Open Access (POS II) Managed Choice

• For those who would like even more options,  the Open Access Managed Choice network offers access to Aetna's broadest national network, which is 40% larger than the Aetna Premier Care  Network.

• Search all available providers before enrolling by entering "Aetna Choice POS II (Open Access)" at www.aetna.com/docfind/custom/mymeritain/

HDHP: High Deductible Health Plan

Why this plan? 

DSST pays the majority of the employee only premium for the Aetna Premier Care Network. You pay a small premium for the OAMC Broad Network. Being enrolled in a HDHP plan means you are responsible for the full, negotiated, cost  of care for each appointment/service until your deductible is met. On this plan you do not have copays for office visits or prescription drugs. Being enrolled in a qualified HDHP plan allows you to save money on a pre-tax basis into an Heath Savings Account (HSA).

(Deductible Type: AGGREGATE (NON-EMBEDDED): On the HDHP plan(s) only. If you cover your family (spouse and/or children), the family deductible must be met either by one individual, or by a combination of family members, before the plan begins to pay. If you are enrolled with single (individual) coverage, you only have the single deductible to meet.)

Team Member Cost: 

Team member cost varies depending on whether you select the Base plan or the Buy Up plan. The Base plan is a lower premium cost to team members, but a higher deductible. DSST covers the majority of team member costs for this plan, you pay an additional premium to enroll your dependents.

Health Savings Account (HSA): 

• • Though the deductible with the HDHP is high, you can plan ahead for expenses with an HSA account to offset costs by making a pre-tax contribution to pay for any qualified health care expense as defined by the IRS, including most out-of-pocket medical, prescription drug, dental and vision  expenses.

Aetna HDHP Plan Summaries:  

• Base HSA (HDHP) Plan

• Buy-Up HSA (HDHP) Plan

“Co-Pay” Medical Plans

Why this plan? 

This plan offers a slightly higher monthly premiums but with lower deductibles. Employees that select this plan are eligible to participate in the Medical Flexible Savings Account (FSA). 

(DEDUCTIBLE Type: On the copay plan(s) only, If you cover your family (spouse and/or children), all eligible medical costs for each family member will count towards meeting the family deductible. However, an individual will not have to pay more than the individual deductible. If you are enrolled with single (individual) coverage, you only have the single deductible to meet.)

Team Member Cost: 

Team member cost varies depending on whether you select the Base plan or the Buy Up plan. The Base plan is a lower premium cost to team members, but a higher deductible.

Co-Pays & Deductibles: 

On these plans, there are set co-pays for primary and  specialty care for office visits and prescription drugs. Other services will accumulate towards your deductible.

Aetna Co-Pay Plan Summary: 

• Base Copay Plan

• Buy-Up Copay Plan

Download the Quantum app to see all your medical benefits card information in one place, access EAP services, access TeleHealth, and get provider recommendations that best meet your needs! 

You can also access Quantum via computer at mydsst.com to create an account, view your accumulators, review claims, and chat with a Care Coordinator team. 

DSST offers employees a choice between two affordable dental plans with Aetna Dental. 

• Base Plan—$1,000 annual maximum; provides strong coverage in network. 

• Buy Up Plan—$1,500 annual maximum; low monthly premium and increased coverage (includes adult ortho!)

 Click Here For More Details

Empower Retirement (Formerly MassMutual) 401(K)

The 401(k) Retirement Plan through Empower Retirement 401(k) is designed to support you in developing financial security for your retirement. 

DSST is committed to your future and thus provides a gift of 5% of your annual earnings* to your 401k plan. For new employees starting on or after 7/1/2022 this gift is deposited into your 401k account and is 100% vested as you return to work in August of your third year. As you continue your career with DSST, you will receive the 100% vested, 5% gift each year in August.

• • DSST automatically sets up your account to have 5% of your monthly earnings deposited in the 401(k) account each month unless you decide otherwise. You may change your deferrals as often as you wish.  

  • You are always 100% vested in your deferral contributions to the plan, any rollovers or transfers to the plan, plus any earnings they generate. 

  • Members manage their accounts with Empower directly and may choose how much to contribute from month-to-month.

*Colorado PERA*

The Colorado Public Employee's Retirement Association (PERA) provides retirement and other benefits to its members. PERA is a 401(a) defined benefit plan, sometimes called a pension plan. PERA: 

• • Serves as a substitute for Social Security. 

  • Provides benefits to you when you retire or are disabled, or to your survivors after your death. 

  • Providers members with access to voluntary PERA programs such as the PERAPlus 401(K)

  • PERA members must contribute a fixed percentage of their monthly salary (11% effective July 1, 2022). 

  • Member contributions are tax-deferred (until withdrawn) and earn a fixed rate of interest which is currently 3% compounded annually.