Important Information Page 2

Medical Plans Page 3

Medical Plan Premiums Page 4

Dental Plan Page 5

Health Savings Account (HSA) Page 6-7

Section 125 Reimbursement Accounts (FSA) Page 8

Life and Disability Insurance Page 9

Employee Assistance Program (EAP) Page 10

Retirement Page 11

FitBit Program Page 12-13

Fieldhouse and Paid Time Off Page 14

Contact Information Page 15

What’s Inside:

WELCOME Your benefits are an important part of your overall compensation. Summit County is pleased to offer a comprehensive array of quality benefits to protect your health, your family and your way of life. This guide was designed to answer some of the basic questions you may have about your benefits. Please read it carefully along with any supplemental materials you receive.

Employee Benefits

Guide

January 1, 2019 — December 31, 2019

2019

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2019 BENEFITS GUIDE

When Coverage Begins

Newly hired employees will receive benefits the first day of the month following date of hire, provided the enrollment forms are submitted timely and in the proper format.

Any changes made during the annual Open Enrollment period will begin on January 1st immediately following Open Enrollment.

Special Enrollment changes made due to a Qualifying Change will generally be effective on the first day of the month following the date of the Qualifying Change. Please contact the Personnel Department for more information.

Special Enrollment Opportunities After the enrollment deadline, your benefit election is generally irrevocable, meaning you cannot add, modify, or terminate coverage for the remainder of the plan year. However, you may experience Qualifying Changes, which may allow special enrollment opportunities to make changes to your coverage during the year. These Qualifying Changes are noted below. However, you must contact the Personnel Department to determine if this health plan and your circumstances allow a mid-year change. If so, you must complete and return a change form to Human Resources within 30 days of the event.

Qualifying Changes Divorce or legal separation; Marriage or change in the number of dependents; Change in employment status of employee, spouse, or

dependent(s) that causes loss of eligibility; Dependent ceases to satisfy eligibility requirements; Change in residence that causes loss of eligibility; Significant changes in County benefit plan(s) including cost

change, significant coverage curtailment, additional or significant improvement of company offered benefits;

Change in coverage under another employer plan (including mandatory or optional change from your spouse’s employer and change initiated by your spouse);

Loss of coverage from government plans/programs or educational institution;

COBRA qualifying event (termination, reduction of hours, employee death, divorce, legal separation, ceasing to be an eligible dependent);

Other changes resulting from a judgement, decree or order;

Medicare or Medicaid entitlement; FMLA leave of absence; Changes in CHIP eligibility or CHIP subsidy eligibility (must

complete and submit appropriate change forms within 60 days of the qualifying change).

HIPAA Privacy Notice The Health Insurance Portability and Accountability Act (HIPAA) requires employers to adhere to strict privacy guidelines. This Act also establishes rights that employees have with regard to their personal health information. If you have any questions or want to know more about this federal regulation, please contact the Personnel Department.

Important Note The material in this benefits guide is for informational purposes only and is neither an offer of coverage or medical or legal advice. It contains only a partial description of plan or program benefits and does not constitute a contract. Please refer to the Summary Plan Description (SPD) for complete plan details. In case of a conflict between your plan documents and this information, the plan documents will always govern.

Personnel Department

Please contact the Personnel Department for any benefit related questions, including: contributions, enrollment, benefit change opportunities, notifications for changes in status and address, provider directories, and general carrier information.

Annual Notices Various state and federal laws require that employers provide disclosure and annual notices to their plan participants.

Medicare Part D If you have Medicare, or will become eligible for Medicare in the next 12 months, federal law gives you more choices about your prescription drug coverage. Please contact the Personnel Department for more information.

Voluntary Benefits Voluntary benefits are neither sponsored nor endorsed by Summit County for any purpose.

Social Security Numbers

You are eligible for benefits if you are a Full-Time Regular employee. If you are a Part-Time or Seasonal employee consistently working 30 or more hours per week, you may be eligible to participate in the medical benefits. Please contact the Personnel Department for more information.

You may also enroll your eligible family members under certain plans you choose for yourself.

Required Notice: To show that you are not subject to a penalty, Healthcare Reform law requires you to enter the Social Security Number for all covered dependents at enrollment. The County is required to securely submit this confidential information to the IRS each year.

