Benefits Guide - DCTA · care, prescription drugs and hospitalization. Useful tips to control your health: Take a proactive role in your healthcare Be honest with doctors Seek all

Employee Benefits

Guide

2014

2 0 1 4 D C T A E M P L O Y E E B E N E F I T S G I U D E

1

Our Benefits

Contents

Introduction 1

How to Enroll 2

Medical Coverage 3

Prescription Coverage 5

Dental Plan 6

Vision Coverage 7

Life Insurance 8

Flexible Spending Accounts 9

Disability Coverage 11

Employee Assistance 12

Retirement 13

COBRA 14

Wellness Program 15

Provider List 16

Benefits Cost 17

More Benefits 18

Employer Exchange Notice 19

Coverage Notices 20

The benefits offered by the Denton County Transportation Authority (DCTA) are designed to provide a comprehensive program in support of our Total Compensation package. We encourage you to evaluate and select benefits that best suit the needs of you and your eligible dependents This benefits guide highlights the many benefit options available to you and explains how to enroll in the benefits you choose. Please read this guide carefully, make your decisions, and enroll. The key to getting the most from our benefits program is to take an active role in understanding and using the plans so that you are getting the best value for the money you spend.

Who is Eligible for Benefits? Full-time employees and eligible dependents may enroll in benefit plans. Eligible dependents include:

Natural, step or adopted children under age 26 (they do not have to be full-time students) married or unmarried

Legal spouse (common-law not allowed on benefits) Unmarried children of any age if mentally or physically

incapable of self-care or self-support (requires annual review by carriers)

Grandchildren are only eligible if the employee provides evidence of court appointed guardianship.

Eligibility Documents Required Marriage Certificate Common Law Certificate Birth Certificate Adoption or Placement of Adoption documents Foster Care Documents Incapacitated Child Documentation Enrolling a Grandchild: Eligible grandchildren must be a

dependent of the Covered Employee for support pursuant to federal income tax law.


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How to Enroll The Human Resources Department coordinated all employee benefit enrollment and changes. DCTA offers you the opportunity to enroll or change benefits only for the following reasons: (1) New Hire or Rehire (2) Annual Open Enrollment (3) Family Status Change (4) Status Change from Part Time to Full Time

Plans or dependents may not be changed during the year unless you experience a qualifying family

status change and make your selections within 30 days of that event.

Do I have to enroll every year? Yes! Every year you must make enrollment choices during “Annual Open Enrollment” – even if the choice is “No change!” This ensures you select the plans, options and covered dependents that you need on the plans each year. Also, if you are enrolled in the Flexible Spending Accounts, these require annual selections to continue participation.

What is a Family Status Change? A family status change is a life event that allows you to make benefit changes consistent with the event. Family status changes are effective the date of the event if you make the changes within 30 days of the event date. Eligible family status changes are: marriage, divorce, birth, adoption, death, child reaching age 26 (child is terminated from the system automatically on their 26th birth date), child losing eligibility, spouse’s gain or loss of other coverage or employment.

Event Deadline to Enroll Effective Date of Change

New Hire 30 days from hire 1st of month following hire

Rehire 30 days from rehire 1st of month following rehire

Family Status Change 30 days from event Effective date of event

Loss of Dependent Eligibility (reaching age 26, marriage, etc.) 30 days to cancel Effective date of event

Annual Open Enrollment As communicated each year January 1 each year

NOTES:______________________________________________________________________________________________________________ __________________________________________________________


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Medical Coverage Medical insurance represents one of the largest components of the Denton County Transportation Authority (DCTA) Employee Benefits Plan. It is for this reason that we offer eligible employees a comprehensive Preferred Provider Organizations (PPO) Plan through the Texas Municipal League Intergovernmental Employee Benefit Pool (TMLIEBP) which is designed to provide you and your family with access to quality, affordable health care. DCTA’s medical plan option provides coverage for the same types of expenses, such as doctor’s office visits, preventive care, prescription drugs and hospitalization. Useful tips to control your health: Take a proactive role in your

healthcare Be honest with doctors Seek all the best treatment available

and a second opinion Don’t try to handle it yourself Preventive Care Routine checkups and screenings can help you avoid serious health problems, allowing you and your doctor to work as a team to manage your overall health. Preventive care focuses on maintaining your health, and establishing your baseline health status. During your preventive visit your doctor will determine what tests or screenings are appropriate for you based on many factors such as your age, gender, overall health status, personal health history and your current symptoms or chronic health concerns.

