What benefits am I currently enrolled in?
To view the benefits you have elected during the 2019 annual benefits open enrollment period, employees are encouraged to select/opt in to an email confirmation at the end of the enrollment process. Confirmation statements are participants’ proof of elections during the open enrollment period. Please save a copy of your confirmation. To email the confirmation to multiple email addresses, close the pop-up window after the first email address is entered and then select send email again to enter a second email address.
To view your benefits selections for the 2018-19 plan year, click here to log in and view your Confirmation Statement (bottom of the page, under Benefits).
What benefits am I eligible for?
What benefits can I enroll in or change during Open Enrollment only? What benefits can I enroll in or change at any time?
Enroll/change during Open Enrollment only (The only exception is if you experience a qualifying life event): Medical, Dental and Vision Insurance; Flexible Spending Account (FSA); Dependent Care Flexible Spending Account; Optional Life Insurance; Critical Illness, Legal, Accident and Hospital Indemnity Supplemental Insurance; and the DPS Sick Leave Bank.
Enroll/change at any time: Health Savings Account (HSA), 401K, 403(b), 457(b) Retirement Savings Plans; Long-Term Care; Home, Auto and Pet Insurance; Commuter Benefits; and the Voluntary Payroll Protection and Assistance Fund.
What is my employee association?
To determine your employee association, visit: http://thecommons.dpsk12.org/Page/2164.
If your job is not listed and you are unsure which employee association you are in, please contact HR Connect at 720-423-3900 or Connect_HumanResources@dpsk12.org.
What if I do not pay union dues? Am I still a part of that employee association?
Yes. Regardless of whether or not you pay union dues, you are still a part of your designated employee association.
How do I find out if my doctor is in network?
How much does DPS contribute toward my benefits?
- Benefit Credits: Benefit credits are what DPS contributes to offset your cost for premiums for medical, dental and vision plans. Most employees are eligible to receive them. The amount varies by employee association and how many hours you work a week.\
- Medical Subsidy: Employees who don’t receive benefit credits may qualify for a medical subsidy, which is a discount off the cost of your premiums for medical plans.
- Child Subsidy: All benefit-eligible employees qualify to receive a child subsidy to offset the cost of premiums for medical plans that cover children.
- HSA or HMO Subsidy: Employees who enroll in one of the CDHP medical plans and open a Health Savings Account (HSA) are eligible to receive this subsidy. You are not required to make HSA contributions to receive this subsidy, however it is recommended that you do so. Employees enrolled in a DHMO plan automatically receive the HMO subsidy as a premium discount.
How do I receive my benefit credits and/or subsidies?
Benefit Credits: Listed as “earnings” on your pay stub, Benefit Credits are automatically applied to discount the cost of your medical premium.
Medical Subsidy: This will not appear on your paystub, but will be automatically applied to discount the cost your medical premium.
Child Subsidy: This will not appear on your paystub, but will be automatically applied to discount the cost of your medical premium.
HSA or HMO Subsidy: HSA subsidies will be automatically added to your HSA account twice a month. HMO subsidies will be automatically applied to discount the cost of your medical premiums and will not appear on your paystub.
Do I need to provide documentation (i.e., marriage/birth certificates) during annual benefits open enrollment?
No. Documentation is not required during open enrollment. If you have a qualifying life event (such as a birth, marriage, or divorce) and are eligible to change benefits during the plan year, documentation may be required.
When can I change/update/drop supplemental benefits? When do they start?
Supplemental Benefits include: Critical Illness, Accident, Hospital, and Legal Supplemental Insurance; Auto, Home and Pet Insurance; Life Insurance & Disability Insurance; Long-Term Care Insurance and the Denver Teachers Club Voluntary Payroll Protection Plan & Assistance Fund.
You can enroll or change supplemental benefits during the new hire and open enrollment periods. You can drop coverage at any time by emailing Connect_HumanResources@dpsk12.org and completing required forms.
How do I get important reminders and more information from DPS about benefits throughout the year?
When you go through Open Enrollment, you will be asked if you want to recieve texts. We recommend you provide us with your personal number to receive important texts from DPS benefits. Your phone number will not be used for anything other than benefits information.
Also, stay tuned to our weekly all-team newsletter, Team DPS Weekly and your DPS email account.
What is the difference between an FSA and HSA? What are the different types of FSA? Can I enroll in more than one?
A Health Savings Account (HSA) is a personal savings account to help pay for qualified expenses not covered by medical, dental or vision insurance plans with pre-tax dollars. All benefits-eligible employees who are enrolled in a Consumer-Driven Health Plan (CDHP) are qualified to enroll in an HSA. Each year, the money in your HSA rolls over. There is no “use it or lose it provision.” In fact, even if you leave DPS, your HSA and the money in it is yours to keep.
A Flexible Spending Account (FSA) is a pre-tax benefit account used to pay for eligible medical, dental and vision care expenses that aren’t covered by your insurance plan. All benefits-eligible employees are qualified to enroll in an FSA. You will lose any unused balance, over $500, at the end of the plan year. In most cases, if you leave DPS you will lose your FSA unused balance. DPS offers three FSA options.
- Dependent Care FSA: Through a Dependent Care FSA, an employee can pay for eligible health care and dependent care expenses (such as child care) with pre-tax dollars. You are able to access your funds as they are deposited into your account each pay period. This type of FSA is allowed regardless of whether you are enrolled in an HSA.
