2018

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ELIGIBILITY Full time benefited employees are eligible for all benefits outlined in this summary. Medical, Dental and Vision eligible

employees may elect to cover a spouse, and/or children who are under 26 years of age.

The definition of Spouse includes: legally married spouse, common-law spouse, or qualified same-gender domestic

partner (signed affidavit required for common-law or domestic partner).

Child(ren) includes: natural-born children, adopted children, step-children and children for whom the employee or

spouse has legal guardianship up through the end of the month in which they turn 26 years of age. To qualify for

coverage, children are not required to be enrolled in an educational institution, be unmarried, be supported by their

parent, or reside with the parent/employee.

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ENROLLMENT DEADLINE For new employees, most coverages are effective on the first day of the month coincident with or following the hire date,

and terminates on the last day of the month following separation. Open enrollment takes place in November of each

year. During this period, you must enroll in and/or decline coverage for the coming year. The effective date for these

changes is January 1st of the upcoming year.

YOUR BENEFITS

Health Savings Account (Home Loan)

Dental (Delta Dental of Colorado)

Flexible Spending Accounts (24 Hour Flex)

Voluntary Additional Life and AD&D Insurance (VOYA)

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MID-YEAR CHANGES

After a plan year (January 1 through December 31) has started, employees may not change their benefit elections

except under certain status change events deemed as exceptions (see box below). This does not apply to all insurance

enrollment changes. Please contact Human Resources as soon as possible and no later than 30 days after the event

for detailed discussion of your event and related enrollment possibilities. Allowable changes must be made within 30

days of the status change event.

QUALIFYING STATUS CHANGE EVENTS Marriage, divorce or death of a spouse Birth, adoption or death of a child Change in employment status for you or your spouse (example: layoff, change in hours) Change in dependent’s eligibility status (example: a child exceeding the maximum age for coverage) A significant change in the cost or coverage of your spouse's benefits (example: spouse open enrollment) Change in place of residence causing a loss of eligibility (example: moving outside of a plan's service area) Change in the cost of dependent care (only for the Dependent Care Spending Account)

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HEALTH INSURANCE Health care rates will increase an average 10.2% (net) across all plans in 2018 for all plans. The Appleton DPC Plan will be discontinued. Employer and Employee contribution percentages will remain the same as 2017. The current City plans will include plan modifications. These changes will be reviewed in employee Q&A sessions and

some division meetings. Health Savings account maximum deferral limits for 2018 increase $50 for self-only to $3,450 (net $2,700) and an in-

crease of $150 for family to $6,900 or (net $6,150). The net amount reflects the IRS maximum allowed reduced by the $750 matching employer contribution.

RETIREE HEALTH For retirees using the retiree health benefit, there will be no change for 2018 in the percentage of premium currently

being paid. While the premium for the retiree health plan is increasing 18.6% in 2018, the retiree share of premium will remain at 0%, 10% or 22%, depending upon your percent of upon retirement.

The employee per pay period deduction will increase from $18.48 to $19.04. Other program modifications will be communicated in 2018 as more information is available. VOLUNTARY VISION There is a slight increase in the rates for VSP Vision Coverage as listed below:

Employee Only: $6.85 per month (increased .15 per pay period/ .30 per month) Employee plus Spouse: $14.40 per month (increased .32 per pay period/.64 per month) Employee plus Child(ren): $13.00 per month (increased .27 per pay period/.54 per month) Family: $20.25 month (increased .45 per pay period/.90 per month)

VOLUNTARY BENEFIT CHANGE Starting in January 2018 LifeLock will be replacing ID Shield as the City’s new identity theft provider. Employees may main-tain coverage with ID Shield by making direct payment arrangements through their bank.

