2021 GUIDE TO YOUR BENEFITS - Douglas County
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2020
2021
GUIDE TO YOUR BENEFITS
O U R COMMITMENT
TO YOU
Douglas County is committed to providing our employees with a benefits program that is both comprehensive and competitive. Our
benefits program offers health care, dental and vision coverage, as well as financial security to our employees and their families. This
guide provides a general overview of your benefit choices and enrollment information to help you select the coverage that is right for
you. Douglas County’s internal website for employees, DCNet (https://douglascounty.sharepoint.com/hr/Pages/default.aspx),
has a wealth of information regarding our benefits package, including direct links to the websites of many of the benefit providers.
The back page of this guide also has contact information.
WHEN CAN I ENROLL?
New Employee
If you are a new employee of Douglas County, you have thirty days to enroll from your hire date. Employees are eligible for
benefits on the first day of the month following one month of employment. For example, employees hired on 7/10 will have
benefit coverage on 9/1. Employees hired on 7/1 will have benefit coverage on 8/1.
Open Enrollment
As a benefits-eligible employee, you have the opportunity to enroll in or make changes to your benefit plans during our annual
open enrollment period. Open enrollment is in the Fall of each year with benefit elections effective January 1.
ENROLLMENT INFORMATION CHANGE IN STATUS
During your Enrollment, you can: Generally, you cannot change the elections you have made
after the Open Enrollment period or once enrolled as a new
• Elect your medical, dental, and/or vision coverage.
employee. However, there are certain limited situations where
• Open and contribute to the Health Care and/or Dependent you may do so. These can be discussed with Human Resources
Care Flexible Spending Accounts (FSAs). (303-660-7427, option 2) at the time of a life event.
• Choose your voluntary benefit options. Currently, Federal law considers the following events to be
“change in status”:
• Marriage, divorce, death of a spouse, legal separation or
DEPENDENT ELIGIBILITY annulment.
You can enroll your dependents in plans that offer dependent • Birth, adoption, placement for adoption, or death of a
coverage. dependent.
The following are considered eligible dependents for benefits: • Change in your or a dependent’s employment status that
affects eligibility for benefits.
• Legal spouse or common law spouse.
• When a dependent ceases to satisfy the requirements for
• Natural children, adopted children, children placed for coverage due to change in age.
adoption, stepchildren, children subject to legal guardianship
of an employee or an employee’s foster children. You may add or drop eligible dependents to your health plans
within 30 days of a “change in status.” Lastly, you may increase
• An adult dependent child up to 26 years of age. or decrease your medical and/or dependent care spending
account contributions. Any other change to your health
insurance must be made during the Open Enrollment period in
the Fall of each year with an effective date of January 1st.
2
ME DIC AL COV ERAGE:
ADMI NIS TERED B Y AETNA
MEDICAL BENEFITS
Douglas County offers you a choice of three different medical plans. There are important differences between the plans described on
the comparison charts on the following page. Additional information can also be found on DCNet.
• Aetna Whole Health CO Front Range Select Plan – This plan provides in-network benefits only. You must use a provider
participating in the Aetna Whole Health (AWH) - Colorado Front Range Aetna Select network for benefits to be covered. Make sure
all of your doctors, including specialists, are participating in the Aetna Whole Health - Colorado Front Range Aetna Select network
by visiting www.aetna.com/docfind.
• Aetna Open Access Select (HMO) – This plan provides in-network benefits only. You
will receive a broader network of doctors than you would with other network plans. Only
services received from providers participating in the Open Access Select network are
covered. Make sure all of your doctors, including specialists, are participating in the
Aetna Select (Open Access) network by visiting www.aetna.com/docfind.
• Aetna Whole Health CO Front Range Choice POS II – High Deductible Health Plan/
(HDHP/HSA) – The HDHP plan offers in and out of network benefits. Your deductible
amount must be satisfied before the plan pays for any medical and pharmacy expenses.
All covered expenses accumulate separately toward the preferred or non-preferred
deductible. By enrolling in this plan, you qualify to open a Health Savings Account (HSA).
The County will make a $75 a month contribution (not to exceed $900) for employee
only coverage in the High Deductible plan and a $150 a month (not to exceed $1800)
contribuion for family coverage. To find doctors and specialists in the preferred network
(in-network) visit www.aetna.com/docfind and select the (CO) Aetna Whole Health -
Colorado Front Range Choice POSII network.
