New Employee Enrollment:

As a new City and County of Denver employee you might be eligible for benefits, and what great benefits they are! Remember you’ll have 30 days from your hire date to complete and submit a hardcopy enrollment form to elect benefits such as medical, dental and vision plans,etc. You’ll find more specific details on how to enroll below.

FAQs

Q: How do I enroll in benefits in my first 30 days employment with the city?
A: Log in to Workday and check your inbox to see the task for benefits enrollment. Also, please view this supporting documentation for enrolling dependents.

Q: What dependents are eligible for coverage under the city's medical, dental, and vision plans?
A: An employee's spouse, spousal equivalent (same-sex domestic partner), child (eligible until end of month of age 26), and step-child (eligible until end of month age 26). 

Q: When are my benefits effective?
A: The plans you elect will become effective the first of the month following your hire date.

Q: Are all employees eligible for benefits?
A: Most employees are eligible for benefits. However, employees hired into seasonal and oncall positions are typically not eligible for benefits.

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Open Enrollment:

Stuck in a medical plan that doesn’t quite fit your family’s needs? The good news is employees have a chance every year to make new choices for their benefits. The month of October is typically the time most benefit options are open to change. However, keep in mind, any changes made in October will actually go into effect the first of the following year.

FAQs

Q: Is there an opportunity every year to make changes to benefits?
A: Yes, as an employer we’re required to allow employees an annual chance to change benefits. The city typically allocates the month of October each year.

Q: Do I have to fill out an enrollment form to make changes during open enrollment?
A: No, all employees can make changes through Workday. 

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Family Status Change:

Have a new baby on the way? Congrats! Don’t forget to add that baby to your medical plan! In fact, employees have 30 days from any qualified life event to make changes to benefits. Married? Add your spouse. Dependent gained other coverage? Drop that dependent and save in premiums.

FAQs

Q: What is a family status change?
A: Qualified family status changes mainly include marriage/divorce, birth/adoption, loss or gain of other coverage. Other changes can also apply—contact the benefits team to see if your change qualifies.

Q: How do I submit a family status change for my benefits?
A: Log in to Workday and make changes through the Benefits worklet. You'll need to upload proof of the life event and any applicable dependent documentation. 

Q: Can I remove my spouse if we're getting divorced?
A: Ex-spouses cannot be covered under employee benefits, but the divorce must be finalized by the courts.

Federal law now requires you to have medical coverage or be subject to a penalty by the IRS. The city offers its employees six subsidized medical plans with three separate providers from which to choose. Learn more about the medical options for employees and dependents.

FAQs

Q: How do I decide which medical plan provider to choose?
A: Choosing Kaiser means only going to Kaiser’s facilities for covered services. United Healthcare offers a large network of facilities and doctors from which to choose. Denver Health offers a combination of the two, a closed network like Kaiser and a nationwide network called Cofinity.

Q: What’s the difference between a high-deductible health plan and a deductible HMO plan?
A: A high-deductible health plan (HDHP) has no copays, you pay the full cost of services until your annual deductible is met. The deductible HMO has some copays (Rx, office visits) and a lower deductible to meet.

Q: What services are covered under each of the plans?
A: The following summaries give a brief description of services:

• Denver Health Deductible HMO Plan (DHMO) 2017 | 2018
• Denver Health High-Deductible Health Plan (HDHP) 2017 | 2018
• Kaiser Permanente Deductible HMO Plan (DHMO) 2017 | 2018
• Kaiser Permanente High-Deductible Health Plan (HDHP) 2017 | 2018
• United Healthcare Navigate (DHMO) 2017 | 2018
• United Healthcare High-Deductible Health Plan (HDHP) 2017 | 2018

Q: Am I done paying for any service—including Rx costs—once I’ve met my annual out-of-pocket maximum?
A: Yes, the insurance will pay 100% of any services/Rx once the out-of-pocket is met.

Find contact information for each of the medical plan providers in the Provider Contact Information below.

The city offers its employees and their dependents three subsidized dental benefit plans through Delta Dental of Colorado. You can find network-only coverage with copays for services, or out-of-network coverage for those who see a dentist who is not in Delta’s network.

FAQs

Q: What’s the difference between the EPO and PPO plans when selecting a dentist?
A: The EPO plan requires individuals to go to an in-network dentist for coverage. The PPO plans offer in-network and out-of-network coverage—so you can see a dentist who’s not in-network and still get a discount on services.