Single Rate $13.99 / $6.99 per pp (increase $2.51 pp) Family Rate $27.98 / $13.99 per pp (increase $4.51 pp)

HOLIDAYS Martin Luther King will be added to the list of City observed holidays. Effective January 1, 2018 PTO accrual levels will be increased accordingly

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ROCKY MOUNTAIN HEALTH PLANS

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Full-time Employees

GH 50/75 HMO Classic Total Monthly Premium

City Pays Monthly

Employee Pays Monthly

Employee per 24 pay period

Employee Only $660.57 $519.68 $140.89 $70.45

Employee + 1 dependent $1,321.14 $1,039.35 $281.79 $140.89

Employee + 2 or more dependents $1,750.50 $1,377.12 $373.38 $186.69

Monument HSA HDHP Total Monthly Premium

City Pays Monthly

Employee Pays Monthly

Employee per 24 pay period

Employee Only $488.25 $417.21 $71.04 $35.52

Employee + 1 dependent $976.50 $834.42 $142.08 $71.04

Employee + 2 or more dependents $1,293.88 $1,105.62 $188.25 $94.13

Monument PPO Total Monthly Premium

City Pays Monthly

Employee Pays Monthly

Employee per 24 pay period

Employee Only $620.50 $488.15 $132.35 $66.18

Employee + 1 dependent $1,241.02 $976.32 $264.70 $132.35

Employee + 2 or more dependents $1,644.35 $1,293.62 $350.73 $175.37

Calculations are estimated. Rounding differences may occur once premiums are uploaded to the payroll system

2018 HEALTH INSURANCE RATES WITHOUT WELLNESS CREDIT

BACK PAIN MANAGEMENT PROGRAM (BPMP)

The City of Grand Junction has partnered with Rocky Mountain Health Plans to offer a comprehensive Back Pain Management Pro-

gram (BPMP). The BPMP provides low-cost access to select Physical Therapists who can help diagnose and treat your condition,

while working to strengthen the overall health of your back. This is a benefit in addition to the physical therapy benefit provided

through your health plan. Starting treatment is easy, all you need is your current RMHP Member ID which includes the BPMP infor-

mation on the lower right corner of your card.

To get started contact: SOAR Physical Therapy at 970-263-4079 or Olsson Physical Therapy at 970-256-0868.

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2018 HEALTH INSURANCE RATES WITH $25 WELLNESS CREDIT

Full-time Employees

GH 50/75 HMO Classic Total Monthly Premium

City Pays Monthly

Monthly Wellness Credit

Employee Pays Monthly

Employee per 24 pay period

Employee Only $660.57 $519.68 $25.00 $115.89 $57.95

Employee + 1 dependent $1,321.14 $1,039.35 $25.00 $256.79 $128.40

Employee + 2 or more dependents

$1,750.50 $1,377.12 $25.00 $348.38 $174.19

Monument HSA HDHP Total Monthly Premium

City Pays Monthly

Monthly Wellness Credit

Employee Pays Monthly

Employee per 24 pay period

Employee Only $488.25 $417.21 $25.00 $46.04 $23.02

Employee + 1 dependent $976.50 $834.42 $25.00 $117.08 $58.54

Employee + 2 or more dependents

$1,293.88 $1,105.62 $25.00 $163.25 $81.63

Monument PPO Total Monthly Premium

City Pays Monthly

Monthly Wellness Credit

Employee Pays Monthly

Employee per 24 pay period

Employee Only $620.50 $488.15 $25.00 $107.35 $53.68

Employee + 1 dependent $1,241.02 $976.32 $25.00 $239.71 $119.86

Employee + 2 or more dependents

$1,644.35 $1,293.62 $25.00 $325.74 $162.87

Calculations are estimated. Rounding differences may occur once premiums are uploaded to the payroll system

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DENTAL Staying healthy includes obtaining quality dental care for you and your family. The City of Grand Junction’s dental plan allows you to

use an extensive network of providers and offers flexibility based upon where you choose to access care. On the Delta Dental PPO

plus Premier plan you may visit any licensed dentist but you will receive the greatest out-of-pocket savings if you see a Delta Dental

PPO dentist. If you see a dentist that is not contracted with Delta Dental, a provider may bill you for the difference between the

amount allowed by Delta Dental and the fee the dentist charges for that service.