An important consideration when selecting a plan is whether or not the providers you
currently use are in the specific network that coordinates with a given plan. If your provider
relationship is important to you, you will want to make sure all of your doctors are in the
designated network.
ADDITIONA L MEDICAL SERVICES
TELADOC VIRTUAL MEDICINE
• T hrough the convenience of phone or video consults, Teladoc gives you 24/7/365 access to a
doctor.
• It’s an affordable option for quality medical care, talk to a doctor anytime for $47 or less.
• P
erfect to use for short-term prescription refills, when you need care now, if you’re considering
the ER or urgent care for a non-emergency issue or when away from home. Includes dermatology
and behavioral health virtual consultations! Additional costs may apply.
HEALTH ADVOCATE
• H
ealth Advocate is a service that can help you and your eligible family members resolve
healthcare and insurance-related issues.
DISPATCH HEALTH
• Dispatch Health provides on-demand urgent care in the convenience & comfort of your home.
• D
ispatch Health treats things like coughs, fevers, colds, the flu, skin rashes, respiratory issues,
and digestive issues.
3
• Dispatch Health performs infectious disease testing, labs and IV fluids.
ME DIC AL COV ERAGE:
ADMI NIS TERED B Y AETNA
ME DICA L B E NEFITS AT-A-GLANCE AND COST OF COVE RAGE
The information below is a summary of medical coverage only. Please contact Human Resources at DCBenefits@douglas.co.us for
plan summaries detailing coverage information, limitations and exclusions.
AETNA AWH CO FRONT AETNA OPEN ACCESS AETNA AWH CO FRONT RANGE CHOICE POS II
RANGE SELECT SELECT (HMO) HDHP/HSA
BENEFIT
In-Network In-Network In-Network Out-Of-Network
Annual Calendar Year Deductible
Single $750 $1,000 $1,500 $3,000
Family $1,500 $2,000 $3,000 $6,000
Out-of-Pocket Maximum
Single $3,500 $3,500 $3,000 $6,000
Family $7,000 $7,000 $6,000 $12,000
Coinsurance 10% after deductible 10% after deductible 20% after deductible 40% after deductible
Physician Services
Doctor’s office visit $25 $25 20% after deductible 40% after deductible
Specialist office visit $40 $40 20% after deductible 40% after deductible
Preventive care $0 $0 $0 $0
Complex Imaging MRI, CT 10% after deductible 10% after deductible 20% after deductible 40% after deductible
Hospital Services
Inpatient 10% after deductible 10% after deductible 20% after deductible 40% after deductible
Outpatient 10% after deductible 10% after deductible 20% after deductible 40% after deductible
Emergency Care 5% after deductible 5% after deductible 20% after deductible
PRESCRIPTION DRUGS
Deductible
Single $100 $100 Included in deductible listed above
Family $300 $300 Included in deductible listed above
Retail (30-day supply)
Generic $10 after Rx deductible $10 after Rx deductible $10 after deductible Not Covered
Preferred brand $40 after Rx deductible $40 after Rx deductible $40 after deductible Not Covered
Non-preferred brand $60 after Rx deductible $60 after Rx deductible $60 after deductible Not Covered
Mail Order (90-day supply)
Generic $20 after Rx deductible $20 after Rx deductible $20 after deductible Not Covered
Preferred brand $80 after Rx deductible $80 after Rx deductible $80 after deductible Not Covered
Non-preferred brand $120 after Rx deductible $120 after Rx deductible $120 after deductible Not Covered
MONTHLY DEDUCTIONS
Employee Only $25 $105 $10
Employee + Spouse $50 $258 $20
Employee + Child(ren) $48 $248 $20
Family $74 $379 $30
Note: Deductibles, copays and coinsurance accumulate toward the out-of-pocket maximums. Usual, Customary and Reasonable charges apply for all out-of-network benefits.
4
DE NT AL COVERAGE:
ADMINISTERED B Y
DE L TA DENTAL
D E N TA L B ENEFITS AT-A-GLANCE AND COST OF COVE RAGE
Good oral care enhances overall physical health, appearance and mental well-being. Problems with the teeth and gums are common
and easily treated health problems. Douglas County offers you a choice of two different dental plans.
• PPO Only Plan – A dental program which members must use a Delta Dental PPO dentist. There is no out-of-network coverage.