- HSA-Compatible FSA: An HSA-Compatible FSA is allowed only if you are also enrolled in an HSA and can only be used to reimburse dental and vision expenses. Funding an HSA-Compatible FSA may be a good idea if you anticipate significant out-of-pocket dental and vision expenses in the coming year. You are able to access your full annual election amount starting on the first day of your plan year. To enroll, email firstname.lastname@example.org.
- Healthcare FSA: The Healthcare FSA allows you to set aside money from your paycheck, before income taxes are withheld, to pay for eligible out-of-pocket expenses, such as deductibles, copays and other health-related expenses, that are not paid by medical, dental or vision plans. You are able to access your full annual election amount starting on the first day of your plan year. This type of FSA is not allowed if you are enrolled in an HSA.
What is the difference between an EPO and a PPO dental plan?
EPO: The EPO plan provides benefits only when you see a PPO (in-network) provider. Treatment and services from a non-PPO provider are not covered.
PPO: The PPO plus Premier plan allows you to choose from more than 3,200 participating providers across the state. Participating providers file claims directly with Delta Dental and accept Delta Dental’s reimbursement in full. You are responsible only for your deductible and coinsurance (based on your plan), as well as any charges for non-covered services. You may see any dentist; however, your out-of-pocket expenses will be less if you see a Delta Dental network dentist.
What is the difference between pre-tax and post-tax? When would I want to select each?
Pre-tax: The cost of your benefits is deducted from your paycheck before taxes are calculated, and you are therefore only taxed on your remaining paycheck balance. You pay less in taxes with this option.
Post-tax: The cost of your benefits is deducted from your paycheck after taxes are calculated. You pay more taxes with this option.
Employees who are within three years of retirement may want to select post-tax deductions to maximize pensionable income under Colorado PERA. If this is the case, click on the “Select a different plan type” then select the “after-tax” radio button at the bottom of the designation screen. Although Health Saving Account (HSA) contributions are deducted on a pre-tax basis, it does not count against the highest average salary calculated by Colorado PERA.
When will I get my insurance card(s)?
Kaiser: You will receive your insurance card in the mail within 10 days of your coverage start date. You can also print a copy of your card by logging into your Kaiser account online.
Aetna: You will receive your insurance card in the mail by July 1. (Note: Not all employees will get new ID cards. Only new hires, those with dependent changes, those with name changes, and those with network changes will be mailed an ID card). You can also download a digital version of your card from your Aetna.com account.
Delta Dental: Register or Log in to your account at www.deltadentalco.com (Please use your SSN, not your employee ID, when registering). Download and print your e-card. A card will not be mailed to you.
VSP Vision: Create an account or log in on www.vsp.com. Download and print your e-card. A card will not be mailed to you.
Do I need to enroll in the Sick Leave Bank?
What if I do not need all of the Well Aware screenings that are listed as required?
As DPS does not have access to confidential medical records, we recommend the following:
Kaiser Members: if a current health condition prevents you from completing any or all screenings, or if a screening is no longer required for your age and gender, please email RewardsCustomerService@kp.org or call 1-866-300-9867 to request a waiver for that screening. Once you submit a completed waiver to RewardsCustomerService@kp.org, it may take up to 30 days for your completion status for that screening to be updated on the Well Aware website.
Aetna Members: work directly with your doctor to determine which screenings are a part of your personal care plan.
What happens if I need medical care outside of the Denver Metro area?
All individuals enrolled in an AETNA or Kaiser Permanente medical plan are covered for urgent and emergency care anywhere in the world. Covered means that expenses will apply towards your deductibles and out of pocket maximums, and insurance will cover the claim as if it were within the network. Urgent and emergency care are defined by each provider.
Routine services aren’t covered outside of the Denver Metro area, so make sure to get them before your trip if you’re traveling elsewhere. Routine services include prevention, exams, checkups, and services for ongoing medical conditions.
For those subscribers and dependents who are located in a state where Kaiser Permanente has a service area, the Visiting Member Services Brochure explains how to obtain a Visiting Member Medical Record Number and access care within the visiting Kaiser region. Care while visiting a Kaiser region is more comprehensive than care outside of a Kaiser region. Visiting members are able to get most of the same services in the region that they are visiting as they would in their home region. Please note that there are no age or time restrictions for Visiting Members.
If possible, talk through symptoms with your provider prior to visiting a medical facility.
Kaiser Permanente: 303-338-4545
I have a child who is away at college and needs medical coverage. What do I do?
Children under 26 years of age may be covered under their parents’ medical, dental and vision insurance plans. Both Kaiser and Aetna offer plans/benefits for dependents who live outside of the Denver-metro area. Check to see if your provider has doctors and medical offices in the area where your child will be living. Contact HR Connect at 720-423-3900 for additional information and to provide them with your child’s address if he or she resides outside of the Denver-Metro area.
AETNA offers a unique Out-of-Area (OOA) Dependents Plan for dependents who permanently live outside of the Front Range. Contact HR Connect for more information and to enroll your dependent in the OOA dependent plan. You will need to provide HR Connect with the dependent’s address and contact information.
For those dependents who are outside of a Kaiser Permanente service area and under the age of 26, the out of area benefit covers them for limited office visits, diagnostic x-rays, RX refills and therapy visits.