All team members who work at least 30 hours or more per week, are considered benefits eligible and can enroll within their first 30 days of employment for benefits which become effective 1^st of the month following date of hire.  Eligible dependents for coverage include legal spouse, qualified domestic partner, and children.  Each health offering includes a network of treating providers and hospitals. 

Medical

Medical insurance including tiered prescription drug coverage at Summit is offered through United HealthCare.  Team members have 3 plan options to choose from.  Each plan offers preventative care covered at no cost to each participating member.

PPO (Preferred Provider Organization) Plan: This medical plan option has 1^st dollar coverage with copayments when treating with a Primary Care Provider (PCP), Specialist, Urgent Care, and Emergency Care.

In-Network Deductible:
Individual: $750
Family: $1,500

HDHP (High Deductible Health Plans):  With this type of medical plan, team members have 2 options to choose from: a Buy-Up plan or Base plan option.  HDHP plan options have lower insurance premiums and are paired with a Health Savings Account (HSA).  A HSA is a personal savings account that you can use to pay for qualified medical expenses with tax free dollars, now or in the future.  The company also funds a monthly contribution into this account ranging from  $80 to $260 depending on coverage level. The IRS defines the annual tax free contribution maximum that a team member can contribute each plan year.

Buy Up Plan
In-Network Deductible:
Individual: $3,000
Family: $6,000

Base Plan
In-Network Deductible:
Individual: $5,000
Family: $10,000

FSA (Flexible Spending Account)

A Flexible Spending Account (FSA) allows team members to pay for eligible health care and dependent care expenses using tax free dollars.  Summit offers 3 FSA plan options, a Health Care FSA, a Dependent Care FSA, and a Limited Purpose FSA.  The IRS defines the annual tax free contribution maximum that a team member can contribute each plan year. 

Dental

Dental insurance is offered with 2 plan options through Delta Dental of Colorado.   The Base plan option includes preventative care covered at 100%, basic services covered at 80%, and major services covered at 50%.  The Buy-Up plan option includes preventative care covered at 100%, basic services covered at 90%, and major services at 60%.  Orthodontic coverage is available on the Buy Up plan option for dependents up to 19 years of age with a lifetime maximum of $2,000. 

Base Plan
Individual Deductible: $50
Family Deductible: $150
Calendar Year Annual Maximum: $1,500

Buy Up Plan
Individual Deductible: $25
Family Deductible: $75
Calendar Year Annual Maximum: $2,000

Vision

Vision insurance is offered with 2 plan options through VSP.  The Base plan option covers exams and lenses/contact lenses every 12 months with a copayment of $20 and frames (in lieu of contacts) every 24 months.  The Buy Up plan option covers exams, lenses/contact lenses, and frames (in lieu of contacts) every 12 months with a $15 eye exam copayment and a materials copayment of $20.

Summit Utilities pays 100% of Basic Life and Accidental Death and Dismemberment Insurance at 1.5 times base salary.  The company also provides at no cost to team members, income replacement through Short-Term and Long-Term Disability coverage  for qualified disabilities.

Employee Assistance Program

Summit provides at no cost to team members and family members an Employee Assistance Program (EAP).  The EAP offers confidential counseling, assistance for personal, family, and work-related issues, provides self-help resources, and includes a robust personal and work development training library.

Life Insurance

Summit offers Voluntary Life and Accidental Death and Dismemberment insurance for team members up to $1 Million, spouse or domestic partner insurance up to $300,000, and children with flat options of $10,000, $20,000, and $30,000.  

Accident

Accident insurance is available to benefit eligible team members and eligible family members that pays a fixed benefit directly to the team member in the event of an accident.  Benefits are paid according to a fixed schedule that includes benefits for hospitalizations, fractures, dislocations, emergency room visits, and more.

ID Theft Protection

ID Theft Protection insurance is available to benefit eligible team members and family that helps monitor identity, credit, detects fraud, and more.  This insurance also includes a $25,000 identity fraud policy to cover out of pocket expenses related to identity theft.

Legal

Legal Insurance is available to benefit eligible team members and provides access to a network of experienced attorneys that covers many personal legal matters with no waiting periods, no deductibles, or claim forms.  This benefit also includes all service for non-covered matters (that are not otherwise excluded) up to an additional 4 hours of attorney time with no cost.  

Paid Time Off

Team members receive Paid Time Off (PTO) which is an allotment of paid time to use for vacation, sickness, and for other personal reasons. The amount of PTO received is based on years of service by the most recent hire date or rehire date.  

Paid Holidays

Summit provides team members 10 paid holidays throughout the calendar year along with 2 additional floating holidays. 

Volunteer Paid Time Off

Summit provides 20 hours of paid time each calendar year for team members to volunteer in the communities we serve, and to assist with impacted disasters and issues that impact the community’s quality of life. 

Paid Parental Leave

Summit provides eligible team members paid time off while on parental leave following the birth of a child or adoption of a child up to 12 months of age.  

At Summit, our compensation philosophy is linked to our core values and belief that you should be rewarded for your individual contributions and achievements while sharing in the company’s success. Base salaries are market competitive and reflect the scope of your job responsibilities, experience and performance. Our annual merit program focuses on your utilization of the company’s core values in achieving results in your job. Our annual bonus program considers achievement of your goals as well as the company’s scorecard during the performance year.

Retirement

Summit offers a 401(K) Retirement plan option to help team members save and invest in their future retirement through voluntary salary contributions and employer matching contributions. Team members can participate after 90 days of employment and vesting is immediate. 

Other Financial Benefits

Adoption Assistance: Summit will reimburse team members who meet the company policy requirements for eligibility up to $7,000 for qualified adoption related expenses.

Education Reimbursement: Summit will reimburse team members up to a maximum of $5,250 per calendar year for eligible expenses related to the completion of accredited courses or programs in an approved course of study. 

Disclaimer: The information listed on this site: summitutilitiesinc.com highlights core features of the Summit Utilities, Inc. Employee Benefits Program.  It does not include all plan rules, details, limitations, or exclusions.  The terms of the benefit plans are governed by legal documents, including insurance contracts.  Should there be an inconsistency between what is detailed on this site and the legal plan documents, the plan documents are the final authority.  Summit Utilities, Inc. reserves the right to change, modify, or discontinue its employee benefit plans at any time.