2018 CONTRIBUTIONS PER PAY CHECK

Total Monthly Premiums City Pays Monthly

Monthly Employee Rate

Employee Per 24 Pay Period

Employee Only: $42.95 $25.77 $17.18 $8.59

Employee + Spouse: $75.46 $45.28 $30.18 $15.09

Employee + Child(ren): $101.46 $60.88 $40.58 $20.29

Family: $134.01 $80.41 $53.60 $26.80

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DELTA DENTAL OF COLORADO Policy Effective Date: 01/01/2018-12/31/2018 Group # 11871 (Rates and benefits apply only to Delta Dental participating providers. If you elect to receive services from a non-participating provider you will be responsible for all non-standard rates).

CALENDAR YEAR MAXIMUM ORTHODONTIC LIFETIME TMJ LIFETIME MAXIMUM

$5,000 per person per calendar year $5,000 For dependent children to age 26 once per lifetime $1,000 per person once per lifetime

CALENDAR YEAR DEDUCTIBLE Applies to Endodontics, Periodontics, Oral Surgery, and Major Services only.

$25 Individual $75 Family

WHO CAN BE COVERED Employees, Spouse and Children to age 26

PREVENTIVE AND DIAGNOSTIC SERVICES

100%

Oral evaluation Limited to 2 evaluations in a 12 month period

Bitewing X-rays Limited to 2 sets in a 12 month period

Full Mouth X-Rays or Panoramic

Limited to 1 in a 36 month period

Fluoride Treatments Limited to 1 treatment in a 12 month period to age 16

Space Maintainers For premature loss of baby teeth only to age 14

Sealants 1 per tooth in 36 months to age 15 on unrestored permanent molars

BASIC SERVICES (Fillings, Endodontics (Root Canal), Periodontics (Gum Disease and Oral Surgery (extractions)

80%

Resin, Composite Fillings Benefit for posterior and anterior on the same surface limited to 1 in 12 months

Oral Surgery (extractions)

General Anesthesia Benefit with covered oral surgery only

Surgical Periodontal (gums) Benefit once every 36 months

Root Canal Therapy

Occlusal Guards/Nightguards Benefit once every 60 months

MAJOR SERVICES (Crowns, Bridges, Partials, Dentures)

50%

Crowns Benefit 1 in 36 months on same tooth. Not a benefit under age 12

Implants - Surgical Benefit 1 in 60 months on same tooth. Not a benefit under age 12

Dentures, Partials, Bridges Benefit 1 in 60 months. Not a benefit under 16

Denture Rebase/Reline Benefit 6 months after initial insertion. Then benefit 1 in 36 months

Recement Bridges, Crowns

ORTHODONTICS (Braces)

50% Complete Orthodontic Evaluation

Active Orthodontic Treatment. Orthodontic benefits provided to age 26

TMJ (Temporomandibular Joint (TMJ)/Myofacial Pain Dysfunction (MPD) Services)

50% Provides intraoral services including diagnostic, preventative, interceptive services, and other related ser-vices for the treatment of pain or dysfunction

It’s always a good idea to request a pre-treatment estimate from the service provider. A pre-treatment estimate will provide you with a summary and cost estimate for all charges and what portion of the charges will be your personal responsibility.

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VISION

The City of Grand Junction offers vision coverage in order to help you pay for your routine vision services and supplies. You can elect vision coverage for yourself and your eligible dependents. You can see any vision provider you choose, but you will enjoy significant savings when you use a VSP provider. You may visit the online directory at www.vsp.com or call 800-877-7195 for more information.

VISION SERVICE PROVIDERS Policy Effective Date: 01/01/2018 - 12/31/2018

VSP Choice

NETWORK: In Network Non Network

Eye Exam: • Every 12 months $10 copay Up to $45

Prescription Glasses: (Single vision, lined bifocal, and lined trifocal lenses) • Every 12 months

$25 Up to $65

Frames: • Every 12 months

• $130 allowance for a wide selection of

frames • $150 allowance for featured

frame brands

• 20% savings on the amount over your allowance

Up to $70

Contact Lenses: • Every 12 months

• $130 allowance for contacts and contact

lens exam (fitting and evaluation)

• 15% savings on a contact lens exam

(fitting and evaluation)

Up to $105

2018 CONTRIBUTIONS

Employee Only: $6.85

Employee + Spouse: $14.40

Employee + Child(ren): $13.00

Family: $20.55

MONTHLY PER PAY PERIOD (24 PAY PERIODS)

$3.43

$7.20

$6.50

$10.28

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LIFE BALANCE

The City's program offers a variety of annual wellness initiatives, challenges, activities, and classes designed to provide employees

and family members with the tools and inspiration needed to achieve individual goals.