IRS Regulations IRS regulations govern how and when an employee may make benefit elections and changes under the cafeteria plan sponsored by Summit County. These rules require that the employers enforce firm deadlines. We cannot accept forms turned in after those deadlines have passed. If you want to make a change to your coverage, or if you anticipate experiencing a Qualifying Change, please contact the Personnel Department as soon as you can to discuss the next steps for making an election change. If you do not turn your forms in on time, you will not receive coverage or be able to change your elections!

Important Information

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2019 BENEFITS GUIDE

Medical Plans Summit County offers the following medical plans:

Please Note: Services may be obtained from Out-of-Network providers. However, in this circumstance, you will be subject to a separate Deductible, a separate Out-of-Pocket Maximum, and a difference coinsurance level. In addition, you may be responsible for Balance Billed Amounts, which are amounts billed by an out-of-network provider in excess of the in-network eligible medical expense amounts.

Key Medical Benefits Select Med Plus—Qualified HDHP Select Med Plus—Traditional

In-Network Out-of-Network In-Network Out-of-Network Deductible (per calendar year) Individual $1,500 $3,000 $1,500 $3,000 Family $3,000 $6,000 $3,000 $6,000 Out-of-Pocket Maximum (per calendar year)

Individual $4,000 $6,000 $4,000 $6,000 Family $8,000 $12,000 $8,000 $12,000 Pharmacy Deductible Individual Combined with Medical $100 $100 Family Combined with Medical $200 $200 Prescription Deductibles

Traditional Drugs Tier 1 20% AD $15 AD Tier 2 20% AD $25 AD Tier 3 20% AD $50 AD Specialty Drugs Tier 4 20% AD up to $100 20% AD up to $100 Tier 5 25% AD up to $175 25% AD up to $175 Tier 6 30% AD up to $250 30% AD up to $250 Injectable & Specialty Medications 20% AD 30% AD 20% AD 30% AD Annual Contribution to Your Health Savings Account (HSA) - made by Summit County

Employee Only $1,250 Not Applicable Family (employee + 1 or more) $2,500 Covered Services

Office Visits (Primary Care) 20% AD 30% AD $40 30% AD Office Visits (Secondary Care) 20% AD 30% AD $50 30% AD Intermountain InstaCare Visits 20% AD 30% AD $50 30% AD Preventive Care** Covered 100% Not Covered Covered 100% Not Covered

Hospitalization 20% AD 30% AD $500 per Admit,

then 20% AD $500 per Admit,

then 30% AD Professional Charges 20% AD 30% AD 20% AD 30% AD Maternity 20% AD 30% AD 20% AD 30% AD Outpatient Medical/Surgical 20% AD 30% AD 20% AD 30% AD Emergency Room 20% AD 30% AD $300 AD $300 AD Outpatient Rehab Therapy 20% AD 30% AD $50 AD 30% AD Medical Equipment 20% AD 30% AD 20% AD 30% AD Chiropractic/Acupuncture/Massage 20% AD 30% AD $40 $40 Mental Health Office Visit 20% AD 30% AD $40 30% AD

Inpatient Mental Health 20% AD 30% AD $500 per Admit,

then 20% AD $500 per Admit,

then 30% AD Outpatient Mental Health 20% AD 30% AD 20% AD 30% AD

Residential Treatment 20% AD 30% AD $500 per Admit,

then 20% AD $500 per Admit,

then 30% AD ** AD = After Deductible

Not Applicable

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2019 BENEFITS GUIDE

Monthly Medical Premiums

Biometric Requirements Satisfied & Tobacco Non-User Single Two Party Family

SelectMed + QHDHP

Employee $0 $0 $0 Employer $512 $1,020 $1,580 SelectMed + Traditional Employee $30 $62 $96 Employer $512 $1,020 $1,580

Employee Pay 5% Biometric Requirements Satisfied & Tobacco User (or)

Biometric Requirements Not Satisfied & Tobacco Non-User Single Two Party Family

SelectMed + QHDHP Employee $26 $52 $80 Employer $512 $1,020 $1,580 SelectMed + Traditional Employee $58 $116 $180 Employer $512 $1,020 $1,580

Employee Pay 10%

Biometric Requirements Not Satisfied & Tobacco User Single Two Party Family

SelectMed + QHDHP Employee $52 $104 $158 Employer $512 $1,020 $1,580 SelectMed + Traditional Employee $86 $170 $264 Employer $512 $1,020 $1,580

For a complete descrip on of benefits, limita ons, and exclusions, consult your Summary Plan Descrip on, available from the

Personnel Department or by logging into MyHealth at www.selecthealth.org  

 

The benefits illustrated are in summary form only.  They should not be construed as complete in and of themselves.  They are only for comparison. 

