2016 Benefits Guide. For Part-Time Employees

Transcription

1 2016 Benefits Guide For Part-Time Employees

2 BE WELL. Since our mission is to foster healthy living, it makes sense to start within our own organization. Your overall wellbeing is important to South Suburban Parks and Recreation. That s why we provide wellness and recreation to you to support your total wellbeing now and in the future. Your wellness and recreation benefits are one of the opportunities you have to take an active role in your health. We hope you will take advantage of these benefits! This guide provides information on the benefits available to you as a part-time employee, so you can take charge of your physical, mental and financial health. Take time to review this booklet, and contact Human Resources if you have questions. IN THIS GUIDE... Recreation & Facility Discounts page 3 B-Fit Wellness Program page 4 Other Employee Benefits page 5 Paycheck Options Credit Union Retirement Savings Plan Health Care Reform Update page 6 Medical Benefits page 7 Benefit Plan Contact Information page 8

3 Recreation & Facility Discounts The following recreation and facility benefits and discounts are made available to part-time employees. BENEFIT Employee Meal Discount DETAILS 50% off entree at South Suburban restaurants (does not include beverages, appetizers, snacks, pre-packaged foods, or events) Recreation Centers & Swimming Pools Free daily admission Batting Cages One token for $0.25 Golf (occasional part-time employees must pay full cost) Littleton: Nine holes for $1.50; 18 holes for $3.00 (includes cart & range balls) South Suburban: Nine holes for $2.50; 18 holes for $5.00 (includes cart & range balls) Lone Tree: Nine holes for $4.00; 18 holes for $8.00 (includes cart & range balls) Miniature Golf Colorado Journey (miniature golf): 18 holes for $1.00 Littleton Indoor Tennis Ice Arena Family Sports Center Babysitting (for dependents of employees) $1.00 per hour of play Courts may only be reserved for same-day play if space is available. No block time usage. Courts may not be used for instructional purposes. Free skating & rentals during public skate sessions Golf Course: Nine holes for $1.50; includes range balls; golf cart $2.50 per 9 holes (occasional part-time employees must pay full cost at golf course) Miniature Golf: 18 holes for $1.00 Entertainment Center: Free rides & attractions Public Ice Skating: Free 10% discount on a punch card Pro Shop Merchandise You pay wholesale cost plus 10% Lone Tree Hotel Massage Fitness Assessment (blood pressure & body fat analysis) Personal Training Packages $49 per night for employee & immediate family; 30% off best available rate per night for extended family (two rooms per stay; maximum seven nights per year; space available basis) $45 for one hour; $35 for a half-hour Half-price for employees 10% discount Family members are not eligible for these part-time benefits. Part-time employees pay the full cost for anything else not specifically listed as a benefit above. These opportunities permitted by South Suburban Parks and Recreation are intended as an enhancement for employee wellness. In no way should they be considered permanent in nature or in any way relevant to one s compensation as an employee of the District. Facilities and programs may only be utilized during regularly scheduled hours of operation and should not impinge upon public access to facilities or programs. Any abuse of this benefit will result in the facility and program use privileges being revoked. Your privileges can be revoked by your supervisor, department manager, human resources or any facility manager. 3

4 B-FIT Wellness Program By teaming up together, we can become a healthy organization. Promoting good health is vital to the success of our organization, because physically and mentally well employees enjoy a higher quality of life and are more likely to be productive and satisfied with their jobs. South Suburban has a robust wellness program that rewards you for taking care of yourself. Employees may earn financial rewards for participating in healthy activities throughout the year. Just as the mission in our community is to foster healthy living, you are strongly encouraged to embrace a healthy lifestyle by participating in financial, social, intellectual, emotional, spiritual, physical and environmental activities offered at South Suburban or through your own exploration and experiences. Contact Human Resources for more information on the B-Fit Wellness Program. Fitting the wellness puzzle pieces together will lead to a healthier, happier you! 4