Q: Is orthodontia covered in the dental plans?
A: Yes, ortho is covered in all three plans. However, the 2 PPO plans have lifetime limits for each individual. The EPO does cover ortho with no limits, but you must go to a network provider and pay a set copay for services.

Q: How can I estimate how much my co-pays will be?
A: If you choose a EPO plan and visit an in-network dentist, you may use this List of Patient Co-Payments as a guide.

Q: What services are covered under each of the three plans?
A: The following summaries give a brief description of services:

• EPO Summary 2017 | 2018
• PPO High Summary 2017 | 2018
• PPO Low Summary 2017 | 2018

Q: How do I print my Delta ID card?
A: Employees can register on Delta's website to access their Delta account.

Find contact information for Delta Dental in the Provider Contact Information below.

The city offers a supplemental vision plan for its employees and dependents. Using VSP Vision's (VSP) network of providers offers discounts on exams, eyewear, lasik, etc.

FAQs

Q: How often can I get new contacts?
A: Employees get a $160 allowance towards contacts every calendar year.

Q: What other benefits does VSP offer?
A: Check out the VSP Vision Benefits Summary.

Q: How do I find a "VSP Choice" in-network provider?
A: Visit www.vsp.com or call VSP at 1-800-877-7195.

Q: How do I print my VSP card?
A: Active enrollees will not receive a vision ID card. VSP's vision providers will verifiy coverage using the enrollee's social security number at the time of service.

Q: If I elect to not enroll in the supplemental vision plan, is any vision included in my medical plan?
A: If employees are covered under one of the city's medical plans, their vision exam is available through their medical provider. 

• Denver Health:
  HDHP - Not covered
  In-Network DHMO - $25 copay, one exam every 24 months
  Cofinity Network DHMO - $35 copay, one exam every 24 months
• United Healthcare:
  Choice (HDHP) - 20% after deductible, one exam every 24 months, no materials benefit, no out of network benefit
  Navigate - $25 copay, one exam every 24 months, no materials benefit
• Kaiser Permanente
  HDHP - 20% after deductible, one exam every 12 months, no materials benefit, no out of network benefit
  DHMO - $30 copay, one exam every 12 months, no materials benefit

Find contact information for VSP Vision in the Provider Contact Information below.

Personal issues, planning for life events or simply managing daily life can affect your work, health and family. The GuidanceResources® EAP provides support, resources and information for personal and work-life issues. GuidanceResources is city sponsored, confidential and provided at no charge to employees and their dependents.

Your GuidanceResources EAP services include:

EAP for Confidential Counseling
Life can be stressful. Your EAP is designed to provide short-term counseling services for you and your dependents to help you handle concerns constructively, before they become major issues. Call anytime about concerns such as marital, relationship and family problems; stress, anxiety and depression; grief and loss, job pressures and substance abuse.

Work-Life Solutions
Too much to do, and too little time to get it all done? The work-life specialists can do the research for you, and provide qualified referrals and customized resources for child and elder care, moving, pet care, college planning, home repair, buying a car, planning an event, selling a house and more.

Legal Support
With GuidanceResources, you have an attorney “on call” whenever you have questions about legal matters. Speak with on-staff licensed attorneys about legal concerns such as divorce, custody, adoption, real estate, debt and bankruptcy, landlord/tenant issues, civil and criminal actions and more. If you require representation, you can be referred to a qualified attorney for a free 30-minute consultation and a 25 percent reduction in customary legal fees.

Financial Information
Everyone has financial questions. With your GuidanceResources benefit, you can get answers to your questions about budgeting, debt management, tax issues and other money concerns from on-staff CPAs, Certified Financial Planners® and other financial experts, simply by calling your toll-free number.

GuidanceResources® Online
Go online to access timely, expert information on thousands of topics, including relationships, work, school, children, wellness, legal, financial and free time. You can search for qualified child and elder care, attorneys and financial planners as well as ask questions, take self-assessments and more.

 

GuidanceResources is available to you 24 hours a day, 7 days a week.

There are two ways to access your GuidanceResources EAP benefits:

1. Call 877.327.3854. You’ll 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 company ID: DENVEREAP

Remember, your GuidanceResources benefits are strictly confidential. To view the ComPsych HIPAA privacy notice, please go to www.guidanceresources.com/privacy.

UltimateAdvisor® Legal insurance from ARAG offers you affordable reliable counsel when something in  life turns into a legal issue, like a dispute with a contractor, a traffic ticket or the need for estate planning including preparation of a trust. Employees will have the opportunity to voluntarily enroll in the legal plan within their first 30 days of hire, annually during the open enrollment period, or within 30 days of a qualifying life event.