In the case of a discrepancy, the plan documents apply.  Please refer to the formal plan documents for a complete descrip on of benefits, limita ons, and 

exclusions. 

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2019 BENEFITS GUIDE

Dental Plan Summit County offers the following Reliance Standard Dental plan:

  You Pay

Annual Deductible (Applies only to Basic and Major Procedures)  Single $50 Family $150

Coinsurance  Preventive Procedures 20% Basic Procedures 20% Major Procedures 50% Orthodontia Procedures 50%

Calendar Year (Per Person) $1,500 Carry Over (Each Year Per Person) $250 Benefit Threshold (Each Year Per Person) $750 Maximum Carry Over Amount $1,000 Orthodonita Procedures (Lifetime Per Person) $1,500

Maximum Rewards (Annual Maximum) 

Please Note: We do not require filing a pre-authorization form. However, we recommend that as smart, aware consumers, you request your dentist file for a pre-treatment estimate with the claim office for any suggested work of $100 or more, before the work is done. The paperwork will be processed and one copy each returned to you and the dentist so that both parties will know the exact amount of benefits payable and any remaining financial obligation.

Group Claims: (402) 467-7336 Group Administration: (800) 497-7044 Visit the dental website @ www.rsli.com

Sample Procedure Categories The following is a sample list of dental procedures payable under this plan. A complete list of the procedures can be obtained by

contacting Diane Malin in the Personnel Department. Please read the “Limitations” section for additional coverage informa on. 

Preventive Evaluations (Two evaluations will be allowed in a

Benefit Period) Cleanings (Allowed twice in a Benefit Period) Fluoride for Children (Under age 19) Space Maintainers Radiographs (X-rays) Bitewings (Allowed twice in a Benefit Period) Basic Sealants (Under age 17) Limited Exams - problem focused Restorative Amalgams & Resin (Excluding Inlays &

Crowns) Oral Surgery - Simple Extractions Oral Surgery - Complex Extractions Anesthesia Crowns - Stainless Steel (Age 18 and under) Denture Repair Endodontics (Root Canals) Periodontics (Gum Disease)

Major Crown Repair Crowns - Stainless Steel (Age 19 and over) Restorative - Inlays & Crowns Prosthodontics - Fixed Pontics or Abutments Prosthodontics - Removable Dentures,

Partials

            

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What is a Health Savings Account (HSA) ? A Health Savings Account (HSA) is an account that can be funded by you with pre-tax dollars, by Summit County, or both. The HSA helps pay for qualified medical expenses not covered by an insurance plan, including the deductible, coinsurance, and in some cases, health insurance premiums.

Who is eligible for an HSA? Anyone who satisfies all of the following:

Covered by a Qualified High Deductible Health Plan(QHDHP);

Not covered under another medical plan that is not aQHDHP;

Not entitled to (not enrolled in) Medicare benefits; and

Not eligible to be claimed on another person’s tax return.

How much can I contribute to an HSA? Under federal law, the annual contribution limits are:

What is a deductible? It is a set dollar amount, determined by your plan, that you must pay out-of-pocket or from your HSA account before insurance coverage for medical expenses can begin.

Type of Coverage 2019 Maximum

Individual $3,500

Two-Party and Family $7,000

Individuals age 55 or older may be eligible to make a catch up contribution of $1,000.

How does a Health Savings Account Work? How is an HSA used to pay for Qualified Expenses (as explained in IRS Publication 502)? 1. Employee and/or employer funds HSA account.2. Employee seeks medical service.3. A bill for medical service is submitted as a claim

to your insurance carrier and paid in part according to yourQHDHP, subject to a deductible and coinsurance.*

4. Employee can pay the remaining amount with a debit cardor check from their HSA account.

5. This process is repeated until the deductible and out-of-pocket maximum are fulfilled, after which the employeegenerally should be covered for almost all in-networkeligible expenses.

*Subject to plan design.Check Summary Plan Description.

Preventive Care may be covered at 100%.

Part 2: Health Savings Account

Part 1: Qualifying High Deductible Health

Insurance Plan

Intended to cover serious illness or injury after the

deductible is met.

