence of insurability). If you do not enroll when first eligible, and choose to enroll during a subsequent annual open enrollment period, you will be required to submit evidence of insurability for any amount of coverage. Coverage will not take effect until approved by MetLife.

Employee: $10,000 increments up to $500,000 (minimum election: $20,000); guarantee issue: $100,000 Spouse: $10,000 increments up to $100,000; guarantee issue: $20,000 Dependent children: 15 days to 6 months: $100; 6 months to age 19: $2,000; or 6 months to age 23 for a full-time student: $5,000.

Will Preparation Service Employees enrolled in MetLife supplemental life insurance can access the Will Preparation Service at no additional cost. Call the Hyatt Legal Plans toll-free number 800-821-6400 and a client service representative will assist you in locating a participating plan attorney in your area. You may then call and make an appointment with your participating attorney.

Many plan attorneys even offer evening and weekend appointments for your convenience.

DPS Supplemental Benefits Program

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For more information, regarding the DPS Supplemental Benefits Program, please contact office manager Teresa DeRose at teresa@dpssbp.org.

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Established in 1897, offers inexpensive payroll protection to full-time employees at DPS and lends non-personal, durable medical equipment to any employee of DPS for as long as you need it, free of charge. For $10 per month, the Voluntary Payroll Protection Plan provides an extra $50 a day if you are sick or injured. Vested members can receive up to $5,000 in a year.

Colorado PERA Optional Life Insurance PERA offers an optional group decreasing term life insurance plan administered by Unum called Plan 1. Coverage with Plan 1 is based on age and

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

allows the member to purchase units of coverage to meet their life insurance needs. In addition, the plan provides accidental death and dismemberment (AD&D) benefits, life insurance coverage for spouses and eligible children, and an accelerated benefit option. Unum provides free survivor financial counseling to members, inactive members and their survivors. The cost for employees is $7.75 per unit.

Long-Term Care Insurance

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For additional information, please visit the PERA website at www.copera.org.

Without proper planning, long-term care may be the greatest threat to your personal assets. DPS is pleased to offer a solution: long-term care (LTC) insurance through Unum (Policy #534675). Employees, family members and retirees can apply. LTC insurance can help secure your future and the futures of those you love, and it may be one of the most economical ways to manage life’s risks.

Please review the Unum Booklet for more information. To complete an application, please visit the Unum website at http://w3.unum.com/enroll/ denverpublicschools. Employee premium payments are made through payroll deductions on a post-tax basis.

Auto and Home Insurance DPS offers employees the opportunity to purchase auto and home insurance at a group rate. Call the MetLife Benefits Line at 800-438-6388, Monday -Saturday, for quotes, to apply for coverage and for general customer service. To find out more about the program and get instant auto insurance quotes online, log in to www.metlife.com/mybenefits.

For auto quotes, please have the following information available: Social Security Number, Vehicle Identification Number (VIN) and the driver’s license number of each member of your household.

Pet Insurance Employees receive a group discount off of pet insurance plans through MetLife. A policy covers thousands of medical problems and conditions related to accidents or illnesses (even cancer) for dogs, cats, birds, ferrets, rabbits, reptiles and other exotic pets. You have the freedom to visit any licensed veterinarian anywhere, even when you’re away from home. For more information or to enroll, call 800-438-6388.

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Employee Discount Program This program is designed exclusively for our employees. You can take advantage of special pricing on popular, innovative products and services.

For more information, go to www2.beneplace.com/dpsk12.

Westerra Credit Union Westerra is a local, members-owned financial institution that has earned a reputation as a trusted resource and a valued partner. Members know they can count on their credit union as a safe place to save and borrow. Westerra offers competitive rates, a full range of quality products, solid expertise, and top-notch service. For more information about this offer and Westerra, please visit www.westerracu.com or call 303-321-4209.

Denver Educational Senior Citizens, Inc. (DESCI) The DESCI housing rental subsidy provides financial assistance to low income persons 55 years of age and older who are DPS retirees, current and former employees, and members of their immediate families. To be considered for a subsidy, please contact DESCI, c/o The Denver Foundation, 55 Madison St., 8th Floor, Denver, CO 80206; or call The Denver Foundation at 303-300-1790 ext. 126.

Medical ID Cards Medical ID cards will be mailed to the home address we have on file for you. Please verify that your address is correct in Employee Space. Many important communications, in addition to your medical ID cards, are mailed to your home throughout the year.

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Please visit the contact section of this guide to find phone numbers and websites for DHMP, Kaiser, Delta Dental and more.

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If you have elected Kaiser and have not received your medical ID card, contact Kaiser directly or visit their website to confirm coverage. If they confirm coverage for you, you can request that a new medical ID card be mailed to you. You can make appointments and receive services from Kaiser even if you do not have a medical ID card in hand.

If you have elected DHMP and have not received your medical ID cards, contact DHMP directly or visit their website to confirm coverage. You can also print out a temporary card from their website to use until your new card arrives.

Both Delta Dental and VSP do not distribute ID cards. To receive services from a Delta Dental or VSP participating provider, the provider will only need your Social Security number to verify your enrollment in these plans. The dental or vision provider will confirm coverage before providing services.

DPS HUMAN RESOURCES | THECOMMONS.DPSK12.ORG/BENEFITS | 720-423-3900

Notes

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Notes

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Important Contact Information PLAN

Phone Number

Web Site/Email

720-423-3900

thecommons.dpsk12.org/openenrollment

Medical Plans—Kaiser

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

www.kp.org

Medical Plans—DHMP

303-602-4DPS (4377)

www.dhmp.online/denver-public-schools

Connect for Health Colorado

855-752-6749

connectforhealthco.com

Colorado Medicaid

800-221-3943

www.medicaid.gov/Medicaid-CHIP-Program-Information/By-State/colorado.html

DPS Medicaid Department

720-423-3661

medicaid@dpsk12.org

Health Savings Account—WageWorks

877-924-3967

www.wageworks.com

Health Savings Account—HSA BANK

877-247-1327

www.hsabank.com

Dental Plans—Delta Dental of Colorado

303-741-9305

www.deltadentalco.com

Vision Plan—VSP

800-877-7195

www.vsp.com

Flexible Spending Accounts—WageWorks

877-924-3967

www.wageworks.com

Life and AD&D Insurance—MetLife

800-638-6420

www.metlife.com/mybenefits

303-832-9550 or 800-759-7372

www.copera.org

Retirement Manager

866-294-7950

www.myretirementmanager.com/?dps

Long-Term Care Insurance—UNUM

800-227-4165

—

855-327-1377

www.guidanceresources.com (Organization Web ID: DPS)

720-423-3900

thecommons.dpsk12.org/wellness

303-377-0222

dpssbp.org

Accident, critical incident and Hospital Voluntary Plans

1-800-438-6388

—

Legal-Metlife/Hyatt

1-800-821-6400

—

Auto, Home, and Pet Insurance—MetLife

800-438-6388

—

Westerra Credit Union

303-321-4209

www.westerracu.com

720-423-3900 Option 2

—

720-423-3888

—

Employee Services

Colorado PERA

Employee Assistance Program (EAP)— GuidanceResources

Employee Wellness DPS Supplemental Benefits Program CONTACT TERESA DEROSE

METLIFE

Payroll DoTs (DPS Department of Technology Services)

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