PPO 75-25-A

Plan Highlights In-Network Coverage

Out-of-Network Coverage

Annual Deductible $750 individual $1,500 family

$1,000 individual

$2,000 family Annual Out-of-Pocket Maximum

$2,500 individual

$5,000 family

No maximum No maximum

Adult physical examinations, including diagnostic tests and immunizations

100%, no deductible

55% after deductible

Well-woman exams by PCP or OB/GYN, including mammogram and Pap test

100%, no deductible


Routine pediatric care, including diagnostic tests and immunizations

100%, no deductible


PCP office visit 100% after $30 copay


Specialist office visit 100% after $30 copay


Emergency Room 85% after $100 copay

85% after $100 copay

Urgent Care 100% after $55 copay


Outpatient surgery 85% after deductible


X-ray and lab tests Preferred Other

100% after deductible 85% after deductible

55% after deductible 55% after deductible

Surgical services 85% after deductible


Semi-private room and board




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DCTA Employees

$10 co-pay


5

Prescription Coverage

Local Pharmacy Benefit: Use this benefit to purchase a short-term or single 30-day prescription at a network pharmacy in your area such as Kroger’s, Sam’s, Target, Tom Thumb, CVS, etc. Mail-Order Benefit: A convenient and cost-effective way to get your prescriptions delivered right to your home through the Home Delivery Pharmacy. Your home delivery benefit allows you to receive up to an 84 or 90-day (3-month) supply for only two times your regular local pharmacy copay, so you save one month’s cost every time you order. Plus, standard shipping is free!

Employee Cost Share Copay Information

Retail Covered Individual

Mail Order 84 or 90-day supply

Prescribed Over the Counter Alternatives: Non-Sedating Antihistamines (Claritin®, Claritin-D®, Alavert®, Allegra®, Allegra-D®, Zyrtec®, Zyrtec-D®) per prescription Stomach and Ulcer (Prilosec®, Prevacid®, Zegerid®) per prescription Smoking Cessation (Nicorette Gum) Quantity Limit - 3 boxes per plan year General: Aspirin, Folic Acid, Fluoride Chemoprevention Supplements, Iron Deficiency Supplements, Vitamin D supplementation to prevent falls in community-dwelling adults age 65 years and older who are at an increased risk for falls.

$0.00 N/A

Value Tiered 34 day generic $0.00 N/A

Value Tiered 84-90 day generic $9.00 N/A

Generic $10.00 $25.00

Best Brand Price List $38.00 $95.00

Non-Best Brand Price List $60.00 $150.00

Cost Share $120.00 $300.00

Specialty/Biotech Prescriptions N/A $100.00 up to 34 day

Biosimilar Prescriptions N/A $75.00 up to 34 day


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Dental Plan Your dent a l hea l th is an impor t ant par t o f your overa l l hea l th care f ramework . DCTA ’ s Dent a l P lan s are adm in i s ter ed through TML -IEBP . These p lans can p rov id e you and you r fam i ly w i th coverage fo r typ ica l dent a l expenses, such as c lean ings , X - ray s , f i l l ings and or t hodont ia fo r ch i ld ren .