Pays for out-of-pocket qualifying medical expenses incurred

before the deductible is met - using tax-free

dollars!

2019 BENEFITS GUIDE

What is the difference between an HSA and Flexible Spending Account (FSA)? An HSA can roll-over unused funds from year to year.

An FSA can roll-over $500 of unused funds from year toyear, but those dollars are lost if not used by the end of the year.

When do I use my HSA? After visiting a physician, facility, or pharmacy, request that they submit your claim to your Medical Carrier for payment. You should make sure that your provider has your most up-to-date insurance information. Once the claim has been processed, any out of pocket expenses will be billed. At this time, you may choose the following options:

Use your HSA debit card or HSA check to pay for any out-of-pocket expenses.

You may choose to write a personal check, receivingreimbursement at a later date.

You can choose to save your HSA dollars for futuremedical expenses.

You are able to continue using your HSA funds to pay for eligible medical expenses after your deductible has been satisfied.

You should always ask that your claim be submitted to the health plan before you seek reimbursement from your HSA. This procedure will ensure that provider discounts are also

applied. Also, remember to keep all medical receipts and Explanation of Benefits (EOBs) to support your personal tax record. You should keep these records for at least six years.

Health Savings Account (HSA)

7 

Can I contribute to both an HSA and FSA or PDFSA in the same year? You are allowed to contribute to either an HSA or an FSA in the same year, but not to both. Your are allowed to contribute to both an HSA and a PDFSA. As outlined previously, federal tax law only allows contributions to an HSA if you are participating in a Qualified High Deductible Health Plan and are not covered by a non-qualified plan.

What if I am a new hire or have a special enrollment and enroll in an HSA mid-year? If you enroll in an HSA at any time other than the start of the plan year when you make your other elections, you may still contribute the maximum amount allowed for the calendar year (see table on previous page). However, the IRS requires you to continue to participate in the HDHP for a full 12 months, or else a portion of the amount you contributed—calculated for the months you are not an HDHP participant—must be included in your income, and a penalty may apply.

Why should I elect an HSA? 1. Cost Savings

Tax Benefits:

HSA contributions are excludable from federal, state and FICA income tax.

Interest earnings are tax-free when used for qualified expenses.

Withdrawals for eligible expenses are exempt from federal, state and FICA income tax.

You pay a reduced medical plan premium contribution.

Accounts with a minimum of $2,000 money can be invested for growth from year to year.

2. Long-Term Financial Benefits

Save for future medical, dental, and vision expenses, including retiree medical.

Funds roll over from year to year.

This is your account — you take it with you. If you leave your employer, you can do the following:

Leave your funds in your HSA account;

Transfer your funds to an HSA with your new employer; or

Transfer your funds into another qualifying account within 60 days.

3. Choice

You control and manage your healthcare expenses.

You choose when to use your HSA dollars to pay your healthcare expenses.

You choose when to save your HSA dollars and pay healthcare expenses out-of-pocket .

You can choose to increase or decrease your election during the year, as allowed by Summit County.

Frequently Asked Questions:

Can I use my HAS dollars for non-eligible expenses? Money withdrawn from an HSA account to reimburse non-eligible expenses is taxable income to the account holder and is subject to a tax penalty. An exception eliminates the tax penalty issue if the account holder is over 65, is disabled, or dies.

When can I start using my HSA dollars? You can use your HSA dollars immediately following your HSA account activation and contributions are made.

Can my HSA dollars be used for retirement healthcare costs? Yes, for expenses eligible for reimbursement, and for Medicare and other health coverage premiums after age 65.

Can I use the money in my account to pay for my dependents’ medical expenses? Yes, you can use the money in your HSA account to pay for medical expenses for yourself, your spouse, and your tax-dependent children. You can pay for expenses of your spouse and tax-dependent children even if they are not covered by your HDHP.

2019 BENEFITS GUIDE

Health Savings Account (HSA)

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2019 BENEFITS GUIDE

Section 125 Reimbursement Accounts Administered by HealthEquity - January 1 through December 31

Section 125 reimbursement accounts enable you to pay for certain qualified expenses using tax-free dollars. Depending on your personal tax rate, this can save you 10% to 30% or more on medical, dental, vision and/or dependent care out-of-pocket costs.