• PPO Plus Plan – Benefits shown are for in-network coverage (PPO dentists). Benefits decrease if an out-of-network dentist is used.
Members accessing care from non-participating dentists will be subject to “balance billing” (the difference between the Delta
Dental reimbursement and the dentist billed charges).
DELTA PPO DELTA PPO PLUS
BENEFIT (Premier or
(PPO Provider) (PPO Provider)
Non-Participating Providers)
Annual Calendar Year Maximum $2,000 per person $1,500 per person $1,500 per person
Calendar Year Deductible $0/$0 $50/$150 $75/$225
(Single/Family)
Preventive Services See Copay Schedule on DCNet 100% 80%
Basic Services See Copay Schedule on DCNet 90% after deductible 80% after deductible
Major Services See Copay Schedule on DCNet* 50% after deductible 50% after deductible
$2,000 lifetime max, children
Orthodontia Lifetime maximum $1,500 lifetime max, children up to age 19
and adults
MONTHLY DEDUCTIONS
Employee Only $28.34 $42.03
Employee + Spouse $49.63 $73.80
Employee + Child(ren) $54.29 $88.16
Family $74.26 $119.93
*Implants are excluded from the PPO Only Plan
5
VIS IO N COV ERAGE:
ADMINIS T E R ED B Y VSP VISION
V I S I O N B ENEFITS AT-A-GLA NCE AND COST OF COVE RAGE
Regular eye examinations can not only determine your need for corrective eyewear but also may detect general health problems in
their earliest stages. Protection for the eyes should be a major concern to everyone.
No need for an ID card. To take advantage of your VSP vision benefit, simply contact a VSP provider and let them know you have VSP
coverage—they handle the paperwork for you.
BENEFIT IN NETWORK OUT-OF-NETWORK
(any VSP Provider) (any qualified non-network FREQUENCY
provider of your choice)
Vision Exam 100% after $10 copay Up to $45 Every calendar year
100% after $25 copay; Discount
Lenses for special lenses Up to $30 Every calendar year
Frames In Full up to $150, after $25 copay Up to $70 Every other calendar year
Contact Lenses Instead of Glasses
Conventional/Disposable $130 allowance for contacts Up to $115
Every calendar year
Medically Necessary Covered in Full Up to $210
SunCare In Full up to $150 after $25 copay
for ready-made non-prescription Up to $70 Every other calendar year
(Instead of Prescription Glasses) sunglasses
KidsCare
Exam $10 Copay Up to $45 Twice every calendar year
Frames Up to $150 Up to $70 Every calendar year
MONTHLY DEDUCTIONS
Employee Only $7.43
Employee + Spouse $10.61
Employee + Child(ren) $11.67
Family $23.33
6H EALT H S AVINGS ACCOUNT:
ADMINISTERED B Y
DI S C O VERY B ENEFITS
If you enroll in the Aetna Whole Health CO Front Range Choice POS II Plan (HDHP), you’ll have access to a Health Savings
Account (HSA). You can think of your HSA as a personal savings account for your health care expenses, with some impressive tax
advantages. The account even includes a contribution from Douglas County that can be a big help throughout the year.
STA RT HERE
PAY EXPENSES
COMPANY CONTRIBUTION You can use your HSA to pay for eligible expenses
on a tax-free basis.**
Douglas County will contribute $75.00
a month for a total of $900 a year for For example:
individuals and $150.00 a month for a • Copays • Prescriptions
total of $1,800 a year for families enrolled • Deductibles • Dental & Vision
in Aetna Whole Health CO Front Range Expenses
Choice POS II (HDHP).
A full list is available at www.irs.gov.
YOUR HSA
YOUR TAX-FREE CONTRIBUTION SAVING FOR THE FUTURE
You can contribute funds from your You can also save your funds for the
paycheck before taxes are taken out. future, and allow them to earn interest.
HOW MUCH CAN YOU 2021 DOUGLAS COUNTY YOUR MAXIMUM
CONTRIBUTE? IRS CONTRIBUTION LIMIT CONTRIBUTION CONTRIBUTION AMOUNT
Employee Only Coverage $3,600* $900 $2,700
Family Coverage $7,200* $1,800 $5,400
* If an individual reaches age 55 by the end of the calendar year, he or she can contribute an additional $1,000.
