Your Insurance Questions

Employee Assistance Programs (EAPs) provide free, confidential counseling and support for personal or work challenges, offered by many employers across Colorado and Utah. These services help you handle stress, mental health issues, and life events—without your employer ever knowing the details.

PTO accrual is typically earned based on the number of hours worked and your length of service, with policies varying widely among Colorado and Utah employers.

Voluntary benefits are optional insurance products—like life, accident, or pet coverage—offered by employers at group rates. Employees in Colorado and Utah can customize protection to fit their unique needs for less than buying coverage on their own.

Vision insurance helps cover routine eye exams and provides allowances for glasses or contacts, with set copays for additional upgrades. Plans vary, so reviewing allowed benefits and provider networks is key to maximizing your coverage in Colorado and Utah.

Term life insurance offers affordable coverage for a set period, while whole life provides lifelong protection plus savings. Choosing the right option depends on your goals and budget.

Most dental insurance plans in Colorado and Utah require a waiting period of 6–12 months before major services like crowns are covered, but preventive care is usually available immediately. Always review your plan details to avoid surprises.

A qualifying life event—like marriage, birth, or job loss—lets you change your employee benefits outside of open enrollment. Colorado and Utah employers usually require notification within 30 to 60 days to take advantage.

Most employee plans use a three-tier system for prescription drugs: lowest copays for generics, moderate for preferred brands, and highest for specialty drugs. Each tier impacts your out-of-pocket costs.

Long-term disability insurance replaces a portion of your income if you're unable to work due to a serious illness or injury. In Colorado and Utah, it typically starts after short-term disability ends and can last up to retirement age.

Open enrollment is a set time each year when Colorado and Utah employees can choose or adjust health and other benefits for the coming year. Changes outside this window are only allowed after major life events like marriage or birth.

Flexible Spending Accounts (FSAs) let you set aside pre-tax income for healthcare or dependent care expenses, but most funds must be used within the plan year. FSAs can significantly reduce your taxable income for Colorado and Utah residents with out-of-pocket costs.

Employers in Colorado and Utah typically match employee 401(k) contributions up to 3–6% of your salary—offering valuable, tax-advantaged retirement savings. Not contributing enough to get the full match means missing out on free money from your employer.

Short-term disability insurance provides partial income replacement if you can't work due to a covered illness or injury, typically for 3-6 months. It's essential protection for financial stability during recovery.

Part-time employee benefit eligibility depends on your employer’s plan, hours worked, and the size of your organization. In Colorado and Utah, the ACA typically requires benefits for those working 30+ hours weekly at large employers, but many small businesses set their own policies—so always ask HR about your specific options.

An HSA is a tax-advantaged savings account you can use for qualified medical expenses if you’re enrolled in a high-deductible health plan (HDHP). In Colorado and Utah, HSAs help you save pre-tax dollars for healthcare costs and can lower your taxable income.

COBRA lets you temporarily keep your employer health insurance after leaving a job, but you'll pay the full premium plus a small administrative fee. It's a lifeline for coverage continuity but can be costly—compare all options before enrolling.

HMOs require a primary care doctor and referrals for specialists, often costing less. PPOs offer greater provider flexibility, no specialist referrals, but usually come with higher costs.

A deductible is what you pay out of pocket for covered health services before insurance begins to pay. In Colorado and Utah, higher deductible plans often mean lower monthly premiums, but could mean more upfront costs when care is needed.

Core employee benefits typically include health, dental, vision, life, disability insurance, and retirement plans such as 401(k)s, with Colorado and Utah employers contributing on average 69% toward family health premiums for competitive recruitment and retention.

Condo insurance premiums in Colorado and Utah depend on your location, coverage limits, deductible, unit features, security systems, claims history, and credit score. Local risks like hail, wildfire, and HOA master policy deductibles also play a key role.