For employees with a Traditional Health Plan, a Flexible Spending Account (FSA) allows you to set aside up to $2,650 in pre-tax dollars to pay most out-of-pocket medical, dental or vision care expenses, including: medical and dental deductibles and copayments, eye glasses, dental and orthodontic work not covered by insurance. Over-the-counter (OTC) drugs, and medicines will be eligible for reimbursement ONLY if the request is accompanied by a doctor’s prescription.

For employees with a Qualified High Deductible Health Plan, a Post Deductible Flexible Spending Account (PDFSA) allows you to set aside up to $2,650 in pre-tax dollars to pay most out-of-pocket dental or vision care expenses, including: dental deductibles and copayments, eye glasses, dental and orthodontic work not covered by insurance. This account may also be used for qualified medical expenses AFTER the IRS minimum deductible of $1,350 for single coverage and $2,700 for 2-party or family coverage has been met.

Use it or Lose it: Under current IRS guidelines, you can roll-over up to $500 at the end of the coming plan year to be used for qualified expenses that you incur in the subsequent year. However, any roll-over funds that are not used by the end of the subsequent year will be forfeited and you will not be able to use them.

Dependent Care Reimbursement Account lets you set aside up to $5,000 in pre-tax dollars to pay for eligible dependent care expenses so you (and if married, your spouse) can work.

Qualified dependents include children under 13 and/or dependents who are physically or mentally handicapped. If your spouse is unemployed or doing volunteer work you cannot set up a reimbursement account. You must meet one of the following criteria in order to set up this account: 1)You and your spouse both work; 2)You are a single head of household; or 3)Your spouse is disabled or a full-time student.

How the Reimbursement Accounts Work: During annual enrollment, you decide how much you want to deposit into your reimbursement account(s). That amount is deducted biweekly during the calendar year from your paycheck before taxes are taken out. When you have an expense that qualifies, you pay the bill, submit a claim, and get reimbursed with tax-free dollars from your account.

Eligibility: You will be eligible to participate in the account(s) on the first day of the month following your date of hire.

Once Enrolled, You May Not Change: Once you have designated how much you want to contribute on an annual basis to one or both of your reimbursement accounts, you cannot stop or change your contributions unless you have a Qualifying Change in Family Status as defined and limited by the IRS. See Qualifying Change rules earlier in this guide.

Reimbursements: To request claim reimbursements, log into the HealthEquity Member Portal at www.healthequity.com, or submit a request through the HealthEquity mobile app. Instructions for both methods can be found online here (as visited October 2018): https://answers.healthequity.com/app/answers/detail/a_id/1530/kw/*submit%20a%20claim

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2019 BENEFITS GUIDE

Sun Life: Basic Life and AD&D (100% County Paid) Eligible employees will receive benefits for themselves and their dependents. Eligible employees will also receive AD&D coverage, which provides a benefit in the event of accidental death or dismemberment (loss of a limb). It also may provide benefits for other serious losses, such as loss of sight, hearing, and paralysis. In the event of accidental death, the AD&D benefit is paid in addition to the life benefit. Benefits reduce to 50% of the original insurance amount at age 70 and 25% at age 75, and will end when your employment is terminated or upon retirement. However, you may have the opportunity to convert your coverage and take it with you. Basic Term Life insurance also includes waiver of premium coverage in the event you become totally disabled. The waiver of premium does not apply to any AD&D benefits.

Sun Life: Voluntary Supplemental Life (100% Employee Paid) The County offers group voluntary term life insurance for you to purchase for yourself and your eligible dependents. This gives you the advantage of purchasing additional term life insurance coverage on a guarantee basis up to the limits shown below (without providing evidence of insurability) at affordable group rates. You have 30 days to enroll from the day you are first eligible for the coverage. If you do not enroll yourself and your dependents for coverage the first time you are eligible, you will have to provide proof of good health, which may include a physical examination at your expense. You can add your spouse, within 30 days of marriage, or add a dependent child within 30 days of birth without proof of good health.

Employees may select amounts up to the lesser of 5x annual salary or $500,000, in increments of $5,000. Spouses may elect coverage up to the lesser of $250,000 or 100% of employee amount in increments of $5,000. Unmarried dependent children are eligible for the lesser of $10,000 or 50% of the employee’s amount, in increments of $2,000. Employee Guarantee Issue: $200,000 Spouse Guarantee Issue: up to $20,000 Child Guarantee Issue: Full Benefit

Employee and Spouse monthly rates (per $5,000 of coverage) are based on your and your spouse’s current age. The amount of premium you pay will depend on your age and the amount of coverage you select. For example, the monthly premium for a 35 year old with $100,000 of Voluntary Life Insurance would be $10.20 (20 x $0.51). Supplemental Life benefits for employees will reduce to 50% at age 70 and 25% at age 75. Supplemental Life benefits for spouses will reduce to 50% at age 70 and 15% at age 75. Benefits terminate upon retirement. Supplemental Life offers a Right of Conversion. Enrollment forms are available from the Personnel Department.