Plan Feature TML PPO Plan

Annual Deductible

Individual Family

$50

$150 max

Annual Benefit Maximum $2,000 per calendar year

Preventive Services (Exams, routine cleanings, fluoride treatments, space maintainers)

100% (no deductible)

Basic Services (X-rays, fillings, sealants, denture repairs)

You pay 20% after deductible

Major Services (Crowns, inlays, onlays, bridges, dentures)

You pay 50% after deductible

Orthodontia $3,000 per lifetime

Children to age 19

NOTES:__________________________________________________________________________________________________________________________________________________________________________________________________________________________


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Vision Coverage How Addit iona l Voluntary Vis ion Coverage Works? EYEMED Vision, a leading provider of managed vision care services, is proud to be your vision insurance provider. Each eligible employee may elect to participate in the EYEMED Vision Program. You choose the level of coverage appropriate for you and your family’s needs. You can receive services from one of EYEMED’s thousands of eye care professionals, and receive the highest level of vision benefits. OR, choose to receive care outside of the EYEMED network. Please be aware that by using an out-of-network provider, you will incur greater out-of-pocket expenses.

To locate an in-network provider Call 1-866-4EyeMed

Visit EYEMED’s website at www.eyemedvisioncare.com

Plan Feature In-Network Non-Network

Eye Exam $0 copay Up to $30

Lenses $0 Up to $60

Frames Up to $100

retail allowance Up to $50

retail

Contact Lenses Up to $200 allowance

Up to $160

Frequency: Examination,

Frame,

Lenses and Contact Lenses

Once every 12 months

Once every 12 months

As an EyeMed member you have 24/7 access to the details of your

vision plan benefit. View your benefits, locate a provider, print an ID card or view your claim

status with the click of a button.

REGISTER TODAY! www.eyemedvisioncare.com/member

NOTES:__________________________________________________________________________________________________________________________________________________________________________________________________________________________________


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Applying for Increases in Life Insurance during Annual Enrollment?

Evidence of insurability is required for any coverage you elect for your spouse if you enroll him/her after the initial eligibility period as a new hire. Increases do not go into effect until the completed form is received and forms are sent to the carrier for review. Increase requests can be approved or denied and may require additional tests.

You will be notified by the carrier if any additional infor-mation is needed to consider the request. Increases are not effective until approved by the carrier and DCTA receives notification of the approval. Any increase in premium is effective the first day of the month following notification.

Additions or increases to Child Life are not available. Additions or increases to AD&D do not require proof of good health. They will be effective on the eligibility date for which the coverage is elected.

Life Insurance Basic Group Coverage

DCTA automatically provides Basic Life and Accidental Death and Dismemberment (AD&D) Insurance for all eligible employees at no cost. These coverages are equal to 2 times your annual base earnings; up to a maximum benefit of $210,000. The Life insurance benefit is paid to your beneficiaries in the event of your death. AD&D Insurance is available for you and your family to help with expenses in the event you or a covered dependent dies or becomes injured as a result of an accident.

IRS Rules About Basic Life Coverage IRS regulations require that the value of life insurance benefits over $50,000 be reported as “imputed income,” which is non-cash income that you receive from an employer-provided benefit. The value of any coverage that exceeds $50,000 will be reported to the IRS as imputed income on your W-2 form.

Voluntary Life AD&D In addition to Basic Life Insurance, you may also purchase Optional Life Insurance for yourself, your spouse and your dependent children.

Type of Coverage Coverage Amount

Employee

1 – 5 times annual base earnings, up to the lesser of 2x your annual earning or $500,000

Any amount you elect over $100,000 is subject to Evidence of Insurability

Spouse

$5,000 increments with a maximum of $250,000

Any amount you elect over $25,000 is subject to Evidence of Insurability

Child(ren) $10,000 per child

(or $250 for ages 14 days to 6 months)


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Flexible Spending Accounts There are two types of Flexible Spending Accounts – one for health care expenses and another for day care expenses. Flexible Spending Accounts are voluntary. Each year, you decide whether or not to participate. You must re-enroll each year for this benefit if you want to continue participating. Flexible Spending Accounts let you pay for eligible expenses with pre-tax dollars – money deducted from your paycheck before taxes are calculated. These pre-tax dollars are never taxed.