Screening: A private biometric screening with a health professional to get a current view of your health. Health Risk Assessment: A confidential questionnaire that assesses your physical, emotional and social health

and how your lifestyle habits affect your overall well-being.

Online Well-Being Plan: A personalized plan to help you reach your healthy best; includes personalized

recommendations and focus areas to keep you motivated and on track. Personalized Digital Coaching: Award-winning digital coaching programs that are individualized for you.

Online Tools and Education: Information on fitness, nutrition, stress management and many other topics keeping

you "in the know" concerning you and your family's health. Back Pain Management Program (BPMP): Created to promote outpatient physical therapy while strengthening

the overall health of your back.

Physical Activity

Healthy Eating Habits

Financial Wellness

Tobacco Cessation

Emotional Wellness

Medical Self-Care

Information Resources:

Life Balance - Mind*Body*Spirit www.cafewell.com/code/gjcity

Ann Guevara, Wellness Coordinator (970) 244-1553

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HEALTH SAVINGS ACCOUNT Enrollment in the City's HDHP medical plan or other

qualified HDHP plan is required to enroll in a Health

Savings Account. This account helps you pay for eligible

medical, dental, vision and pharmacy expenses today and

in the future and also reduces your taxes. Any interest you

earn is tax-free. You own the account so you decide when

and how you want to use it. HSA accounts are portable and

are not tied to employment with the City.

2018 IRS Maximum Contribution Limits:

Single $3,450

Family $6,900

Catch up for age 55+ additional $1,000

You are eligible to open and contribute to an HSA only if you enroll in the HDHP. An HSA is an account that can be

funded with your pre-tax dollars and the City's $750 match per employee to help pay for eligible medical expenses not

covered by the insurance plan.

GETTING TO KNOW YOUR HSA:

For an expense to be eligible for reimbursement, the HSA must be opened prior to the expense occurring, and you

must have money available in the account.

You may contribute the annual maximum in a calendar year, regardless of when your coverage begins, as long as you

are covered for the next 12 months.

Interest earned on contributions is tax deferred.

Distributions from an HSA for qualified medical expenses are not taxable.

There are no time limits for reimbursements.

Over-the-Counter (OTC) drugs are reimbursable through your HSA plan with a prescription.

Vision and dental services are qualified medical expenses.

Unused funds roll over each year.

Distributions made for other than qualified medical expenses are subject to income tax on that amount and a 20%

penalty.

Anyone covered under Medicare cannot contribute.

Anyone covered under FSA/MERP/HRAs, a non-HDHP policy or through the Military cannot contribute.

If you are a veteran, you may not have received veteran’s benefits within the last three months.

ADMINISTRATION: HSAs are owned by the employee regardless of where funding comes from.

Appropriate distribution of funds is the sole responsibility of the employee.

Contributions can be employee money, employer money or any combination.

Contributions can be a lump sum or made monthly, funded up front or in arrears.

Contact Home Loan State Bank at 970-243-6600 or visit www.hlsb.com to learn more.

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FLEXIBLE SPENDING ACCOUNT The City of Grand Junction offers two types of Flexible Spending Accounts (FSA): Healthcare and Dependent Care.

Under IRS regulations, you must re-enroll in the Flexible Spending Account(s) each year in order to take

advantage of the pre-tax benefits of the program. These plans allow employees to use pre-tax dollars for

eligible out-of-pocket health care or child/dependent care expenses. Eligible employees can choose either or both of

these programs. Both plans are administered through 24Hour Flex.

HEALTHCARE FSA

prescribed by a physician.

As with other benefit plans, the FSA plan year is January 1 through December 31. However, qualified medical

expenses incurred after December 31, 2017 can be paid with any remaining funds from 2017 up to March 15, 2018.