Sun Life: Short-term Disability Insurance (100% County Paid) Insurance pays 2/3 of normal wage after 7 consecutive days off work. The insurance pays for a maximum period of up to 90 days. Summit County pays 100% of the premium.

Utah Retirement System: Long-term Disability Insurance (100% County Paid) Insurance pays 2/3 of normal wage, available 90 days after the last day worked. At that time, the employee will either be accepted on long-term disability, or they will need to return to work. If they are accepted on long-term disability, they will be separated from employment with the County. This will be 6 months after their last day at work. Summit County pays 100% of the premium.

Please see Certificate of Coverage summary for more detailed benefit information. The benefits illustrated are in summary form only. They should not be construed as complete in and of themselves. They are only for comparison. In the case of a discrepancy, the plan documents apply. Please refer to the formal plan documents for a complete description of benefits, limitations, and exclusions.

Life and Disability Insurance Benefits Coverage

Life Insurance - Employee $50,000

AD&D Insurance - Employee Only $50,000

Life Insurance - Spouse $2,000

Life Insurance - Child(ren) $2,000

Monthly Rates per $5,000 of Coverage Age Rate

Under 20 $0.32 20 to 24 $0.32

25 to 29 $0.32

30 to 34 $0.32

35 to 39 $0.51

40 to 44 $0.57

45 to 49 $0.85

50 to 54 $1.31

55 to 59 $2.44

60 to 64 $3.74

65 to 69 $7.20

70 & Over $15.00

Monthly Dependent

Life

$0.454 per $2,000 of Coverage (Rate is the

same regardless of number of children)

Your LiVe Well Partner

OFFERING FREE, CONFIDENTIAL, AND BRIEF COUNSELING TO EMPLOYEES AND THEIR FAMILY MEMBERS.The LiVe Well Employee Assistance Program is your partner in living a life filled with energy, strength, and vitality. Taking care of your mental health is as essential to your well-being as taking care of your physical health. Rewarding relationships at home and work, effective stress management skills, and learning to thrive with life changes all improve your ability to LiVe Well.

CONTACT US• Call 801.442.3509 or

800.832.7733 from8:00 a.m. – 5:00 p.m. (MST) toschedule an appointment.

• A crisis counselor isavailable by phone 24/7 at thesame number.

• Email us at eap@imail.orgwith non-urgent questionsor feedback.

COUNSELINGFree, brief counseling for life problems such as conflict at work or with a family member, depression, anxiety, and life stress. Services are available to employees, spouses or partners, and dependent children (under 26 years old and single.)

Employee Assistance Program

HELP FOR CAREGIVERSInformation, resources, and coaching for employees who are providing assistance to a spouse or relative who is ill, disabled, or needs help with basic activities of daily living. Caregiver services can help identify medical, legal, and financial resources, as well as provide support for the emotional issues of caregiving.

EAP SERVICES

WEBSITE Valuable resources for employees and family members including Quick Tips on common life problems, resources such as “Our Favorite Books,” and a sign up for bi-monthly LiVe Well E-Tips. You will also find details about our office locations and staff biographies. intermountainhealthcare.org/eap

CRISIS SERVICES24/7 telephone crisis services with a licensed mental health professional are available.

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2019 BENEFITS GUIDE

Summit County participates with Utah Retirement Systems for their employee’s retirement. Employees hired prior to June 30, 2011 are enrolled in the Tier 1 Noncontributory Public Retirement and the Noncontributory Public Safety Retirement. Employees hired after July 1 2011 are enrolled in the Tier 2 Retirement System. New employees are required to choose from the Tier 2 Hybrid Plan or the Tier 2 Defined Contribution Plan. Employees have up to 1 year to make their decision, upon the employee’s one year anniversary—this decision becomes irrevocable. Annual statements are mailed to your home. The statement reflects salary, service credits, and designated beneficiaries.