Health Care Account When you enroll in a health care account, you will be issued a benefit card from Discovery Benefits that works much like a debit card. This simplifies the process of paying for eligible medical expenses. When you use the card for payment, the payment amount is automatically deducted from your eligible annual amount. You can use the benefit card to pay for eligible expenses that aren’t covered by your insurance or your spouse’s insurance plans, such as: • Medical and dental plan deductibles • Vision expenses • Co-insurance amounts • Pharmacy copays • Copays

For an expense to be eligible, you must receive the service in the same year that you made the contribution to the account and while you were actually participating. At times you may be asked to submit a receipt in order to meet IRS guidelines. If you have a claim and are not able to use the benefit card, Discovery Benefits has an on-line system for submitting claims.

KEEP YOUR RECEIPTS! You will always be asked to provide receipts for eligible dental and vision care services to meet IRS guidelines! Furthermore, if you or your dependents are not enrolled in the DCTA

medical plan, you may be asked to submit a receipt to Discovery Benefits for your expenses.

Important: FSA participation

requires an election during annual

enrollment, even if the prior amount

designated remains the same.


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Flexible Spending Accounts

Remember to Plan Ahead or Risk Losing Money Flexible Spending Accounts reduce the amount of income tax you pay, so the IRS has established specific rules for them. Beginning in 2014, employers may allow plan participants to carry-forward up to $500 of their unused FSA balances remaining at the end of a plan year.

Use It, Lose It, Carry-

forward!

Contribution Limits If you want to participate, here are the annual amounts you can deposit to each account:

Deposit Limits Health Care

Account Dependent Care

Account

Annual Minimum $120 ($5 per pay period)

$120 ($5 per pay period)

Annual Maximum $2,500

$5,000 ($2,500 if married and filing separate returns)

Dependent Care Account (Day Care) You can use this account to reimburse yourself for certain dependent care expenses:

• Care for children under age 13 who qualify as de-pendents on your federal tax return;

• Care for your spouse or child of any age who is physically or mentally incapable of taking care of himself or herself;

• Care for other family members who are physically or mentally incapable of self-support and who qualify as dependents on your federal tax return; and

• Expenses you submit for reimbursement must be for care provided so you (and your spouse, if you’re married) can work, look for work, or attend school on a full-time basis.

When you enroll in a Dependent Care Account, reim-bursement for your expenses will be provided by Discovery Benefits. Claim forms are available online www.discoverybenefits.com and at your Human Resources Department. Discovery Benefits offers a convenient direct deposit service, providing reimbursement directly to your designated bank account after the claim is submitted. Discovery Benefits offers automatic reoccurring direct deposit reimbursements to participants in the Dependent Care Account.


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Long-Term Disability Coverage Most illnesses or injuries prevent you from working for only a few days. But more serious conditions could keep you out of work for weeks, months or even years. Fortunately, DCTA provides you with a source of income during these difficult times. The Long-Term Disability (LTD) Plan helps protect you and your family. LTD is intended to protect your income for duration after you have depleted short-term disability or any sick leave your company may offer.

Plan Feature Description

Maximum Monthly Benefit 60% of salary up to $6,000 per month

Benefits Begin Your benefits start after you’ve been unable to work for 90 days, and you’ve used up your sick and vacation leave once your claim is approved.

Benefit Limitations of 24 months Mental Illness Substance Abuse Specified illness

Benefits End

At age 65, if you become disabled before age 61. Benefits continue for a set period of time if you are disabled after age 61. Benefits also end when you are able to return to work, if your absence lasted one year or less.

Disability coverage Short-Term Disability Coverage DCTA offers you two disability plans that work together to keep all or part of your paycheck coming if you cannot work because of illness, injury or pregnancy. Short Term and Long-Term Disability benefits are administered through Lincoln Financial. The disability benefits are provided by DCTA to all eligible employees at no cost.

