• The Colorado Network
• Cofinity - (Sloans Lake Preferred)
• PHCS Health Directions Network
• Total Script Pharmacy Network

• Medical Insurance Enrollment Form
• Medical Insurance Change Form
• HIPAA Privacy Notice
• COBRA Notice

• Vision Insurance Enrollment Form
• Vision Insurance Change Form
• HIPAA Privacy Notice
• COBRA Notice

• Voluntary Supplemental Life Insurance Program Specifications
• Life Insurance Enrollment Form
• Evidence of Insurability Form
• AD&D Insurance Enrollment Form
• Life Insurance Change of Beneficiary Form

• Definition  Any employee who becomes incapable of performing his/her essential job functions as the result of an injury or illness incurred within the scope of the County’s employment shall be deemed to be on injury leave until he/she is able to resume his/her essential job functions on his/her regular work schedule; or when approval is granted, by the County, to return to his/her regular work schedule on a restricted duty basis, as defined by the attending physician, resuming performance of all of the essential duties required in the employee’s position with reasonable accommodation; or when the employee is separated from County employment. 
  
  
• Statutory Benefits  An employee on injury leave, whether full-time or part-time injury leave, shall receive the statutory benefits available under the Workers' Compensation Act of Colorado, C.R.S. 8-40-101, et. seq., and pursuant to Gunnison County Personnel Policy. 
  
  
• Modified Schedule or Restricted Duty  While recovering from an on-the-job injury, an employee may return to work on a temporary basis with a modified work schedule and/or with restricted duties as the case may allow. Gunnison County reserves the right to limit or deny return to work on a modified schedule or restricted duty.
  
  
• Policy Regarding FMLA  The Family & Medical Leave Act is a separate Federal Act, but will run concurrently with any eligible on-the-job injury leave.  See Section 8-3 of the Personnel Policies for further information regarding Family and Medical Leave policies.
  
  
• Statutory Exceptions  Benefits may be reduced by 50% in the following situations:
  1) Where an injury is caused by the willful failure of the employee to use safety devices provided by the employer.
  2) Where injury results from the employee’s willful failure to obey any reasonable rule adopted by the employer for the safety of the employee. (Reference department policies for safety rules.)
  3) Where injury results from intoxication of the employee from drugs or alcohol.
  
  
• Notification/Reporting for Workers' Compensation  In the event of an on-the-job injury, an employee should notify his/her supervisor immediately or by no later than the end of the shift on which the injury occurs.  The employee must complete an Employee's Report of Injury form and an Authorization for Release of Medical Information form for submission to his/her supervisor within four workdays from the time of the incident.  If the employee is unable to complete the form, it may be completed by a family member or a representative. The employee's supervisor shall contact the Personnel Department immediately in order to provide the information necessary for the Personnel Department to complete an Employer's First Report of Injury form.  The employee's supervisor must submit the forms completed by the employee, along with a Supervisor's Report of Incident form, to the Personnel Department within one working day after receipt from the employee.
  
  
• Medical Examinations & Treatments  If an injury requires immediate emergency treatment, the nearest hospital emergency room should be utilized.  Upon release from emergency treatment, the employee must seek follow-up medical care from a County-designated provider.   Injuries not constituting an emergency, but requiring a physician's care, shall be treated by a County-designated medical service provider (see designated medical provider list under Employee Forms> Workers' Compensation).  Failure to comply with utilization of a County-designated provider may result in a denial of payment for medical expenses through the County Workers' Compensation Pool.  Each new employee receives a list of designated medical providers and a list can be obtained from the Personnel Department at any time in addition to posting on the website. 
  
  
• Denial of Injury Leave  An employee may be denied injury leave if it is determined by the County's Workers' Compensation Carrier that the injury is not job-related.  If the injury is finally deemed non-compensable under Gunnison County's Workers' Compensation policy, injury leave compensation will cease on the date the claim is denied.  In this event, unless the finding is overturned on appeal, the amount of payment made to the employee by the County while on injury leave will be deducted from the employee's accrued sick and vacation leave balances or, if these balances are not sufficient, deducted as leave without pay.
  
  
• Reporting Medical Status  During injury leave, employees must keep their supervisor informed of their medical status in regard to their ability to return to work.  The County reserves the right to request periodic reports regarding the employee's medical status from the designated medical provider.
  
  
• Separation  Injury leave does not preclude an employee from being separated from employment pursuant to another Personnel Policy.
  
  

• Regular Full-Time & Scheduled Part-Time Positions  A full-time or scheduled part-time employee in a regular position, who is eligible for injury leave, will be paid his/her full salary from the County during the initial three (3) calendar days of injury leave following the date of the injury (or the first 24 hours of injury leave for an employee on an approved modified schedule).  The County will require reimbursement in the amount of all payments received by the employee from the Workers' Compensation insurance carrier for lost wages during this initial period.
  
  If the employee is still unable to return to his/her regular work schedule after the initial period of three (3) calendar days (or 24 hours for an employee on a modified schedule), the County may continue to pay the employee 10% of his/her regular rate of pay for up to 176 hours of additional eligible leave time.  This payment from the County is in addition to the non-taxable 66 2/3 % of wages payment that the employee receives from the Workers' Compensation insurance carrier.
  