Q: In 2016, I was enrolled in the city’s voluntary legal plan through Hyatt Legal. Will I automatically be enrolled in the new voluntary legal plan in 2017, or do I need to re-enroll?
A: Yes, you will be automatically enrolled in the new voluntary legal plan through ARAG in 2017 if you were enrolled in the Hyatt Legal plan in 2016. If you do not want to continue your voluntary legal plan, please elect to waive this coverage during open enrollment. 

Q: What services are covered? 
A: Visit ARAGLegalCenter.com, access code 18168ccd to see plan details.

The city provides its employees with a life insurance policy, as well as, the opportunity to elect additional life insurance for the employee, a spouse and children.

FAQs

Q: What is the basic life insurance policy?
A: This is a benefit provided to employees with premiums paid by the city. The policy is typically 2 times an employee's annual salary to a maximum of $100,000. Learn more in the Group Basic Life and AD&D Insurance brochure.

Q: How do I designate a beneficiary for the basic life insurance policy?
A: Employees should log in to Workday, and select the Benefits worklet to change beneficiaries.

Q: When can I elect additional life insurance?
A: Employees can request additional life insurance policies at any time. However, some requests might require the completion of a medical history statement. Learn more in the Additional Life, Dependents Life or Voluntary AD&D Insurance brochure. 

Q: How can I elect additional life insurance?
A: Log in to Workday and select the Benefits worklet to add additional life insurance.

Find contact information for Standard Insurance Co. in the Provider Contact Information below.

The City and County of Denver provides several types of paid leave to help employees achieve a work/life balance.

Visit the Paid Leave page for more information about:

• Paid time off (PTO), or sick and vacation leave
• Bereavement leave
• Holiday leave, and
• Other leave.

Employees should also refer to the Career Service Rules, Rule 10 - Paid Leave. 

The city offers employee parking options at many of the work locations across the city; however, the parking benefit varies based on work location with different costs and potential limited spaces offered. 

Q: Can I get help with my parking costs if no employee parking is available to me?
A: Yes, the city can provide its employees with a flexible spending account (FSA) to have pre-tax money deducted from their paycheck to cover the cost of your parking.

Q: Do I have to wait until open enrollment to increase, decrease, or stop my flex qualified parking amount?
A: No, city employees can change their annual pledge at any time by logging in to Workday and selecting the Benefits worklet and then selecting the parking action.

Q: Is FSA money use or lose each calendar year?
A: Yes, you must use your FSA money before the plan year ends (March 15 of the following calendar year).

Q: How do I get reimbursed for qualified expenses?
A: Employees can file an online claim at www.24hourflex.com (claims for the previous year must be filed by March 30 of the current year). To set up an account:

1. Go to www.24hourflex.com.
2. Click "Create your new username and password" under New User?
3. Follow instructions for creating an account.

Q: How do I find city-managed parking?
A: Visit the Employee Parking webpage, managed through Public Works.

Start planning now for your retirement down the road. The city offers its employees several opportunities to save for the future, including a pension, a voluntary deferred compensation plan and social security benefit contributions.

DERP FAQs

Q: Are my pension (DERP) contributions mandatory? Can I contribute more to the pension?
A: Yes, all city employees must currently contribute 8% to DERP. (The city contributes 12.5%, as well.) No, you cannot contribute more to DERP, but you can contribute to the 457(b) deferred compensation plan.

Q: How do I change my DERP beneficiary?
A: Active and inactive can review their current beneficiary and request a new beneficiary if necessary through the Member Self Service Portal or by completing and submitting the Beneficiary Designation form. 

Q: How can I learn more about DERP and planning for retirement?
A: DERP has produced a video series designed to provide an overview of planning for financial security in your retirement years. The series focuses on the three main sources of income in retirement; Social Security, the Denver Employees Retirement Plan benefit, and Personal Savings.

Find contact information for DERP in the Provider Contact Information below.

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457(b) FAQs

Q: Do I have to wait until open enrollment to start contributing to the 457(b) deferred compensation plan?
A: No, city employees can begin to contribute to the 457(b) plan at any time. See the 457 Contibution Job Aid to enroll. 

Q: Do I have to wait until open enrollment to increase, decrease, or stop my contribution to the 457(b) deferred compensation plan?
A: No, city employees can change their contributions to the 457(b) plan at any time. See the 457 Contibution Job Aid to increase, decrease, or stop your contributions. 