Plan Feature Description

Maximum Weekly Benefit 66.67% of weekly salary up to $1,000 per week

Benefits Begin Your benefits start on the 1st day for an accident or day 8th for an illness

Benefit Reductions

Your benefits may be reduced if you are receiving benefits from any compulsory benefits such as workers’ compensation or receiving sick leave from your employer.

Benefits End Maximum duration of the benefit duration is 13 weeks


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Employee Assistance Employee Assistance Program: A Source for Confidential Help

Life doesn’t always go smoothly, and balancing the needs of your family with your job responsibilities isn’t easy. When problems arise, it’s best to get help as soon as possible, before the problem gets worse. That’s why DCTA offers the services of an Employee Assistance Program (EAP) to employees and their families at no cost to the employee. Calls and counseling sessions at the EAP are confidential. You may call the EAP 24 hours a day, seven days a week, to discuss your

concerns, to get crisis counseling, to get referrals for face-to-face counseling and to get referrals for child care or elder care services. EAP counselors specialize in short-term counseling and problem solving. They will help you: clarify the problem; identify options and explore alternatives for addressing the problem; and develop a plan for you. The plan may involve short-term counseling in the EAP or a referral to an appropriate resource in the community or through your benefit plan. In all cases, the decision of how to handle your concern and manage your life is up to you. If you need longer-term counseling or more intensive services than the EAP counselor can provide, you’ll be referred to a network provider under the DCTA’s health plan for appropriate care. The EAP is provided by an independent, professional and confidential counseling service – ComPsyc Corporation. ComPsyc is staffed by highly professional, skilled and licensed counselors and social workers who are trained to provide help for personal problems and recommend community resources to assist you and your family members. No one but you and your professional counselor will know if you choose to seek help.

Beginning January 1, 2014, DCTA employees and their dependents can access online information by visiting www.Lincoln4Benefits.com and click on the Employee Connect link. Access will require the following general log-in information:

User name: LFGsupport Password: LFGsupport1

Call toll-free 1-888-628-4824 to speak with a specialist.

EmployeeConnect

Among other things, the EAP can help you with:

•Work - Life Stress • Family/Parenting Issues • Marital/Relationship

Problems • Depression or Anxiety • Anger Management • Alcohol &Drug

Dependencies • ID Theft • Grief


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VALIC Solutions With nearly 50 years of experience in group retirement, Nationwide Retirement Solutions provides variable and fixed tax-deferred group annuities, mutual funds and stable value options for public employees. Online source for accessing retirement plan enrollment materials and associated regulatory documents.

www.my.valic.com/Online

Retirement Texas County and District Retirement System DCTA understands that post-employment benefits are also an important consideration to your benefits package. We currently offer retirement ben-efits to employees who are eligible to retire through Texas County and District Retirement System (TCDRS) immediately following full-time employment. DCTA matches the employee’s 5% contribution (a required automatic deduction from paychecks) at a two-to-one-half match. Your account earns an annual interest credit of 7%. TCDRS credits this interest to your account each December 31, based on your account balance as of January 1. TCDRS recognizes Proportionate Retirement Program and Military Service Time. You cannot withdraw money from your account while you are still working for DCTA. Also, you may not borrow or get loans on your TCDRS account.

Retirement Eligibility:

• Age 60 with 5 years of service • Any age with 30 years of service • Rule of 75 (age plus years of service equals 75) • Survivor Benefits eligible after completion of 4 years of service • Disability Retirement Benefits eligible based on service time

Social Security An important supplement to DCTA’s Retirement program is Social Security. You and DCTA make contributions to this federally administered plan. Social Security retirement and survivorship benefits are based on contributions, retirement eligibility is based on your age; if born after 1960 your full retirement age is 67.

For more information or to apply for retirement benefits contact your local Social Security Administration office or call toll-free 1-800-772-1213.