5 Other Employee Benefits South Suburban Parks and Recreation offers the following additional benefits to part-time employees. Please contact HR for eligibility requirements or for assistance with any of these benefits. PAYCHECK OPTIONS Beginning Oct. 1, 2014, all new-hires and rehires will have two options available to receive their bi-weekly pay. Direct Deposit: The first, and preferred method, is Direct Deposit. The only requirement is an open bank account. For employees who don t have a bank account, they have the option to open a free account with Wells Fargo or Columbine Credit Union as part of our employee benefits. Forms are available from payroll. Paycard: The second option is a paycard. The paycard works like a debit card and is a good option for employees who do not have a bank account. Forms are available from payroll. There is no fee to the employee if they use the Bank and ATM options provided. The paycard also comes with several checks, which the employee can use to issue themselves a paycheck. This option is available once per pay period and for the entire amount of pay. CREDIT UNION The District is affiliated with the Columbine Federal Credit Union. Deposits may be made to your credit union account through payroll deductions each pay period (two paychecks per month). For more information contact the Credit Union by at or by phone at , and let your payroll department know. RETIREMENT SAVINGS PLANS 457 Deferred Compensation Plan: South Suburban helps you save for retirement with its 457 retirement plan. You may choose to contribute to a pretax account or a post-tax Roth account. Principal offers a variety of fund choices, and you may enroll, cancel or change your election deferral at anytime. Refer to your Principal materials available in HR for more information. 5

6 Health Care Reform & Your Benefits HEALTH CARE REFORM UPDATE The health care reform law, officially known as the Patient Protection and Affordable Care Act (PPACA), was signed by President Obama in March The law is intended to expand access to affordable quality health care for Americans and has been implemented over several years. Employer Mandate & Measurement Periods A major provision, referred to as the Employer Mandate, took effect in This part of the law requires employers of our size to offer affordable minimum essential coverage to employees working, on average, 30 hours or more per week as measured by the employer. To determine average hours worked we have instituted systems to measure and report hours from our payroll system. There are two measurement periods : 1. EXISTING employees who work an average of 30 hours per week over a 52-week period (October to October) will be offered medical coverage during our normal Open Enrollment period, for an effective date of Jan. 1.* 2. NEW employees who work an average of 30 hours per week over a 48-week period (starting at hire date) will be offered medical coverage during a special Open Enrollment period following the 48-week period. Coverage will be effective on the first day of the month following the special Open Enrollment period. * * Please note that dental and our other voluntary benefits are not offered to part-time employees. The District will continue to operate largely as we have in the past, employing variable hour part-time employees as the largest segment of our workforce. As is currently the case, a majority of our variable hour part-time employees will continue to work an average of 28 hours or less per week. Only Board approved part-time eligible positions are authorized to work an average of 29 to 35 hours per week. ON THE HORIZON TAX FORM 1095 When you file your 2015 taxes in early 2016, you will notice a new form in your mailbox. The IRS has created Form 1095 to accommodate the tax penalties and credits under the health care reform law. Keep on the lookout for this form at the beginning of the year, because it has important information that you will need when you file your taxes. Also, note that if you had two or more employers or medical plans during the year, you will receive more than one form. OTHER PROVISIONS YOU SHOULD KNOW: Individual Mandate: The individual mandate requirement, which took effect Jan. 1, 2014, requires Americans to have minimum essential coverage or pay a tax penalty. The penalty will increase over time up to $695 per individual, $2,085 per family, or 2.5 percent of income in Coverage under South Suburban s medical plan will satisfy the individual mandate requirement. The Exchange Marketplace: The health insurance Marketplaces, or Exchanges as they are also called, opened late 2013 and early The Marketplaces allow individuals to shop for and purchase individual health coverage online. Some individuals qualify for a financial assistance to help them purchase insurance through the exchange; however, employees who are eligible for the District s plans will not qualify for a subsidy. Learn about the Colorado Marketplace at Questions? Visit If you or your family want information about your health options through the Colorado Marketplace, pgomez@mesirowfinancial.com. You can also contact Rosetta Gallardo in Human Resources by calling , or by ing RosettaG@ssprd.org. DOES THE DISTRICT S HEALTH INSURANCE MAKE THE GRADE? Employer health plans must meet the following requirements. Minimum Essential Coverage To satisfy the individual mandate requirement, health plans must include minimum essential coverage as defined by PPACA. The District s medical plans meet this requirement. Minimum Actuarial Value PPACA requires a certain percentage of total health costs to be paid by the plan. The District s medical plans meet the required minimum actuarial value. Affordable The employee-only cost for the base medical plan cannot exceed 9.5% of an employee s salary. The District s plans meet this requirement. 6