LET’S BREAK IT DOWN
• You and Douglas County can add funds into the HSA that are not subject to federal income taxes up to the IRS limits.**
• The HSA allows you to pay for qualified medical expenses with these tax-free funds.
• The account can earn interest on a tax-free basis, and you are allowed to roll funds over year after year.
• If you leave Douglas County, or retire, you can take your HSA with you.
**Any reference to taxes is at the federal level. State tax rules may vary.
7FL EXIBLE S P ENDING ACCOUNTS:
ADMI NISTERED B Y
DI S C O VERY B ENEFITS
FLEXIBLE SPENDING ACCOUNTS (FSAs)
Flexible Spending Accounts (FSAs) enable you to put aside money for important expenses and help you reduce your income taxes
at the same time. Douglas County offers two types of Flexible Spending Accounts — a Health Care Flexible Spending Account and a
Dependent Care Flexible Spending Account. These accounts allow you to set aside pre-tax dollars to pay for certain out-of-pocket
health care or dependent care expenses.
HEALTH DEPENDENT
CARE CARE
FSA FSA
Deductibles, copays, prescription Go to www.benefitsquest.com/fsa Babysitters, daycare, day
and over-the-counter drugs, medical for a complete list of covered expenses. camp, home nursing care, etc.
equipment, etc.
HOW FSA’S WORK
1. When you first enroll in benefits and each year during the open enrollment
period, you decide how much to set aside for health care and/or
dependent care expenses.
2. Your contributions are deducted from your paycheck on a before-tax
basis in equal installments throughout the calendar year.
3. As you incur health care or dependent care expenses throughout
the year, submit a claim form for reimbursement. Your claim will be
processed and you will be reimbursed from your account. Or use your
FSA card to pay for eligible expenses at the point of sale. Be sure to ask
for an itemized receipt for your records in the event they are requested
by Discovery Benefits or the IRS.
Please note that these accounts are separate — you may choose to
participate in one, both, or neither. You cannot use money from the Health
Care FSA to cover expenses eligible under the Dependent Care FSA or vice
versa.
ANNUAL MAXIMUM EXAMPLES OF HEALTH CARE ITEMS YOU MIGHT NOT
PLAN
CONTRIBUTION COVERED EXPENSES REALIZE ARE FSA ELIGIBLE:
Copays, deductibles, • Sunscreen
Health Care Flexible
$2,750 orthodontia, over- the- • Heating and cooling pads
Spending Account
counter medications, etc. • First aid kits
$5,000 ($2,500 if married • Shoe inserts and other foot grooming
Dependent Care Flexible Daycare, nursery school,
and filing separate tax treatments
Spending Account elder care expenses, etc.
returns)
• Travel pillows
NOTE: See IRS Publications 502 and 503 for a complete list of covered expenses.
• Motion sickness bands
8S IC K BA NK AND DISAB ILITY:
ADMINIS T ERED B Y DOUGLAS
C O U NT Y AN D THE HARTFORD
If you are out of work for an extended period of time due to a disabling
injury or illness, disability insurance is designed to replace a portion of
your income, and help you maintain your lifestyle. According to the Social
Security Administration, just over one in every four of today’s 20
year-olds will become disabled before they reach retirement age.* At this
rate, making sure that you have disability coverage in place is a smart
move.
SICK BANK
Regular full-time and regular part-time employees (.50 FTE or greater) are
eligible for the Sick Bank Program at no cost to you and enrollment is
automatic.
This program is established to provide for the continuation of pay to
employees who have exhausted their available accrued sick leave, vacation
and compensatory time during the 30 calendar-day elimination period for
the County’s short-term disability plan. Up to 184 hours of Sick Bank is
available during a 12 month period.
SHORT-TERM DISABILITY (STD)
Short-term disability insurance replaces a portion of your income if an
injury or illness forces you out of work for an extended period of time.
Douglas County provides basic short-term disability coverage at no cost
to you and enrollment is automatic. After a 30-day elimination period from
the date of disability, if your sick leave is exhausted, you will receive 60%
of your base earnings up to a maximum of $5,000 per month. Coverage
ends after 90 days of disability.
LONG-TERM DISABILITY (LTD)
Douglas County also provides long-term disability insurance to protect your finances when your disability continues beyond the
period covered by the short-term disability plan. This benefit is also fully paid for by the County and enrollment is automatic. You
may purchase an additional 10% of your gross salary on a post-tax basis, without going through medical underwriting during New
Hire and Open Enrollment.