Deferred Compensation Plans (457) You may choose to save for the future with a 457 deferred compensation retirement plan. Employees may choose from two different deferred compensation plans including ICMA Retirement Corporation and VALIC Solutions. Packets of information about these plans are available in the Human Resources Department. Below is a summary of each plan.

Your TCDRS account Information at your

fingertips!

Register today at www.TCDRS.org

See the balance of your TCDRS account (does not include employer contribution).

View your beneficiaries.

See date you are eligible to retire.

View your total months of service.

Update your personal information

ICMA Retirement The ICMA Retirement Corporation is a not-for-profit corporation founded by public service employees. ICMA-RC also offers traditional 457b and Roth IRA’s. Other ICMA services include:

• 24-hour access to account information • Ability to transfer assets and allocate future contributions over the phone and the Internet • Competitive fees, no hidden fees.

• Quarterly account statements, performance summaries and newsletters.

www.icmarc.org


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COBRA Consolidated Omnibus Budget Reconciliation Act DCTA offers continuation of coverage (COBRA) to employees or dependents that experience a COBRA qualifying event resulting in a loss of company-sponsored benefits. These may include medical, dental, vision, and health flexible spending accounts. COBRA benefits are the same as your active employee benefits, but the cost is much more because you do not get the DCTA’s contribution. You pay the full cost, plus a 2 percent fee. Discovery Benefits is the plan administrator for Denton County Transportation Authority (DCTA) COBRA plans. Upon experiencing a COBRA event, you and/or your affected dependent will receive a notification letter to advise you of options, guidelines and costs at that time. You only have 60 days from the date of notification to make election and 45 days from the election date to pay. COBRA benefits are not reinstated until the election and first payment are received. Costs vary annually and are provided at the time of the event in the letter. Discovery Benefits will provide employees and their families communication materials, payment and plan documents. The chart below illustrates the COBRA plan rates for 2014.

2014 Benefit Plan Rates January 1, 2014 – December 31, 2014

Medical and Prescription Coverage Level

COBRA Rate (Including 2%

administrative fee)

Monthly Rates

Employee Only $631.56 Employee + Spouse $1,428.15

Employee + Child(ren) $1,059.84 Employee + Family $1,637.69

Vision Coverage Coverage Level COBRA Rate

Monthly Rates

Employee Only $11.26 Employee + Spouse $21.39

Employee + Child(ren) $22.52 Employee + Family $33.10

Dental Coverage Coverage Level COBRA Rate

Monthly Rates

Employee Only $30.74 Employee + Spouse $63.12

Employee + Child(ren) $66.36 Employee + Family $94.39

Flexible Spending Account (FSA) Monthly rates will vary. Elections for FSA are post-tax and are handled on a month to

month basis. Employee election will include a $4.50 per month administrative fee.


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Wellness Program

DCTA, Holmes Murphy and the team of Benefit plan providers are working towards encouraging and promoting healthier workforce. Through education, activities and healthier choices, the DCTA Wellness Committee will design program activities to help empower employees and their families to take charge of their health and to become smarter consumers. The changes we make today will help to control the costs of our medical plan’s future! A few key elements of the DCTA Wellness Program are to provide staff with opportunities to receive information and assistance needed to work toward a more healthful lifestyle. Program

activities includes health risk appraisal/screening; physical fitness workshops and instruction; educational workshops such as nutrition and healthy cooking, smoking cessation and weight watchers; and spiritual and emotional wellness. The Human Resources Department will manage the program and the Wellness Champion Committee will coordinate all program activities. Questions or program suggestion contact a Wellness Champion today! The 2014 Wellness Champions are Leslee Bachus, Kristina Brevard, Jim Cline, Dee Leggett, Anna Mosqueda, Amanda Riddle, Whitney Trayler and Marisa Perry, Chairperson All Wellness incentives and awards are subject to federal taxes.

