Information for Employees: Important information you need to review

Information for Employees: Important information you need to review

 

Click on the following link for information on Kaiser hours and locations and other options for health care over the coming 2019 winter holidays:

419708524_19_Christmas-NY_HolidayHours_DB

 Emergency Contact Information

 

Non-Emergency Contact Information

  • Kaiser Permanente 303-338-4545 www.kp.org
  • North Washington Water and Sewer District 303-288-6664 After hours emergency number: 720-218-0827
  • North Metro Fire Department non-emergency number: 303-289-4683
  • Xcel Energy Customer Service: 800-895-4999

DELTECH, INC. PROFIT SHARING PLAN

 

SAFE HARBOR NOTIFICATION TO ELIGIBLE EMPLOYEES

 

This is an annual notice and only applies to the Plan Year beginning on January 1, 2020. This notice covers the following points:

  • How much you can contribute to the Plan;

 

  • What other amounts the Employer will contribute to the Plan for you; and

 

  • When your Plan account will be vested (that is, not lost when you leave your job), and when you can receive a distribution of your Plan

 

You can find out more information about the Plan in the Plan’s Summary Plan Description (SPD). You can obtain a copy of the SPD from the Plan Administrator.

 

I.      Employee deferral contributions

 

You are allowed to defer a portion of your compensation to the Plan. These amounts are referred to as deferrals and are held in an account for your behalf. When you are permitted to take a distribution from the Plan, you will be entitled to all of your deferrals, as adjusted for any gains or losses. The type of compensation that may be deferred under the Plan is explained in the section of the Summary Plan Description entitled “What compensation is used to determine my Plan benefits?” (this is in the Article entitled “COMPENSATION AND ACCOUNT BALANCE”).

 

Your total deferrals in any taxable year may not exceed a dollar limit which is set by law. The dollar limit may increase each year for cost-of-living adjustments. The Administrator will notify you of the maximum percentage you may defer. The amount you elect to defer, and any earnings on that amount, will not be subject to income tax until it is actually distributed to you. However, the amount you defer is counted as compensation for Social Security taxes.

 

If you are at least age 50 or will attain age 50 during a calendar year, then you may elect to defer additional amounts (called “catch-up contributions”) to the Plan. These are additional amounts that you may defer, up to an annual limit imposed by law, regardless of any other limits imposed by the Plan.

 

II.     Employer Safe Harbor Contribution Election

 

To help you make an informed decision on the level of your own elective deferral contributions, if any, your Employer must inform you about the contributions it will make to the Plan. Your Employer has elected to make the following employer safe harbor contribution:

 

Safe Harbor Matching Contribution. In order to maintain “safe harbor” status, your Employer will make a safe harbor matching contribution equal to 100% of your elective deferrals that do not exceed 4% of your compensation. This safe harbor matching contribution is 100% vested.

 

For purposes of calculating the safe harbor matching contribution, your compensation and deferrals will be computed for the Plan Year.

 

III.    Other Employer Contributions

 

The Employer may make a discretionary additional matching contribution. If the Employer makes a discretionary additional matching contribution, the discretionary additional matching contribution will not apply as to elective deferrals exceeding a discretionary % not to exceed 6% of your compensation. The total amount of this discretionary additional matching contribution will not exceed 4% of your compensation.

 

In addition to the above, other contributions may be made to the Plan. You should review the Article of the SPD entitled “EMPLOYER CONTRIBUTIONS” for details regarding these other contributions.

 

IV.    Suspension or reduction of safe harbor matching contribution.

 

The Employer retains the right to reduce or suspend the safe harbor matching contribution under the Plan. If the Employer chooses to do so, you will receive a supplemental notice explaining the reduction or suspension of the safe harbor matching contribution at least 30 days before the change is effective. The Employer will contribute any safe harbor matching contribution you have earned up to that point. At this time, the Employer has no such intention to suspend or reduce the safe harbor matching contribution.

 

V.     Vesting

 

The following is a general explanation of the vesting provisions of the Plan. More details can be found in the Article of the SPD entitled “VESTING.”

 

100% vested contributions. You are always 100% vested (which means that you are entitled to all of the amounts) in your accounts attributable to the following contributions:

 

  • elective deferrals including catch-up contributions

 

  • rollover contributions

 

  • safe harbor contributions

 

Vesting schedules. Your “vested percentage” for certain Employer contributions is based on vesting Years of Service. This means at the time you stop working, your account balance attributable to contributions subject to a vesting schedule is multiplied by your vested percentage. The result, when added to the amounts that are always 100% vested as shown above, is your vested interest in the Plan, which is what you will actually receive from the Plan.

 

Nonelective Contributions

 

Your “vested percentage” in your account attributable to nonelective contributions is determined under the following schedule. You will always, however, be 100% vested in your nonelective contributions if you are employed on or after your Normal Retirement Age or if you terminate employment on account of your death, or if you terminate employment as a result of becoming disabled.