LONG-TERM DISABILITY
Basic (County paid) Optional Long-Term Buy-Up
60% up to $8,000 per month after the Additional 10% for a total of 70% to a maximum
90-day elimination period of $10,000 per month
* U.S. Social Security Administration, Fact Sheet, January 2017.
9I NC O ME PROTECTION:
ADMINISTERED B Y
T HE HARTFORD
LIFE INSURANCE OPTIONS
Your family depends on your income for a comfortable lifestyle and for the resources necessary to make their dreams – such as
a college education – a reality. Like anyone, you don’t like to think of the scenario where you’re no longer there for your family.
However, you do need to ensure their lives and dreams can continue if the worst does happen.
BASIC TERM LIFE AND ACCIDENTAL DEATH & DISMEMBERMENT (AD&D) INS U RANCE
Douglas County provides eligible employees with basic term life and accidental death and dismemberment coverage at no cost to
you and enrollment is automatic.
BASIC TERM LIFE: The benefit is equal to 1.5 times your base annual earnings to a maximum of $300,000.
ACCIDENTAL DEATH AND DISMEMBERMENT: If you are seriously injured or lose your life in an accident, you will be e ligible
for AD&D coverage of 1.5 times your annual salary up to a maximum of $300,000.
SUPPLEMENTAL LIFE
You may purchase life insurance on a post-tax basis in addition to the County-provided coverage. You may also purchase life
insurance for your dependents if you purchase additional coverage for yourself. As a new employee, you have the opportunity to
purchase supplemental life insurance at the guaranteed issued amount without going through medical underwriting. If you are
covered for a minimum of $10,000 and your spouse is covered for at least $5,000, you are guaranteed coverage (up to $200,000
for employee and up to $25,000 for your spouse) without answering medical questions during Open Enrollment.
EMPLOYEE: Up to five times your salary or maximum $500,000 amount;
whichever is less. Rates based on your age.
SPOUSE: Up to 100% of your maximum. Rates based on employee’s age.
CHILDREN: Up to $10,000.
If you are age 75 or reach age 75 during your employment, your amount of life
insurance will be 65% of the amount of life insurance you elect or had prior to
age 65. The coverage is reduced again to 45% at age 80, 30% at age 85 and
20% at age 90.
You are not allowed to increase your coverage once it has been reduced.
10VO LU NTARY B ENEFITS:
ADMI NIS T ERED B Y METL IFE
CRITICAL ILLNESS INSURANCE
Critical illness insurance is designed to protect your income and personal assets when your out-of-pocket expenses increase as a
result of an illness. Health insurance is not always enough to cover all of the unforeseen expenses associated with a serious medical
condition like a heart attack or cancer. MetLife Critical Illness plans are designed to pay you one lump sum payout of either $15,000
for the low plan option or $30,000 for the high plan option.
COVERED CONDITIONS INITIAL BENEFIT RECURRENCE BENEFIT
Full Benefit Cancer 100% of Initial Benefit 50% of Initial Benefit
Partial Benefit Cancer 25% of Initial Benefit 12.5% of Initial Benefit
Heart Attack 100% of Initial Benefit 50% of Initial Benefit
Stroke 100% of Initial Benefit 50% of Initial Benefit
Coronary Artery Bypass Graft 100% of Initial Benefit 50% of Initial Benefit
Kidney Failure 100% of Initial Benefit Not applicable
Alzheimer's Disease 100% of Initial Benefit Not applicable
Major Organ Transplant Benefit 100% of Initial Benefit Not applicable
22 Listed Conditions 25% of Initial Benefit Not applicable
AGE EMPLOYEE EMPLOYEE + SPOUSE EMPLOYEE + CHILD(REN) FAMILYVO LU NTARY B ENEFITS:
ADMI NIS T ERED B Y METL IFE
ACCIDENT INSURANCE
You don’t have to be especially clumsy to experience accidents. These events are all too common, and so are the high medical
expenses that come with them.
Accidents are unplanned and unpredictable, but the financial impact that they have on you doesn’t have to be either of those things.
MetLife Group Accident plans are designed to help with the expenses associated with an accidental injury.