NOTES:__________________________________________________________________________________________________________________________________________________________________________________________________________________________________


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Provider List Who to Contact Phone/Web Address

Medical and Prescription Dental PPO TMLIEBP

(800) 282-5385

www.tmliebp.org

Vision (866) 939-3633 EyeMed Vision Care www.eyemedvisioncare.com

Life Insurance Coverage (800) 423-2765 Lincoln Financial Group http://www.lfg.com

Disability Coverage (800) 423-2765 Lincoln Financial http://www.lfg.com

Flexible Spending Account (866) 451-3399 Discovery Benefits http://www.discoverybenefits.com

Texas County and Districts Retirement System TCDRS

(800) 823-7782 http://www.tcdrs.org

Email: [email protected]

ICMA-Retirement Corporation ICMA-RC

(800) 669-7400 http://www.icmarc.org

AIG-Valic Retirement Planning

(800) 448-2542 http://www.valic.com

Employee Assistance Plan EmployeeConnect

User name: LFGsupport Password: LFGsupport1

Call toll-free 1-888-628-4824 www.Lincoln4Benefits.com

Employee Benefits (866) 252-8671

Help Line Email: [email protected]

DCTA Human Resources Department

Benefits Administrator Shanna O'Gilvie

(972)221-4600 , (972) 316-6097 [email protected]

Our Benefits Program Has You Covered


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Effective January 1, 2014 - December 31, 2014 24 pay periods

Benefit Cost TML-IEBP Medical PPO (75-25-A Plan)

DCTA provides employee coverage at 100%. Family coverage is available at an additional cost with a company provided 65% dependent subsidy. Medical coverage is effective 1st of month following 30 days of

full time employment

Tier Monthly Rate DCTA Portion

Employee Portion Per Pay Period

Employee Only $619.18 $619.18 $0.00 $0.00

Emp + Spouse $1,400.15 $1,126.81 $273.34 $136.67

Emp + Child(ren) $1,039.06 $892.10 $146.96 $73.48

Emp + Family $1,605.58 $1,260.34 $345.24 $172.62

TML-IEBP Dental III PPO DCTA provides employee coverage at 100%. Family coverage is available at an additional cost with a

company provided 45% dependent subsidy. Dental coverage is effective 1st of month following 30 days of full time employment

Tier Monthly Rate DCTA Portion

Employee Portion Per Pay Period

Emp Only $30.14 $30.14 $0.00 $0.00

Emp + Spouse $61.88 $44.42 $17.46 $8.73

Emp + Child(ren) $65.06 $45.85 $19.21 $9.61

Emp + Family $92.54 $58.22 $34.32 $17.16

EyeMed Vision (Select Network - Plan H) Tier Monthly Rate DCTA

Portion Employee

Portion Per Pay Period

Emp Only $11.04 $0.00 $11.04 $5.52

Emp + Spouse $20.97 $0.00 $20.97 $10.49

Emp + Child(ren) $22.08 $0.00 $22.08 $11.04

Emp + Family $32.45 $0.00 $32.45 $16.23

Lincoln Financial Basic and Disability Insurance DCTA pays 100% of Basic Life/AD&D employee coverage.

DCTA pays 100% of Short Term and Long Term disability coverage. Voluntary Life/AD&D Insurance Lincoln Financial

Employees pay 100% of Voluntary Life/AD&D coverage.


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More Benefits Official Holidays

9 (8 fixed and 1 personal choice)

New Year's Day

President’s Day

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Day After Thanksgiving

Christmas Day

Paid Time Off DCTA provides a competitive paid time off program including official holidays, vacation time, paid sick leave and more. Please visit our employee Handbook to review details of these programs and policy.

