Working at DHA

For new hires and their dependents, coverage begins on the first day of the month following the date of hire.   

Eligible Dependents: Your spouse or domestic partner, your birth or adopted children , your domestic partner’s children who live with you, step children who live with you, and any child for whom you are the legal guardian or for whom coverage is required by a Medical Support Order.  Adult children are eligible for coverage if they are under age 26. You will be asked for documentation to prove your dependent’s eligibility for DHA coverage. 

Annual leave begins to accrue with the first day of employment. New hires may not take paid annual leave during the first three (3) months of the introductory period, but may accumulate annual leave. A maximum of 240 hours may be carried over from year to year.

The accrual rate is:
5 years and under: 8 hours per month
6 – 10 years: 10 hours per month
11 – 15 years: 12 hours per month
16 years plus: 14 hours per month

Sick leave is paid leave granted to introductory and regular employees to be used for illness, injury, disability or medical appointments.  It can also be used for the necessary care of the employee’s family.  It is accrued at 2.7692 hours per pay period (or 72 hours annually) with a maximum of 800 hours that may be carried over from year to year.  New hires may not take paid sick leave during the first 30 days of employment. 

DHA also provides other types of leave both paid and unpaid such as Professional Leave, Court Leave, Bereavement Leave, Family and Medical Leave, Union Leave, Jury Duty, Military Leave and, if pre-approved, Leave of Absence.

Coverage is effective the first of the month following 30 calendar days of full time regular employment. Dependent children are eligible for coverage up to age 26.  

Because families have different medical needs, Denver Housing Authority offers a choice of three plans through Kaiser Permanente: 1) Deductible/Coinsurance, 2) HMO and 3) Added Choice Triple Option. The plans are similar in benefits, but differ in premium cost, deductible, out-of-pocket expenses, and range of choice of physicians and hospitals.

Coverage is effective the first of the month following date of hire.  Dependent children are eligible for coverage up to age 26.  Premium is paid 100% by employee and is payroll deducted.   

Two different plans are offered through Assurant Employee Benefits (acquired by Sun Financial): 1) a prepay discount plan offering comprehensive benefits through a network of plan dentists and 2) a more traditional dental insurance with a yearly benefit maximum of $1000 and a deductible per person per policy year of $50

On the first of the month following 30 days of employment in an eligible position, term life insurance, accidental death and dismemberment insurance is provided for the employee in the amount of one times annual salary for a maximum of $50,000. The cost is 100% paid by the Authority. Optional dependent life insurance is also available to qualified dependents at a low cost to the employee. Voluntary life insurance, spouse life insurance and child life insurance are options paid by the employee. 

Housing Authority Insurance Group offers a free $5,000.00 term life insurance policy to active eligible DHA employees only. The coverage amount will be reduced for an active employee at age 65 to $3,250 and age 70 to $2,500.00.

Participation in the 401(a) Money Purchase Plan is mandatory on the first day of the month following completion of six months in a regular position. Denver Housing Authority contributes an amount equal to 10%.   A vesting schedule applies. 

Participation in the 457 Deferred Compensation Plan is optional.  It provides retirement savings through payroll deduction before taxes are deducted.  There are no eligibility requirements to participate in this plan.   IRS rules and regulations apply. 

Participation in the ROTH IRA is optional.  It provides retirement savings through payroll deduction after taxes are deducted.  There are no eligibility requirements to participate in this plan.  IRS rules and regulations apply. 

Long term disability insurance replaces a percentage of income, to age 65, on a monthly basis in the event the employee is totally or partially disabled and unable to work due to an accident or illness. Active regular employees working a minimum of 30 hours a week are eligible for coverage, if disabled, for up to 60% of monthly salary to a monthly maximum of $5,000. Benefits are payable after 120 days of disability. The cost is 100% paid by the Authority. 

Short term disability insurance replaces a percentage of income for employees on a weekly basis in the event the employee is totally or partially disabled and unable to work due to an accident or illness.  Coverage begins after fourteen days of disability or until all sick and annual leave has been exhausted, whichever is later, up to 120 days of disability. Active, regular employees working a minimum of 30 hours a week are eligible for coverage, if disabled, for up 70% of weekly salary to a weekly maximum of $2,000.  The Authority provides $250/week base coverage for all regular employees, but additional coverage can be purchased. 

Coverage is effective the first of the month following the date of hire.  This plan allows you to set aside part of your salary to pay for health and dependent care expenses with pretax dollars and to pay for the employee’s portion of health and dental insurance premiums pre-tax (prepay dental insurance cannot be paid pretax). 

Accident, Critical Illness and Vision Insurance

Accident, critical illness and vision insurance are 100% employee paid options.

Increases in pay are given to regular employees according to an established salary schedule, if performance is satisfactory.  An annual adjustment to the salary schedule may also result in increases, depending upon current policy.