LOW PLAN HIGH PLAN
BENEFIT TYPE
METLIFE ACCIDENT INSURANCE PAYS YOU METLIFE ACCIDENT INSURANCE PAYS YOU
Fractures $100-$3,000 $200-$6,000
Dislocations $100-$3,000 $200-$6,000
Second and Third Degree Burns $50-$5,000 $100-$10,000
Concussions $200 $400
Cuts/Lacerations $25-$200 $50-$400
Eye Injuries $200 $300
Ambulance $750 $1,000
Emergency Care $25-$150 $50-$300
Non-Emergency Care $25 $50
Physician Follow Up $75 $150
Therapy Service
$35 $35
(including physical therapy)
Medical Testing Benefit $100 $200
Inpatient Surgery $100-$1,000 $200-$2,000
METLIFE ACCIDENT PLAN-LOW OPTION PRICING
Employee $7.07
Employee / Spouse $12.05
Employee / Child(ren) $13.53
Employee / Family $16.57
METLIFE ACCIDENT PLAN-HIGH OPTION PRICING
Employee $11.76
Employee / Spouse $21.02
Employee / Child(ren) $23.71
Employee / Family $29.30
The policy/certificate of coverage or its provisions may vary or be unavailable in some states. The policy/certificate of coverage has exclusions and limitations
which may affect any benefits payable.
124 0 1 (a) MA NDATORY RETIREMEN T
P L AN: A DMI NISTERED B Y ICMA
The Douglas County retirement plan is a 401(a). It is a qualified mandatory retirement plan administered by the International City/
County Management Association – Retirement Corporation (ICMA-RC) to provide income after retirement for eligible employees.
Retirement benefits through the plan are in addition to those provided under Federal Social Security.
H OW D O ES IC MA-R C W ORK ?
You must contribute 8% of your gross salary (pre-tax dollars) to the plan the first month following one month of employment.
Douglas County will contribute 8% of your salary for a total contribution of 16% of your salary to the plan. Your initial investments will
be defaulted to a target date retirement fund; however, you may change where you would like your employee and employer portions
invested.
C AN I WI THDR AW MY OW N CONT RI BUT I ONS W HI L E E M PL OY E D ?
No! ICMA-RC administrative regulations stipulate that contributions will be distributed only upon retirement, death, disability, or
separation of employment. However, on February 1, 2006, the County introduced the benefit of a loan provision, enabling employees
to borrow funds from individual ICMA-RC 401(a) vested account balances under specific terms and conditions.
WH AT I F I L EAV E THE COUN T Y ?
You are entitled to 100% of the amount you contributed to the 401(a) Plan, plus earnings or minus losses AND a portion of the
County’s contribution, plus earnings and minus losses, according to the vesting schedule below. You have several different options
regarding pay-outs. If you take a cash pay-out, you will pay income taxes, a tax withholding fee, and possibly be subject to a penalty.
You may also elect to rollover your funds to another retirement account.
PLAN RETIREMENT 401(A) - MANDATORY
Provider ICMA-RC
Employee Contributions 8%
Loan Provision Yes
Douglas County Contributions 8% match
1 year - 20%
2 years - 40%
Vesting for County Contributions 3 years - 60%
4 years - 80%
5 years - 100%
134 5 7 DE FE RRED COMPENSATION :
ADMINISTERED B Y ICMA
Deferred compensation, under Internal Revenue Code Section 457, is a tax-favored supplemental retirement savings program. It
allows public employees to contribute a portion of their salary into a retirement account before state and federal taxes are withheld.
These programs are offered exclusively to public employees and non-taxable entities, and are designed to help you build financial
security.
Effective July 1, 2015, employees may also participate in a Roth 457 Deferred Compensation plan. Employees may contribute a
portion of their salary into a retirement account on an after-tax basis.
CONTRIBUTION AMOUNTS
You can contribute as much as $19,500 per calendar year for 2021. If you are 50 years or older, you may contribute an additional
$6,500 FOR A TOTAL of $26,000. There is also a catch up provision available for employees within three years of retirement. Please
see Human Resources for details. Combined contributions and post deferred compensation elections cannot exceed $19,500 for
calendar year 2021, and $6,500 for catch-up.
CHANGES
You may enroll in the plan at the first of the month following one month of employment, or at any time thereafter. Contribution
changes may be made at any time and will take effect the first day of the month following the request.
WITHDRAWALS
Withdrawals are permitted ONLY because of retirement, separation of employment and unforeseeable emergencies, as defined by
the plan.