Vacation Begin accrue 1 day per month, first month of employment using midmonth convention. Eligible to take accrued vacation after 6 months of full time employment. Employees are permitted to carried over 40 hours of vacation per calendar year, un-used timed will be forfeited. Rate of Accrual 12 days – years 1 through 4 17 days – after 5 yrs

Sick Leave Eligibility begins first month using mid-month convention. Accrue 8 hrs/mo. Maximum accumulation for pay at termination is 720 hrs. Sick Leave may be used for employee, spouse, dependent child (stepchild), parent, or spouse’s parent’s illness.

Additional Leave Coverages Workers’ Comp Jury Duty

Leave Without Pay Military Leave

Bereavement Leave


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Coverage Notices

Women’s Health and Cancer Rights Act of 1998 – Notice of Post-Mastectomy Benefits The Women’s Health and Cancer Rights Act of 1998, a federal law, was enacted on October 21, 1998. This law requires that a medical plan’s coverage of a necessary mastectomy also include the following post-mastectomy coverage for: Reconstruction of the breast; Surgery of the other breast to achieve the appearance of symmetry; Prostheses; and Treatment of physical complications during any stage of the mastectomy, including lymphedemas. This coverage will be provided in consultation with the attending physician and the patient. Benefits will be subject to the same annual deductibles, copays and coinsurance as applicable to any other type of care. The Newborns' and Mothers' Health Protection Act of 1996 (Newborn's Act) Group health plans generally may not, under federal law, restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a vaginal delivery, or less than 96 hours following a cesarean section. However, federal law generally does not prohibit the mother’s or newborn’s attending provider, after consulting with the mother, from discharging the mother or her newborn earlier than 48 hours (or 96 hours as applicable). In any case, plans and issuers may not, under federal law, require that a provider obtain authorization from the plan or the issuer for prescribing a length of stay not in excess of 48 hours (or 96 hours). Special Enrollment Rights under Health Insurance Portability and Accountability Act (HIPAA) of 1996 The Health Insurance Portability and Accountability Act (HIPAA) of 1996 provides the following special enrollment rights: If you do not enroll for medical coverage for yourself and your dependents (including your spouse) because of other health insurance coverage, you may be able to enroll yourself or your dependents in the medical plan, as long as you request enrollment within 31 days after your other coverage ends. You will need to provide proof that your other coverage has ended. In addition, if you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents as long as you request enrollment within 31 days after the marriage, birth, adoption, or placement for adoption. Effective April 1, 2009 special enrollment rights also may exist the following circumstances: If you or your dependents experience a loss of eligibility for Medicaid or a State Children’s Health Insurance Program (SCHIP) coverage and you request enrollment within 60 days after that coverage ends; or If you or your dependents become eligible for a state premium assistance subsidy through Medicaid or a SCHIP program with respect to coverage under this plan and you request enrollment within 60 days after the determination of eligibility for such assistance. Patient Protection Disclosure DCTA generally allows the designation of a primary care provider. You have the right to designate any primary care provider who participates in our network and who is available to accept you or your family members. For information on how to select a primary care provider, and for a list of the participating primary care providers, contact Human Resources at (972) 316-6097. For children, you may designate a pediatrician as the primary care provider. Medicare Part D Notification If you or a dependent are eligible for Medicare due to age or disability, please review the inserted important notice regarding Medicare Part D Prescription Drug coverage. Please read the notice carefully and keep it with your important papers. If you have any questions, visit www.medicare.gov or call your State Health Insurance Assistance Program. For more information about this coverage contact DCTA Human Resources at (972) 316-6097.


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This guide highlights the main features of many of the benefit plans sponsored by Denton County Transportation Authority (DCTA). Full details of these plans are available; please contact the DCTA Human Resources Department. If there is any discrepancy between the plan documents and the information described here, the plan documents will govern. Participation in the plans does not constitute an employment contract. DCTA reserves the right to modify, amend or terminate any benefit plan or practice described in this guide. Eligibility for any benefit plan is determined by applicable plan documents and policies.

Questions: If you have any questions about these DCTA

employee benefits, call the DCTA Human Resources office at 972-221-4600