2015 Benefits for Part-Time Employees

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1 2015 Benefits for Part-Time Employees SOUTH SUBURBAN MISSION: To foster healthy living through stewardship of the environment, parks, trails, and open space and by providing recreational services and programs. 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. Thank you for your contributions and for your part in our commitment to fostering healthy living. We wish you good health!

2 BENEFIT PLAN CONTACT INFORMATION FOR INFORMATION ON... Medical Plans (Cigna) Group #: Retirement Plans (Principal Financial Group) 401(a) Group #: / 457 Group #: CONTACT... Member services: Pharmacy, home delivery/mail order: Website: Website: For any other question, contact a member of the Human Resource team. Rosetta Gallardo: , RosettaG@ssprd.org Deanna Heyn: , DeannaH@ssprd.org For additional information, visit SubHub at 2

3 Recreation & Facility Discounts The following owin recreation eati and facility ity benefits and discounts are made available aila to part-time time employees. es. 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 (occassional part-time employees must pay full cost) Benefits are valid on Saturday and Sunday after 12 p.m. Littleton: Nine holes for $1.50; 18 holes for $3.00 (includes range balls) South Suburban: Nine holes for $2.50; 18 holes for $5.00 (includes range balls) Lone Tree: Nine holes for $4.00; 18 holes for $8.00 (includes range balls) Golf cart is an additional $2.50 per 9 holes Miniature Golf Colorado Journey (miniature golf): 18 holes for $1.00 Littleton Indoor Tennis Ice Arena $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 Family Sports Center 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 Babysitting 10% discount on a punch card (for dependents of employees) Pro Shop Merchandise You pay wholesale cost plus 10% Lone Tree Hotel Massage Fitness Assessment (blood pressure & body fat analysis) $49 per night for employee & immediate family; 30% off best available rate per night for extended family (two rooms per stay; maximum seven nights; space available basis) $45 for one hour; $35 for a half-hour Half-price for employees 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 Wellness Incentives & Resources 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 s B-FIT wellness program rewards you for taking care of yourself. By earning B-FIT points and completing healthy activities you can earn B-FIT bucks to use throughout the District on a variety of things, including massages, fitness classes, appointments with a fitness trainer and golf. WHAT DO I NEED TO DO? Earn Activity Points Earn B-FIT points by participating in physical activities and recreation activities. Examples include: Activities at a District facility, such as a pottery or fitness class (swipe your card to get credit) Fitness/recreation activities at non-district locations (keep receipts for proof & documentation) Self-directed walking or at-home workouts Employees who have a physically strenuous job at the District can earn one point per week for activities such as lifting, bending, kneeling, digging, vacuuming, etc. WHAT INCENTIVES CAN I EARN?* Earn 60 Activity Points & submit B-FIT log to HR* = $25 B-FIT Bucks Mid-Year Incentive: Earn 45 B-FIT Points by July 1, 2015 = An additional $25 B-FIT Bucks Use your B-FIT bucks throughout the District of a variety of things, including massage, fitness classes, fitness trainer, golf and more! *To be eligible for incentives your B-FIT points must be earned between Oct. 1, 2015 and Oct. 1, You must submit your B-FIT log by Oct. 15,

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. 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. 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, takes 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 part-time employees as the largest segment of our workforce. As is currently the case, a majority of our part-time employees will continue to work an average of 28 hours or less per week. Only certain part-time employees will be eligible and allowed to work an average of 30 hours or more per week. Other provisions you should be aware of: 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. Other types of coverage that meet the requirement include plans provided by another employer, Medicare, Medicaid, or individual health insurance. The Exchange Marketplace: You may have heard about Health Insurance Marketplaces, or Exchanges as they are also called. These Marketplaces, which opened late 2013 and early 2014, allow individuals to shop for and purchase individual health coverage online. Learn about the Colorado Marketplace at What this means for you: The District s health insurance plans meet all of the legal requirements through PPACA. Because the District offers affordable and comprehensive coverage options, most employees will not qualify for a subsidy through the Marketplace and the District plans will likely be your best options for health insurance. If you are not eligible for the District s benefits plans, you may qualify for a subsidy and purchase coverage through the Exchange. Questions? Visit If you or your family want information about your health options through the Colorado Marketplace, marketplacehelp@bigroupinc.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 on the following page. 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 Primary Care Physician (PCP): $20 copay; Specialist: $40 copay 40% after deductible Primary Care Physician (PCP): $20 copay; Specialist: $40 copay 50% after deductible Office Surgery PCP: $20 copay; 40% after deductible 30% after deductible 50% after deductible Specialist: $40 copay 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 HIGH PLAN (Open Access Plus Plan) LOW PLAN (Open Access Plus Plan) PER PAYCHECK: You Pay: District Pays: You Pay: District Pays: Employee-Only $44.00 $ $22.50 $ Employee + Spouse/Domestic Partner $ $ $ $ Employee + Child(ren) $ $ $ $ Employee + Family $ $ $ $

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