Employee Benefits Overview

The following is a summary of the benefits available to BHP employees. Some are available to all employees, Others are limited and depend upon the employee group, date of hire, retirement plan participation, or other factors.

Medical and Dental Insurance

Medical and Dental insurance coverage is available to standard employees who work 20 hours or more. Available plans are:

Basic Medical - Choice of any one of the following:

• United Health Care Preferred Provider Organization (PPO)
• United Health Care Health Maintenance Organization (HMO)
• Kaiser HMO

Supplementary Benefits:

• AFLAC Plans such as Cancer Care, Intensive Care , Accident, Long Term Care and many more.
• Vision Care (from Vision Service Plan, VSP)

Dental:

• Delta Premier
• Delta Preferred PPO

Life and Long-Term Disability Insurance

Life and long-term disability insurance coverage is available only to standard employee groups who work a minimum of 20 hrs per week.

Life:

• Standard Insurance Company basic group term
  BHP pays total premium for all employees working 20 hours or more per week.
• Standard Insurance Company voluntary life insurance
• PERA Survivors elective decreasing term, from UnumProvident (PERA pension participants, including Temporary or Seasonal).

Long-Term Disability (LTD):

• Standard Insurance Company
  BHP pays total premium for full time employees, prorated percentages for part-time employees.

Retirement Plans

All employees must participate in a retirement plan. Applicable laws and regulations specify mandatory and permissible participation in any plan. Plan eligibility is limited to the group indicated below.

• Public Employees Retirement Association (PERA )

Workers' Compensation Insurance

BHP carries Worker's Compensation insurance for all employees.

Medicare Insurance

BHP and employees, hired after April 1, 1986, each contribute 1.45% of pay to Medicare insurance as required by Federal law.

Deferred Compensation Plans

• PERA-sponsored "401(k)" plan: (available to all PERA retirement plan participants in any group, including Temporary or Seasonal).

Plan numbers indicate the authorizing section of the Internal Revenue code. Participation is optional. Through the plan, employees may "defer" part of their salary by authorizing BHP to place part of their pay into various employee-selected investment opportunities. The amount deferred in a given year is not subject to income tax until the employee receives distribution of the invested amount and earnings on it, normally after termination or retirement. This plan thus allow employees to reduce their current taxable incomes and to invest and gain earnings on dollars they would otherwise pay in current income tax.

• HealthCare Flexible Spending Account (HCFSA):
  This plan lets employees reduce their taxable pay by up to $4,000/year for most medical- or dental- related expenses not paid by insurance, excluding insurance premium costs.

• Dependent Care Flexible Spending Account
  This plan lets employees reduce their taxable pay by up to $5,000/year for expenses they incur to purchase dependent care in order to allow them to work.

Financial Services

• Direct Deposit:
  BHP provides a direct deposit service in which employees' paychecks are directly deposited into a designated savings or checking account. A paycheck may be divided among several accounts in different institutions if desired.

• Credit Union:
  BHP employees are eligible to join the Boulder Municipal Employees Federal Credit Union, which offers savings and checking accounts, loans, payroll deduction, life insurance services, travelers' checks, money market and small savers certificates, Christmas Club Accounts, IRAs, money orders, free notary service, wire transfer of funds, savings bonds, direct deposit, VISA debit/ATM cards, and 24-hour phone banking.

Transportation

• Bus ("Eco") Pass Program:
  All standard employees are eligible to receive an Eco Pass entitling the holder to free, unlimited use of the RTD system throughout the Denver Metro area. Temporary, seasonal and work study employees are not eligible. Eco Pass holders who have come to work using alternate modes of transportation are also guaranteed free cab service home in case of an emergency. Eco Passes can be obtained at the City of Boulder Human Resources Department. There is a $25 fee to replace passes.

• Vehicle Usage Reimbursement:
  Employees may be reimbursed for work-related private vehicle or bicycle usage at $0.55 per mile, at supervisor's discretion. Employees receiving vehicle mileage reimbursement will be required to provide proof of current liability insurance in compliance with the State of Colorado Financial Responsibility Act.

Health & Family

• Employee Assistance Program:
  The Employee Assistance Program (EAP) is a confidential program paid for by BHP. The EAP provides problem identification, counseling and referral services at no cost to the employee. Through the EAP, employees can receive assistance for a wide range of issues, including: parenting concerns, family and relationship issues, alcohol and drug abuse, emotional difficulties, stress-related problems, conflicts at work or home, and other personal concerns.

• Wellness Program:
  The mission of this program is to enhance and improve employee satisfaction, physical health, and wellness. It is open to all benefited employees and is at no cost to the employee to participate.
  
  Wellness Pass Includes:
  Free use of all the recreation centers and outdoor pools
  Free pass to Boulder Reservoir
  Discount massages
  Free drop in aerobics, cycling and yoga classes
  Nutrition consultations
  Free session with a personal trainer
  Employees not wishing to participate in the wellness program are still eligible to receive a parks and recreation pass for half off.