Summit County offers the opportunity for county employees to contribute to a 401K if they choose. You can have either a Traditional 401K (pre-tax) or a Roth 401K (after taxes.) The county does not match employee contributions into their 401K. The provider for our 401K is John Hancock Mutual Life. Statements are issued on a quarterly basis. They are mailed directly to the employee’s home. The maximum the employee can put into a 401k for the year 2019 is $19,000.00. It you are over the age of 50 you can do a “catch-up contribution limit in the amount of $6,000.00.

Utah Retirement Defined Benefit Contribution Summary 2019 - 2020 Tier II - Employees hired after to 07/01/11

Participants

Tier II Contributory Hybrid, Pub-lic Employees one of two options for those hired

after 07/01/11

Tier II Contributory Hybrid

Public Safety & Fire, one of two options for those

hired after 07/01/11

Tier II Defined Contribution

Public Employees, one of two options for those hired after 07/01/11

Tier II Defined Contribution, Public Safety & Fire one of two op-

tions for those hired after 07/01/11

Eligibility for Retirement

any age 35 years any age 25 years

Public Employees Public Safety and Firefighters age 60 20 years (FAR) age 60 20 years (FAR) age 62 10 years (FAR) age 62 10 years (FAR)

age 65 4 years age 65 4 years Service Benefit

Formula 1.5% x FAS

No Maximum Benefit 1.5% x FAS

No Maximum Benefit Fully vested after four years of employment

Fully vested after four years of employment

Employer Contribution 10% 12%

10% URS 401(k) 12% URS 401(k) URS: 8.85% URS: 11.26% 401(k): 1.15% 401(k) .74%

Employee Contribution If URS rate exceeds 10%,

anything above 10% If URS rate exceeds 12%

anything above 12% Not Applicable Not Applicable

Final Average Salary Definition (FAS)

Average of highest 5 years Average of highest 5 years Not Applicable Not Applicable

Tier I - Employees hired prior to 07/01/11

Participants Non Contributory hired

prior to 07/01/11 Public Safety hired prior

to 07/01/11

Eligibility for Retire-ment

any age 30 years any age 20 years age 60 20 years (AR) age 60 10 years age 62 10 years (AR) age 65 4 years

age 65 4 years

Service Benefit Formu-la

2% x FAS No maximum benefit

2.5 % x FAS x 1st 20 years 2% X FAS x years

above 20 Employer Contribution

ICMA URS: 18.47% URS: 34.04%

Final Average Salary Definition (FAS)

Average of highest 3 years Average of highest 3 years

FAS = Final Average Salary

AR = Actuarial Reduction (3% per year under age 65)

FAR = Full Actuarial Reduction (some % each year under age 65)

Retirement

12 

Are you ready? Summit County employees are you ready to take the Fitbit Challenge? 

 

As part of Summit County’s commitment to our employees and their family’s health & wellness, Summit County and 

Summit County Health 360 is excited partner and implement a  new Fitbit program for our benefit eligible employees & 

their spouse/partner! Benefit  eligible employees may purchase a Fitbit Charge 2 from the HR Department for only 

$50.00  each! 

And to make things be er…  if you reach 1,000,000 steps within 6 months of star ng our  program, you will receive a 

check for $50.00!  (Making this program absolutely free!) 

So what do you have to lose and how much can you gain?  According to the Mayo Clinic,  physical ac vity doesn’t need to 

be complicated.  Something as simple as a daily brisk walk can  help you live a healthier life.  For example, 

regular brisk walking can help you: 

Maintain a healthy weight 

Prevent or manage various condi ons,  includ‐ing heart disease, high blood pressure, and type 2 diabetes 

Strengthen your bones and muscles 

Improve your mood 

Improve your balance and coordina on 

 The faster, farther, and more frequently you walk, the greater the benefits. 

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If you would like to be included in the Summit County Fitbit Group (which only shares your step count with the group) 

please provide your email address: ____________________________________________________________________ 

 

 

 

Par cipa on requirements: 

1) Fitbitswillbesoldona irstcome, irstservedbasis. Weonlyhave100available.YouneednotbepresenttonotifyHumanResourcesyouwanttoparticipate. IfyouemailHumanResourcesofyourintenttopur‐chase,thepurchasemustbepaidforandpickupwithinsevendaysofyouremail.

2)  $50.00 per Fitbit Charge 2 is limited to employee and employee spouse/partner. 