The City requires that all claims must be submitted for reimbursement no later than March 31 each year.

DEPENDENT CARE FSA Allows employees to reduce their taxable income by up to $5,000 for expenses they incur purchasing qualified dependent

care in order to allow them to work. You may use the money in your Dependent Care FSA for out-of-pocket day care

expenses paid for your children under age 13. If you are married, your spouse must be employed, or be a full-time

student. With the Dependent Care FSA, you must have enough money in your account to pay your claim before you will

be reimbursed for eligible expenses.

LIMITED PURPOSE FLEX SPENDING ACCOUNT Employees who are contributing to a Health Savings Account (HSA) are restricted from participating in a regular Flexible

Spending Account that allows for all medical, dental, and vision expenses to be reimbursed. You may participate in a

Limited Purpose Flexible Spending Account which allows you to set aside monies for dental and vision expenses only.

The Limited FSA will not allow any medical expenses to be reimbursed as these types of expenses are required to be

run through your HSA.

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GROUP (BASIC) LIFE AND ACCIDENTAL DEATH & DISMEMBERMENT (AD&D) Life Insurance is a very important part of good financial planning to help prevent loved ones from facing financial hardships related to an untimely death. AD&D insurance pays benefits in the event of loss of life, limb or sight due to an accident. The City of Grand Junction provides full-time employees with Basic Life/AD&D insurance as a 100% employer- paid benefit effective the first day of your sixth month of full-time employment. All eligible employees are provided 1x annual earnings up to $150,000 of Life Insurance and 1X annual earnings plus $50,000 up to $200,000 for Accidental Death & Dismemberment Insurance. Coverage reduces to 65% at age 65, 50% at age 70 and to 35% at age 75. Please review the insurance certificate for full disclosure. In addition to the employer-paid benefit, eligible employees can elect to add basic life insurance for your dependent(s) to this policy. The cost of this additional benefit is $0.80 per month and will provide $5,000 coverage for a spouse and $2,000 per dependent child. You may change your beneficiaries at any time by completing a change form and submitting it to Human Resources. WAITING PERIOD: For employees in an eligible group on or before January 1. 2017: First of the month coincident with or next following 5 months of continuous active employment. For employees entering an eligible group after January 1, 2017: First of the month coincident with or next following 5 months of continuous employment. REHIRE: If your employment ends and you are rehired within 30 days, your previous work while in an eligible group will apply toward the waiting period.

VOLUNTARY LIFE AND AD&D INSURANCE Employees can purchase the following additional Life and AD&D insurance: Employees may choose up to 5x annual earnings or $500,000, whichever is less. The guarantee issue amount is

$180,000*. Employees may choose up to 100% of their voluntary coverage amount for their spouse up to a maximum of $500,000. The guarantee issue amount is $30,000*. Employees may choose up to 100% of their voluntary coverage amount for their child(ren) up to a maximum of $10,000

per dependent. Employees may choose voluntary/additional AD&D insurance at a rate of $0.03 per $1,000 of coverage for employee,

spouse and children in $10,000 units for employees up to a maximum of $50,000, $5,000 units for spouses up to a maximum of $50,000 and $2,000 units for dependents up to a maximum of $10,000. To get AD&D for your spouse and/or child(ren), you must have AD&D coverage in the same amount or more for yourself.

The premium for employee and spouse coverage is based upon the individual's age each year at January 1. Please see the highlights brochure for more information on rates and how to calculate premiums Guarantee Issue Amount - refers to the amount of coverage that can be obtained without going through any medical

underwriting processes.

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TELEHEALTH The City of Grand Junction provides all full-time benefited employees access to three national companies (Teladoc,

Health Advocate, eDocAmerica) together in one package that gives you and your family 24/7 access to U.S. Board

Certified physicians and personal Health Advocates to help you save time and money.

TELADOC

Your organization is pleased to offer you Teladoc, an added medical benefit that allows you to resolve many of your

medical issues—anytime day or night—through the convenience of phone and online video consultations.