Find contact information for TIAA in the Provider Contact Information below.

The city participates in and subsidizes the cost of the EcoPass and ValuPass programs with the Regional Transportation District (RTD).

FAQs

Q: Can I get a discounted bus/light rail pass?
A: Yes, the city currently has a subsidized RTD pass program for employees in limited or unlimited positions. A monthly RTD pass—which includes free bus and light rail rides (including to Denver International Airport)—can be acquired at a cost of $10 in pre-tax monthly deductions. 

On-call employees are eligible for a discounted ValuPass. The monthly rate for a local pass is $45 or a regional pass is $78. Contact the OHR Benefits team for details.

Q: How do I start using the RTD EcoPass?
A: This is a photo ID that employees will scan on RTD buses, light rail, and train. To get the photo ID, (limited or unlimited) employees must turn in the completed EcoPass Enrollment form to an OHR Benefits representative, then take the authorized form to RTD to have the ID created.

Q: When can I sign up?
A: Employees can choose to enroll at anytime. On-call employees are not eligible for EcoPass (see text above for ValuPass options).

Q: Can I put my RTD EcoPass on hold if I decide to ride by bike to work instead?
A: Yes, employees should complete the EcoPass Termination form, and turn the form and their RTD EcoPass in to OHR Benefits. OHR Benefits will keep the EcoPass on file and return it to the employee when they are ready to use it again (this avoids a $10 replacement fee charged by RTD).

Q: How do I sign up if I work at the airport?
A: Denver International Airport employees interested in a EcoPass should contact OHR Benefits.

Q: What if an emergency comes up and I need a ride home?
A: For employees with an EcoPass, Way to Go has a guaranteed ride home. Check it out! To coordinate a guaranteed ride home, follow these instructions. Work at the airport? Follow these instructions.

To help protect employee's income in the event of an accident or injury, the city provides its employees with short-term (STD) and long-term disability benefits. 

If an employee was hired after January 1, 2010, or the employee converted to the city's Paid Time Off (PTO) plan, the city pays the full cost of the premiums for short-term disability insurance. 

If an employee was hired prior to January 1, 2010 and did not covert to the city's PTO plan, or the employee works in the District Attorney's Office, or for the Sheriff's department, they are eligible to voluntarily enroll into one of the five available STD plans available.

City-paid STD FAQs

If an employee was hired after January 1, 2010, or the employee converted to the city's Paid Time Off (PTO) plan, the city pays the full cost of the premiums for short-term disability insurance. 

Q: What benefits are included in the city-paid STD?
A: Employees who are covered under the city-paid STD will receive a weekly benefit of 70% with $1500 maximum per week.

Q: What is the waiting period for the short-term disability?
A: There is a 14-day waiting period for any short-term disability claims.

Q: How do I file a claim?
A: Download the STD Claim Form. Complete the employee statement, and forward the physician statement to your doctor for completion. Then contact OHR Benefits or the Controller's Office, Payroll Division to complete the employer portion.

Find contact information for Standard Insurance Co. in the Provider Contact Information below.

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Voluntary STD FAQs

If an employee was hired prior to January 1, 2010 and did not covert to the city's PTO plan, or the employee works in the District Attorney's Office, or for the Sheriff's department, they are eligible to voluntarily enroll into one of the five available STD plans available. Learn more in the Voluntary Short Term Disability Insurance brochure.

Q: What plans are available for employees hired prior to January 1, 2010?
A: There are five available options:

    Plan 1: Maximum weekly benefit: $350
    Waiting period: 7 days
    Monthly cost: $23.63

    Plan 2: Weekly benefit: 70% of salary with $1500 maximum per week
    Waiting period: 7 days
    Monthly cost: $.01088 x Gross Monthly Earnings

    Plan 3: Weekly benefit: 70% of salary with $1500 maximum per week
    Waiting period: 14 days
    Monthly cost: $.00875 x Gross Monthly Earnings

    Plan 4: Weekly benefit: 70% of salary with with $1500 maximum per week
    Waiting period: 30 days
    Monthly cost: $.00663 x Gross Monthly Earnings

    Plan 5: Weekly benefit: 70% of salary with $1500 maximum per week
    Waiting period: 60 days
    Monthly cost: $.00438 x Gross Monthly Earnings

Q: When can I enroll or change my voluntary STD?
A: Employees have the opportunity to make a change to their STD enrollment every year during open enrollment. However, if you elect outside of your new hire period a late enrollment penalty (LEP) applies. A LEP means that if you file a claim for anything other than an accidental injury during the first 12 months after your coverage becomes effective, STD benefits will become payable after you have been continuously disabled for 60 days and remain disabled.