3)  One million steps must be reached star ng September 1, 2018 through March 31, 2019,  or within 6 months of individual start date of program. 

4)  $50.00 check will be issued by Summit County upon verifica on of million steps  reached. 

5)  Eligible employees and spouse/partners that currently have a fitness tracker may also  receive $50.00 if they reach the million step mark star ng 09/01/18 through 03/31/19. 

 Furthermore, I understand that by par cipa ng in Summit County’s Fitbit program, Summit  County will not have access to ANY of my Fitbit data unless I grant the county access.   The  specific data I give to Summit County will be limited to the administra on of awards/incen ve  programs among par cipants.  Any use of my data by Fitbit is set forth in Fitbit’s wri en material.  I am aware by using Fitbit with my personal wireless device, any informa on may be  obtained by oth‐ers seeking unauthorized access to the data on my Fitbit and/or wireless  device.   I understand Fitbit provides a one year limited warranty on defects in materials and  workmanship under normal use for a period of one year from the date of ac va on.   I  understand, par cipa on in the program is completely voluntary, I exercise at my own risk and  won’t hold Summit County responsible for any injuries I might incur. 

 

Print Employee/Spouse/Partner Name: _________________________________________________________________ 

Employee/Spouse/Partner Signature:    

Date:                                   Amount Paid _______________________________ 

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Snyderville Basin Recreation—Fieldhouse Benefit

Did you know that Full-Time Summit County employees are eligible for a discount of 75% off of the Fieldhouse membership? In addition, your spouse is eligible for a 15% discount! Reach out to the Snyderville Basin Recreation Fieldhouse team to take advantage of these savings today.

Vacation Schedule

All qualified employees are eligible for vacation as accrued upon completion of six (6) months of full time service. Years of county service, for establishing vacation accrual rated, shall be the employees full time hire date. Accumulation of vacation shall be based upon the following schedule:

COUNTY SERVICES MONTHLY/ANNUAL ACCRUAL 0 thru 5 years 8 Hours/96 Hours 6 thru 10 years 10 Hours/120 Hours 11 thru 15 years 12 Hours/144 Hours 16 thru 20 years 14 Hours/168 Hours 21 years or more 16 Hours/192 Hours

Employees may carry unused vacation leave over to the next year (from hire date to hire date) to a maximum of 200 hours of vacation leave.

Sick Leave

Sick leave accrues 2 hours per pay period. Full-time employees may accrue up to 400 hours of sick leave. Employees who have 400 hours of sick leave may not accrue additional sick leave until their sick leave bank drops below the 400 hour level. Sick accrual starts immediately on employee’s hire date.

 

2019 BENEFITS GUIDE

2019 BENEFITS GUIDE

Contact Information

Personnel Department If you have additional questions, you may also contact: Diane Malin at (435) 336-3240 or dmalin@summitcounty.org or Brian Bellamy at (435) 336-3247 or bbellamy@summitcounty.org

Important Note: The material in this benefits brochure is for informational purposes only and is neither an offer of coverage or medical or legal advice. It contains only a partial description of plan or program benefits and does not constitute a contract. Please refer to the Summary Plan Description (SPD) for complete plan details. In case of a conflict between your plan documents and this information, the plan documents will always govern. Annual Notices: ERISA and various other state and federal laws require that employers provide disclosure and annual notices to their plan participants. The Company will distribute all required notices annually.

Coverage Carrier Phone Number Website

Medical Insurance SelectHealth 800-538-5038 www.selecthealth.org

Pharmacy Insurance MagellanRx 800-424-3312 www.magellanrx.com

Health Savings Account, Flexible Spending Account

Health Equity 866-346-5800 www.healthequity.com

Dental Insurance Reliance Standard 800-351-7500 www.reliancestandard.com

Short Term Disability Insurance Sun Life 800-247-6875 www.sunlife.com

Life Insurance Sun Life 800-862-6266 www.sunlife.com

Long Term Disability Insurance PEHP 801-366-7583 www.pehp.org

Retirement Utah Retirement System (URS)

801-366-7770 www.urs.org

401(k), 457 Retirement Accounts John Hancock 800-395-1113 www.jhpensions.com

Accident, Hospital, Cancer, Critical Illness Aflac 801-942-0143 www.vbs-benefits.com

Pre Paid Legal Services LegalShield 800-654-7757 www.legalshield.com

Pet Insurance Nationwide Pet 877-738-7874 www.petsnationwide.com