7 Medical Benefits Medical benefits are only available to eligible part-time employees who meet certain requirements. To find out if you are eligible, contact Human Resources. Eligible employees may choose from two medical plans through Cigna. Both plans are Preferred Provider Organization (PPO) plans, which allow you to visit any provider (doctor or hospital). Keep in mind that you receive the greatest benefits when you visit providers within the Cigna network. Your PPO plans are highlighted in the table below. Please refer to your Cigna materials for more detailed information. The table below shows what you are responsible for paying under the Cigna plans. Deductible (ded.) (per calendar year) Out-of-Pocket Maximum (includes deductible, copays & prescription drug costs) HIGH PLAN (Open Access Plus) LOW PLAN (Open Access Plus) In-Network Out-of-Network In-Network Out-of-Network Individual: $400 Family: $800 Individual: $3,000 Family: $6,000 Individual: $800 Family: $1,600 Individual: $6,000 Family: $12,000 Individual: $1,000 Family: $2,000 Individual: $4,000 Family: $8,000 Individual: $2,000 Family: $4,000 Individual: $6,000 Family: $12,000 Preventive Care No charge 40% after deductible No charge 50% after deductible Office Visits Office Surgery Primary Care Physician (PCP): $20 copay; Specialist: $40 copay PCP: $20 copay; Specialist: $40 copay 40% after deductible Primary Care Physician (PCP): $20 copay; Specialist: $40 copay 50% after deductible 40% after deductible 30% after deductible 50% after deductible Urgent Care $40 copay 40% after deductible $40 copay 50% after deductible Emergency Room Lab & X-Ray (at a doctor s office) MRI, PET, CT-Scan, & Other High-Tech Medicine Inpatient Hospital Outpatient Hospital Prescription Drugs 20% after deductible Lab/X-Ray: 20% after ded. 20% after deductible 30% after deductible 30% after deductible No charge 40% after deductible 30% after deductible 50% after deductible 20% after deductible 40% after deductible 30% after deductible 50% after deductible 20% after deductible Lab/X-Ray: 20% after ded. 20% after deductible Lab/X-Ray: 20% after ded. 20% after Rx deductible of: Individual: $50; Family: $100 40% after deductible 30% after deductible 50% after deductible 40% after deductible 30% after deductible 50% after deductible 50% after Rx deductible of: Individual: $50; Family: $100 20% after Rx deductible of: Individual: $50; Family: $100 50% after Rx deductible of: Individual: $50; Family: $100 * Out-of-network benefits are based on the Usual and Customary (U&C) rates established within the doctor s or hospital s geographic region. PREMIUM COST PER PAYCHECK: HIGH PLAN (Open Access Plus Plan) LOW PLAN (Open Access Plus Plan) You Pay: District Pays: You Pay: District Pays: Employee-Only $50.50 $ $25.50 $ Employee + Spouse/Domestic Partner $ $ $ $ Employee + Child(ren) $ $ $ $ Employee + Family $ $ $ $

8 BENEFIT PLAN CONTACT INFORMATION FOR INFORMATION ON... COMPANY... CONTACT... WEBSITE... Medical Plans Cigna (Group #: ) Member Services: Pharmacy: Retirement Plans Principal Financial Group (401(a) Group #: / 457 Group #: ) ADDITIONAL INFORMATION ONLINE Visit SubHub at QUESTIONS? Rosetta Gallardo: , RosettaG@ssprd.org Deanna Heyn: , DeannaH@ssprd.org