HEALTH ADVOCATE

A Personal Health Advocate is available to you and your covered dependents at no cost. Your Personal Health

Advocate is a trained professional, typically a Registered Nurse, who understands the ins and outs of the health care

system and how to navigate through it. The Personal Health Advocate helps you and your covered dependents

coordinate care among doctors and medical institutions in various ways. Your Personal Health Advocate can also help

you translate benefits information, clarify medical conditions and treatment options, resolve claims and billing issues,

negotiate payments, provide cost estimates, locate qualified providers, secure second opinions, schedule appointments,

arrange for specialized treatments, research elder care and more.

Health Advocate is a confidential service available 24 hours a day, 7 days a week and is available to your immediate

family (including parents and in-laws).

eDocAMERICA

Doctors Online provides 24/7 access to web-based answers to medical questions from an expert team of board-certified

physicians, psychologists, pharmacists, dentists, dietitians, and fitness trainers. (Other services include physician-written

weekly Health Tips, two Health Risk Assessments, a 3D Video Library with access to 250+ medical topics.)

VOLUNTARY LIFE AND AD&D INSURANCE CONTINUED

For employees and spouses currently enrolled in the Supplemental Life plans, the current elected and ap-proved benefit amounts will continue up to $500,000 for employee and up to $500,000 for the spouse. For covered children the limit is $10,000.

Employees who currently DO NOT have coverage for themselves or their dependents, an Evidence of In-

surability (EOI) form will need to be completed.

Employees can apply for an increase to their existing Supplemental Life benefits without completing an Evi-dence of Insurability form if the requested amount is the lesser of $20,000 or two plan increments, not to exceed total coverage of $180,000. Amounts requested above $180,000 require the Evidence of Insurabil-ity forms to be completed.

The premium for employee and spouse coverage is based upon the individual's age each year at January 1. Please see the highlights brochure for more information on rates and how to calculate premiums Guarantee Issue Amount - refers to the amount of coverage that can be obtained without going through any medical

underwriting processes.

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ADDITIONAL NON-INSURANCE SERVICES FUNERAL PLANNING & CONCIERGE SERVICES You have the support of a team of Independent professional ready to assist with funeral planning for you and eligible family members.

TRAVEL ASSITANCE When traveling more than 100 miles from home, Voya Travel Assistance offers enhanced security for your leisure and business trips. You and your dependents can take advantage of four types of services: pre-trip information, emergency personal services, medical assistance services and emergency transportation services. SHORT-TERM DISABILITY Short-Term Disability (STD) coverage replaces 75% of your income in the event you are unable to work due to an accident or illness. All full-time employees become covered on the first day of the month following six months of actively working their full-time employment schedule. Short-Term Disability benefits are limited to a maximum of 448 hours (627.2 hours for designated Fire personnel) in a rolling 12 month period of time. LONG-TERM DISABILITY The City provides full-time employees Long-Term Disability (LTD). If eligible, LTD pays 60% of your monthly salary to a maximum of $6,000, benefits become payable the later of 90 days or on the date short-term disability payments end.

RETIREMENT PLANNING

RETIREMENT BENEFITS - 401(A) Full-time general employees participate in this plan on the first day of employment with the City, and will qualify for a fully vested benefit by completing five years of service. The employee's mandatory contribution of 6% is made on a pre-tax basis and is matched by the City.

Full-time sworn fire and sworn police employees participate in this plan on the first day of employment with the City, and will qualify for a fully vested benefit by completing five years of service. The employee's mandatory contribution of 10.65% is made on a pre-tax basis and is matched by the City.

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INDIVIDUAL RETIREMENT ACCOUNT (IRA) An Individual Retirement Account, or IRA, is a special tax-advantaged account that allows you to build savings for your retirement. You are able to set aside money via payroll deduction. One of the primary benefits of an IRA is that your investment's earnings compound tax-deferred. Through ICMA-RC and Vantagepoint you can decide which type of IRA works best for you. The Traditional IRA and the Roth IRA can help you address both future and current financial needs, but they differ significantly in their tax treatment of contributions and distributions. For 2018, the maximum you can contribute to all of your traditional and Roth IRAs is the smaller of:

$5,500 ($6,500 if you are 50 or older) or your taxable compensation for the year. The IRA contribution limit does not apply to; Rollover contributions or Qualified reservist repayments. RETIREE HEALTH INSURANCE All eligible employees who have City health coverage will contribute $19.04 per pay period as a payroll deduction for retiree health insurance coverage. This plan pre-funds a portion of premiums for health insurance coverage between the ages of 50 and 65 after separating from the City.