PLAN DEFERRED COMPENSATION 457 - VOLUNTARY
Provider ICMA-RC
You have the option to contribute an additional amount up to $19,500 for 2021. If you are 50
Employee Contributions years old or older, you can contribute an additional $6,500. See Human Resources for details
regarding the pre-retirement option.
Loan Provision No, Hardship Only
Douglas County Contributions 0%
No vesting schedule under Deferred Compensation
Vesting for County Contributions
(100% employee contribution)
14O T HER EMPLOYEE
B ENEFITS
EMPLOYEE ASSISTANCE PROGRAM:
ADMINISTERED BY RESOURCES FOR LIVING
Aetna Resources For Living is an employer sponsored program, available at no cost to you and all members of your household. That
includes dependent children up to age 26, whether or not they live at home. Services are confidential and available 24 hours a day, 7
days a week.
Counseling sessions with licenses professionals are available for up to 3 sessions per issue, per person, per year, on a face to face,
phone, or web video basis. Support, consultation and resources for a range of issues such as: helping you balance work and home
life, family relationship issues, depression, conflict management, alcohol/substance, stress management and more.
EMPLOYEE DEVELOPMENT
The County offers employee development and training programs. The Human Resources Department provides development
opportunities related to both professional and personal growth. Classes are announced via Talent Center located on DCNet
https://douglasco.csod.com/samldefault.aspx.
WELLNESS OPPORTUNITIES
The County established a wellness committee to promote a culture of wellness and to encourage our employees to live healthier
lifestyles. Please visit our Douglas County Wellness Website for a list of wellness opportunities available to our employees:
https://douglascounty.sharepoint.com/wellness/sitepages/wellness.aspx.
CREDIT UNIONS
As a County employee, you are eligible to join the Air Academy Federal Credit Union or the Credit Union of Colorado. If you are a
member of the DCSO, you may also join the Rocky Mountain Law Enforcement Credit Union.
CASTLE ROCK RECREATION CENTER
As a Douglas County employee, you are eligible to join the Castle Rock Community Recreation Center at a discounted rate. Discount
does not include use of Miller Athletic Complex (MAC). Please contact the Douglas County Receptionist at 303-660-7400 for more
information.
MILLER ACTIVITY COMPLEX (MAC)
As a Douglas County employee, you are eligible to join the Miller Activity Complex (MAC) at a discounted rate. Discount does
not include use of Castle Rock Recreation Center. Please contact the Douglas County Receptionist at 303-660-7400 for more
information.
ELITCH GARDENS AND WATER WORLD
Douglas County offers the opportunity to purchase tickets at a discounted rate. Please visit the Discount page on DCNet to purchase
discounted tickets online.
15MORE
INF ORMATION
REFERENCES AND RESOURCES
BENEFIT WHO TO CALL WEBSITE PHONE NUMBER
Aetna
Medical/Prescription www.aetna.com 800-520-4785
(Group #466027)
Benefit and Claims Assistance Health Advocate www.healthadvocate.com/members 866-695-8622
Delta Dental
(Group #11870) 800-610-0201
Dental www.deltadentalco.com
PPO Only (1111) 303-741-9305
PPO Plus (2222)
Vision Service Plan
Vision www.vsp.com 800-877-7195
(Group #12110352)
Basic & Voluntary Life, AD&D The Hartford
https://www.thehartford.com 888-301-5615
and Long-Term Disability (Group #697590)
COBRA/Flex/HSA Accounts Discovery Benefits www.discoverybenefits.com 866-451-3399
Metlife Insurance Company
Accident and Critical Illness www.metlife.com 800-438-6388
(Group #0158138)
www.resourcesforliving.com
EAP Resources for Living User Name = Douglas County 888-238-6232
Password = eap
Denver/Boulder/Longmont:
303-500-1518
On-Demand Urgent Care Dispatch Health www.dispatchhealth.com
Colorado Springs:
719-270-0805
Telehealth TelaDoc www.teladoc.com/aetna-share/ 855-835-2362
Customer Service: 800-669-7400
401(a) and 457 ICMA www.icmarc.org
Debra J Adair: 866-620-6069
NOTE: This guide is intended to summarize the benefits you receive from Douglas County. The actual determination of your benefits is based solely on the plan
document provided by the carrier of each plan. This summary is not legally binding, is not a contract, and does not alter any original plan documents. For additional
information, please contact the Human Resources Department.
Updated 10/2020
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