  
• Intermittent Part-Time & Seasonal Positions  Any seasonal or intermittent part-time employee, who is eligible for injury leave, will be paid his/her appropriate salary from the County during the initial three (3) calendar days of injury leave following the date of the injury.  During this initial three (3) day period, the County will require reimbursement in the amount of all payments received by the  employee from the Workers' Compensation insurance carrier for lost wages.  The employee shall also have his/her case referred to the County's Workers' Compensation insurance carrier for any continued payments to which the employee is entitled in lieu of payment of wages.
  
  
• Termination of Injury Leave With County Compensation Termination of injury leave with County compensation will occur: when the employee is placed on injury leave without County compensation status; when the County has a written release from the attending physician permitting the employee to return to his/her regular work schedule and resume performance of all the essential duties required in the employee's position; or when the employee is separated from County employment.
  
  

• Conversion to Injury Leave Without County Compensation  When an employee remains on injury leave (full time or on an approved modified schedule) beyond the maximum hours eligible for compensation by the County, the employee will be placed on injury leave without County compensation status.  The employee shall also have his/her case referred to the County's Workers' Compensation insurance carrier for any continued payments to which the employee is entitled in lieu of payment of wages. 
  
  
• Termination of Injury Leave Without County Compensation  Termination of injury leave without County Compensation may occur: when the County has a written release from the attending physician permitting the employee to return to his/her regular work schedule and resume performance of all the essential duties required in the employee’s position; or when approval is granted, by the County, to return to his/her regular work schedule on a restricted duty basis as defined by the attending physician, resuming performance of all the essential duties required in the employee’s position with reasonable accommodation. The failure of an employee to return to work upon the expiration of the 12-workweek period, as defined by the Family & Medical Leave Act Section 8-3(c) will subject the employee to dismissal unless an extension is granted prior to the return date.  An employee should refer to Sections 8-4; 8-5; or 8-9 for a request of additional leave. 
  
  
• Continuation of Benefits  Employees who are on approved injury leave with County compensation status will continue to be eligible for all County benefits that they normally receive when on regular status.  Employees who are on approved injury leave without County compensation status will not continue to earn compensated benefits (sick leave, vacation, holidays, etc.) or retirement match but, if currently participating, will be eligible to continue regular participation in the County's health, dental, vision and life insurance programs through the last day of the month in which the following calculation of time expires: Calculation = period of time equal to the hours an employee regularly works per week multiplied by 12, minus all injury leave hours used since the date of the initial injury.  The employee, however, must continue to pay his/her share of the monthly premium by the assigned due date or their insurance coverage will be subject to cancellation.  Effective the first day of the month following expiration of eligible leave hours, the employee will be responsible for paying the County’s share of participating premiums in addition to the employee share.  This responsibility will continue until injury leave without County compensation status is terminated.  For employees who have been employed at Gunnison County more than 20 years, the responsibility for paying the County’s share of participating premiums will not begin for an additional three months from the date that other eligible leave hours expire.
  

• Personal Cancer Protection Plan
• Hospital Intensive Care Insurance
• Accident Expense Plus
• Specified Health Event Protection Policy 
• Short Term Disability

• Section 125 Medical and Childcare Spending Accounts Plan Summary
• How Flex Accounts Work
• Eligible Expenses in a Flexible Medical Spending Account
• Over-the-Counter Drug Guidelines
• Who is an Eligible Dependent
• Definition of a Spouse
• How to Access Your Flex Account
• Flexible Benefits Planning Worksheet
• Flexible Benefits Enrollment Form
• Request for Reimbursement Form
• Request for Rembursement Grace Period Form
• Mid-Year Flex Election Change Form
• HIPAA Privacy Notice
  
  

• Secured Loans
• Signature Loans
• Revolving Lines of Credit
• Checking Accounts
• Payroll Deductions
• Traveler's Checks
• Blue Book Values

Address:
234 North Main Street
Gunnison, Colorado 81230

Office Hours:
9:00 am - 5:00 pm
Monday - Friday
Closed Saturday, Sunday and Holidays

Phones:
(970) 641-2482 - phone
(970) 641-2668 - fax Membership forms are available at the Credit Union Office. 

Changes in payroll deductions can be made in the County Personnel Office

• 3 FREE Counseling Sessions per year
• 2 FREE Financial Counseling Sessions with a Certified Financial Planner per year

Vacation

• Earned at the rates of:
  * 0 - 4 years 6 2/3 hours per month
  * 5 - 8 years 8 hours per month
  * 9 - 15 years 10 hours per month
  * 16 -20 years 12 hours per month
  * 21+ years 14 hours per month

 Sick Leave

• Earned at the rate of 8 hours per month
  * on an annual basis may use up to 16 hours for personal leave
  * may use sick leave to care for self or immediate family illness/injury or other time eligible for FMLA leave
  * with supervisor approval may use sick leave as funeral leave

 Holidays

• Commissioners determine schedule on an annual basis
  * The 2008 schedule includes 12 paid holidays
  * 2008 Holiday Schedule
  

• www.ccoera.org - Retirement
• www.ngs-american.com - Flex Comp
• www.ngs-american.com  - Health Insurance
• www.totalscript.com - Prescription Card
• www.triadeap.com - Employee Assistance Program