Q: How do I file a claim?
A: Download the STD Claim Form. Complete the employee statement, and forward the physician statement to your doctor for completion. Then contact OHR Benefits or the Controller's Office, Payroll Division to complete the employer portion.

Find contact information for Standard Insurance Co. in the Provider Contact Information below.

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Long-Term Disability FAQs

Q: What is long-term disability (LTD)?
A: Long-term disability (LTD) insurance is designed to pay a monthly benefit to city employees in the event they are unable to work after 180 days due to a covered illness or injury. The monthly LTD benefit is 60% of the first $10,000 of the employee's pre-disability earnings.

Q: How do I file a claim?
A: Contact the Controller's Office, Payroll Division at 720-913-5186.

Find contact information for Standard Insurance Co. in the Provider Contact Information below.

Take advantage of federal savings (HSA) and spending (FSA) plans to use tax-free money to pay for medical, dental, and vision expenses for you and your family members.

Health Savings Account (HSA) FAQs

An HSA is a pre-tax health savings account used to pay for qualified health (medical, dental and vision) expenses. In 2017, the city is pre-funding every open Optum Bank account opened within 60 days of electing a HDHP with $600 for those enrolled in an HDHP with single coverage and $1,200 for those enrolled in an HDHP with a dependent.

In 2018, employees must make HSA contributions to their Optum Bank account to receive city HSA funds. For every $1 an employee contributes to their HSA, the city will contribute $2, up to the following amounts:

City HSA Match	Maximum City HSA Contribution	Required Employee HSA Contribution for FUll City Match
Individual	$12.50 per paycheck (up to $300 in 2018)	$6.25 per paycheck (at least $150 in 2018)
Family	$37.50 per paycheck (up to $900 in 2018)	$18.75 per paycheck (at least $450 in 2018)

Additionally, in 2018, employees who completed the wellness incentive by November 30, 2017, will also receive $300 deposited in their HSA. 

Q: Can any city employee sign up for a health savings account (HSA)?
A: No, not everyone is eligible for an HSA. To qualify, employees must be enrolled in a high-deductible health plan (HDHP). Also, enrollment in a government health program (i.e. Medicare or Tricare) will disqualify you for an HSA.

Q: Is HSA money use or lose each calendar year?
A: No, any unused HSA funds in a year will carryover and be available for use on qualified health expenses in the following year.

Q: Am I required to contribute to my HSA?
A: No, but you can choose to contribute to your HSA at any time. Stopping, increasing or decreasing your HSA contributions is also allowed once a month by completing an HSA Benefit Change action in Workday.

Q: Is there a limit to how much I may contribute to my HSA?
A: Yes, employees with single HDHP coverage may contribute up to $2,800* (after the $600 city contribution, and employees with family HDHP coverage may contribute up to $5,500* (after the $1,200 city contribution).
*Employees age 55+ may contribute an additional $1,000

Q: How do I set up an HSA?
A: The city is partnering with Optum Bank to administer the HSA. Employees can open an account, by clicking on the links below:

• Kaiser and Denver Health HDHP enrollees
• United Health Care HDHP enrollees

Q: Once I have contributed money into my HSA, what is considered a qualified medical expense?
A: Employees should review this HSA Qualified Medical Expenses list for examples.

Q: How do I prove to Optum Bank that the charges on my account are qualified medical expense?
A: Employees should keep receipts for all purchases with their tax information in case the IRS asks for the employee to prove that the HSA monies were used to purchase qualified medical expenses. You do not need to prove to Optum Bank that the charges are considered a qualified medical expense.

Q: What type of fees does Optum Bank have?
A: Employees should become familiar with Optum Bank's schedule of fees.

Find contact information for Optum Bank in the Provider Contact Information below.

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Flex Spending Account (FSA) FAQs

Q: When is my flexible spending account (FSA) money available?
A: The annual FSA money you pledge is available as soon as the FSA benefit begins (January 1 for open enrollment or first of the month following hire date).

Q: Is FSA money use or lose each calendar year?
A: Yes, you must use your FSA money before the plan year ends (March 15 of the following calendar year).

Q: What is the 24HourFlex Card?
A: The 24HourFlex Card is a debit card that can be used to access your FSA account to pay for eligible expenses. Read more...