If you are unsure about how to invest your retirement contributions, take the time to meet with an ICMA-RC representa-tive and take advantage of many of the different programs offered. We are fortunate to have ICMA-RC representatives visit the City of Grand Junction on a monthly basis and hold one-on-one meetings with employees to help you decide what the best options are for you as an individual. They offer education programs to anyone from a new investor to those who are looking at retirement. ICMA-RC can assist you with financial planning or investment choices as well.

For more information view the ICMA-RC Schedule on CityWeb: GJCity.org

http://cityweb.ci.grandct.co.us/Employee_Information/Benefits/Retirement

http://www.gjcity.org/siteassets/government/2018icmarcschedule.pdf DEFERRED COMPENSATION - 457 PLAN The 457 is a voluntary retirement plan. Deferred compensation is a way for you to set aside money via payroll deduction on a pre-tax basis to save for retirement. The City does not match your 457 plan contribution. You may enroll, increase, or decrease your tax deferred deductions at any time. Currently, there is no tax penalty for an eligible withdrawal.

Some benefits of the 457 Plan: You reduce your current income taxes while investing for retirement. Your earnings accumulate tax-deferred. You may be allowed to make additional "catch-up" contributions if you are 50 or older or within three years of your

normal retirement age and already contributing the maximum to your plan. Max contributions $18,500. Catch-up provision if 55 or older additional $6,000. (IRS could change these amounts

for 2018)

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LEAVE PROGRAMS The City of Grand Junction provides all Federal and State mandated leaves. An abbreviated list of the leave programs

available to employees includes:

Paid Time Off

Family and Medical Leave

Military Leave

PAID TIME OFF (PTO) Employees will accrue the following amount of general leave to be used for vacations, illness, and paid holidays. There

is no waiting period for new employees to use their PTO once it is accrued.

General Employees

Years of Service

Bi-Weekly Accrual Hours

Annual Accrual Days

Years of Service

Bi-Weekly Accrual Hours

Annual Accrual Shift

1 thru 5 9.538 31 1 thru 5 13.354 14.5

6 thru 10 10.462 34 6 thru 10 14.646 15.9

11 thru 15 11.385 37 11 thru 15 15.938 17.3

16 or more 12.308 40 16 or more 17.231 18.7

Designated Fire Employees

Please refer to the City of Grand Junction Personnel Policy Manual for the most up to date accrual rates.

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The following holidays are observed by the majority of City Offices:

New Year’s Day - Monday, January 1, 2018

President’s Day - Monday, February 19, 2018

Memorial Day - Monday, May 28, 2018

Independence Day - Wednesday, July 4, 2018

Labor Day - Monday, September 3, 2018

Veteran’s Day - Monday, November 12, 2018

Thanksgiving Day - Thursday, November 22, 2018

Day After Thanksgiving - Friday, November 23, 2018

Christmas Day - Tuesday, December 25, 2018

Martin Luther King Jr. Day - Monday, January 15, 2018

2018 HOLIDAY SCHEDULE:

WORKERS’ COMPENSATION

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OTHER EMPLOYER PROVIDED BENEFITS Employee Assistance Program - TRIAD EAP offers free counseling and other services for you and your family members. Visit CityWeb for more details and contact information.

City employees who are first time home buyers may be eligible to receive a $1,000 matching grant through Workforce Home Benefit to help cover costs associated with buying a home. This is an employer paid benefit. Employee Assistance Foundation (EAF) Funded through tax preferred employee contributions, the Foundation was established to help current city employees or retirees in times of death, illness, financial hardship or catastrophe. Contributions may be deductible on individual tax returns given that EAF is a 501(c)( 3) tax exempt charity. Grand Valley Transit - Please see Human Resources to receive a transit sticker for your Employee ID Badge and ride for free.