Q: When I don't use my 24HourFlex Card, how do I get reimbursed for qualified expenses?
A: Employees can file an online claim at www.24hourflex.com (claims for the previous year must be filed by March 30 of the current year). To set up an account:

1. Go to www.24hourflex.com.
2. Click "Create your new username and password" under New User?
3. Follow instructions for creating an account.

Q: Is direct deposit available for when I don't use my 24HourFlex Card?
A: Yes, complete the 24Hour Flex Direct Deposit Authorization Form and mail or fax the form to 24HourFlex.

Q: Where can I get more information about 24Hour Flex?
A: Review the 24Hour Flex Brochure, Plan Details, and visit their website at www.24hourflex.com. 

Find contact information for 24 Hour Flex in the Provider Contact Information below.

As a city employee, you and your spouse are covered with Travel Assistance – and so are kids through age 25 – with your group insurance from The Standard.

Security that travels with you

Travel Assistance is available when you travel more than 100 miles from home or internationally for up to 180 days for business or pleasure. It offers aid before and during your trip, including:

• Passport, visa, weather and currency exchange information, health hazards advice and inoculation requirements
• Emergency ticket, credit card and passport replacement, funds transfer and missing baggage
• Connection to medical care providers and interpreter services
• 24/7/365 phone access to registered nurses for health and medication information, symptom decision support, and help understanding treatment options
• Emergency evacuation to the nearest adequate medical facility and medically necessary repatriation to the employee’s home, including repatriation of remains
• Connection to a local attorney, consular officer or bail bond services
• Logistical arrangements for ground transportation, housing and/or evacuation in the event of political unrest and social instability; for more complex situations, assists with making arrangements with providers of specialized security services

View the Travel Assistance flyer for more information.

Wellness is about more than just being physically healthy; it’s about being happy, motivated and relaxed. Wellness means reducing stress, eating well, and having good relationships. In an effort to better support our City employees on their paths to well being, the Denver Wellness Program focuses on providing empowering health information, engaging wellness activities and a sweet incentive for your effort. 

Healthy Steps: A Healthy Reward for Going in a Healthy Direction

Every day we make dozens of decisions that affect our health. Even one small step in the right direction is worth celebrating. The Healthy Steps program rewards you for starting on the path to better health. By simply being up- to- date on your annual screenings, going to a preventative dentist visit and filling out an online health assessment, Denver Wellness will provide you with an incentive to offset your health insurance premium costs.

Visit the Denver Wellness Page for more information.

Office of Human Resources
OHR Benefits 201 W. Colfax Ave., Dept. 412 Denver, CO 80202 www.denvergov.org/benefits benefits@denvergov.org tel. 720.913.5697 fax 720.913.5548 Workday - for viewing and changing benefit elections	Denver Wellness 201 W. Colfax Ave., Dept. 412 Denver, CO 80202 www.denvergov.org/wellnessprogram wellness@denvergov.org tel. 720.913.5690
Medical
Denver Health www.denverhealthmedicalplan.com tel.(303) 602-2100	Kaiser Permanente www.kaiserpermanente.org Group# 0075 Member Services - (303) 338-3800 For appointments and   advice call (303) 338-4545	UnitedHealthcare www.myuhc.com Group# 0717340 tel. (800) 842-5520
Dental
Delta Dental www.deltadentalco.com EPO Group# 6791 DPO High Group# 6793 DPO Low Group# 6026 tel. (800) 610-0201
Vision
VSP Vision www.vsp.com tel. (800) 877-7195
Tax-Free Health Savings and Spending Accounts
Health Savings Account (HSA) Optum Bank https://www.optumbank.com/ Lost or stolen debit card? Call 1-866-234-8913	Flex Spending Account 24 Hour Flex www.24hourflex.com tel. (303) 369-7886 or (800) 651-4855
Life and Disability Insurance
Standard Insurance Co. www.standard.com tel. (800) 759-8702
Retirement Planning
Denver Employees Retirement Plan www.derp.org tel.(303) 839-5419	TIAA www.tiaa-cref.org/denver tel. (855) 259-4648
Guaranteed Ride Home for Employees with an EcoPass
OHR Benefits 201 W. Colfax Ave., Dept. 412 Denver, CO 80202 benefits@denvergov.org tel. 720.913.5697
Legal
ARAG Legal ARAGLegalCenter.com tel. 800.247.4184
Employee Assistance Program (EAP)
GuidanceResources www.guidanceresources.com Web ID: DENVEREAP tel. (877) 327-3854