VOLUNTARY BENEFITS AND SERVICES 529 College Savings Plan - Through Collegelnvest the City offers employees access to a 529 College Savings plan. As a Colorado resident, every dollar you contribute to a 529 plan can be deducted from your Colorado State taxable income. Employee Service Program - Employees are eligible to receive service awards for their years of service in five year increments. Credit Union - City employees are eligible to join the Grand Junction Federal Credit Union. Aflac Accident Insurance Plan - Provides benefits to help cover the costs associated with unexpected bills and help pay for emergency treatment, as well as for treatment-related transportation and lodging. This plan pays benefits regardless of any other insurance programs you have. Aflac Critical Illness - A Critical Illness policy can make a big difference by providing lump sum cash benefits that allow policyholders to concentrate on healing. Protection includes coverage for Cancer, and Heart Attack. Trustmark Life with Long-Term Care - Provides a life and long-term care benefit that can be paid as a death benefit, living benefit or combination of both . LifeLock - Identity theft has been the top consumer complaint filed with the FTC for 15 years straight. Victims are spending an exorbitant amount of time and money dealing with it. Employees who have LifeLock have peace of mind at work and at home. LifeLock provides monitoring your identity from every angle, not just your Social Security number, credit cards and bank accounts. They ensure everything connected to you is safe, even your social media accounts. Employee Discounts:

Crossroads Fitness Wellness Program Crossroads Fitness offers employees and their family members corporate club rates Gold's Gym Verizon Wireless Employee Computer Equipment Purchase Program through Dell MPP Microsoft Software Home Use Program and Employee Purchase Program Discounted Movie Tickets for Regal Cinemas

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NOTES:

DIRECTORY

FOR QUESTIONS ABOUT… CONTACT PHONE # WEB/E-MAIL

Medical

Rocky Mountain Health Plans

970-243-7050 800-453-2981

www.rmhp.org

Mail Order Rx WellDyneRx 888-479-2000 www.myWDRX.com

Dental Delta Dental of CO Group # 11871

303-741-9305 www.deltadentalco.com

Vision VSP 800-877-7195 www.vsp.com

Flexible Spending Accounts (FSA)

24 Hour Flex 800-651-4855 www.24hourflex.com

Health Savings Account (HSA)

Home Loan State Bank 970-243-6600 www.hlsb.com

Group Life, AD&D, and Long Term Disability

VOYA Financial 800-955-7736 www.voya.com

Death & Disability Fire & Police Pension Association (FPPA)

303-770-3772 www.fppaco.org

Retirement ICMA 401(a): General Employee #106400 SWORN Police #106401 SWORN Fire #106402 Executive #108141

866-749-5178 www.icmarc.org

Additional Retirement ICMA 457 - Plan #300064 Roth IRA - Plan #705653 Individual IRA - Plan #701487

866-470-5733 www.icmarc.org

Employee Assistance Program TRIAD EAP 866-470-5733 www.triadeap.com

Aflac Maryann Morrow with HUB International #21885

720-207-2338 www.aflac.com

Life with Long Term Care Trustmark 800-514-3446 www.trustmarksolutions.com

LifeLock Member Services 800-607-9174 www.lifelock.com

TeleHealth Group HUB TeleHealth (HUB1002AT) 800-800-7616 www.hubtelehealth.com

Health Advocate HUB TeleHealth 866-272-5132 www.healthadvocate.com

Health and Welfare Benefits Wanda Alegria 720-207-2382

wanda.alegria@hubinternational.com

About This Brochure This is a custom brochure that provides only a highlight of the plans offered to you by your employer and in no way serves as the actual plan description or plan document for the plans. The plan documents will always govern the offered benefits that your employer provides for you. We reserve the right to modify any or all of these plans at any time.

Your Employee Benefits...at a Glance was created by: HUB International Insurance Services 1125 17th Street, Suite 900 Denver, CO 80202 Telephone (303) 893 - 0300 Fax (866) 243-0727 www.hubinternational.com