 

Vesting Schedule Nonelective Contributions

Years of Service

 

Less than 2

Percentage

 

0%

2 20%
3 40%
4 60%
5 80%
6 100%
Additional Matching Contributions

 

Your “vested percentage” in your account attributable to Additional Matching Contributions is determined under the following schedule. You will always, however, be 100% vested in your Additional Matching Contributions if you are employed on or after your Normal Retirement Age or if you terminate employment on account of your death, or if you terminate employment as a result of becoming disabled.

 

Vesting Schedule Additional Matching Contributions

Years of Service

 

Less than 2

Percentage

 

0%

2 20%
3 40%
4 60%
5 80%
6 100%
Additional vesting provisions

 

All Employer contributions allocated for Plan Years prior to November 1, 2011 are fully vested.

 

VI.    Distribution provisions

 

The Plan and law impose restrictions on when you may receive a distribution from the Plan. Below is general information on when distributions may be made under the Plan. See the SPD for more details, including details on how benefits are paid. Also, at the time you are entitled to receive a distribution, the Plan Administrator will provide you with a notice explaining the rules regarding the taxation of the distribution.

 

You generally may not withdraw your deferral contributions except when one of the following events occurs: severance from employment with the Employer, death, or attainment of age 59 1/2. You are always 100% vested in your deferral contributions.

 

You may withdraw any additional contributions provided for in “Other Employer Contributions” upon your death or termination of employment.

 

If your vested account balance exceeds $5,000, you may elect to have your vested account balance distributed to you as soon as administratively feasible following your termination of employment.

 

If your vested account balance does not exceed $5,000, a distribution of your vested account balance will be made to you, regardless of whether you consent to receive it, as soon as administratively feasible following your termination of employment regardless of consent.

 

You may also withdraw money from the Plan from certain accounts if you have reached age 59 1/2 or if you have an immediate and heavy financial need. However, there are various rules and requirements that you must meet before any withdrawal is permitted. See the Article in the SPD entitled “DISTRIBUTIONS PRIOR TO TERMINATION OF EMPLOYMENT” for more details.

 

You may withdraw money from your rollover account at any time. See the Article in the SPD entitled “DISTRIBUTIONS PRIOR TO TERMINATION OF EMPLOYMENT” for more details.

 

VII.   Administrative procedures

 

The amount you elect to defer will be deducted from your pay in accordance with a procedure established by the Plan Administrator. The procedure will require that you enter into a written salary reduction agreement after you satisfy the Plan’s eligibility requirements. Your election will become effective as soon as administratively feasible. Your election will remain in effect until you modify or terminate it.

 

You may revoke or make modifications to your salary deferral election in accordance with procedures that the Plan Administrator provides.

 

In addition to any other election periods provided above, you may make or modify a deferral election during the 30-day period immediately preceding the Plan Year for which this notice is being provided. For the Plan Year you become eligible to make deferrals, you may complete a salary deferral agreement during a 30-day period that includes the date you become eligible.

 

If you decide to start or change your elective deferral, you must complete the salary reduction agreement and return it to the Plan Administrator.

 

VIII.  Investments

 

Right to direct investment/default investment. You have the right to direct the investment of your Pre-Tax 401(k) deferrals and also other accounts under the Plan (your “directed accounts”) in any of the investment choices explained in the investment information materials provided to you.

 

We encourage you to make an investment election to ensure that amounts in the Plan are invested in accordance with your long-term investment and retirement plans. However, if you do not make an investment election, then the amounts that you could have elected to invest will be invested in a default investment that the Plan officials have selected.

 

IX.    Employer’s right to terminate Plan

 

Pursuant to the terms of the Plan, your Employer has the right, at any time, to terminate the Plan. Termination of the Plan will result in the discontinuance of all contributions to the Plan (including the safe harbor 401(k) contribution) with respect to any compensation you receive after the effective date of the termination. Termination of the Plan will not affect your right to receive any contributions you have accrued as of the effective date of the termination.

 

X.     Additional information

 

This notice is not a substitute for the Summary Plan Description. The provisions of the Plan are very complex and you should always look at the Summary Plan Description if you have any questions about the Plan. If, after reading the Summary Plan Description, you still have questions, contact the Plan Administrator.

 

The Plan Administrator is the Employer. You may contact the Employer at:

 

Contact:              Deltech, Inc.                                                                                                                                                             

 

Address:             1007 E. 75th Ave., Unit E                                                                                                                                        

 

 Denver, Colorado 80229                                                                                                                                         

 

Telephone:        303-433-5939                                                                           

 

 

State and Federal Posters for 2020

Colorado Electronic Set English+Spanish 2020

 

State and Federal Posters for 2019

Colorado Poster (Posters) for 2019

Federal Posters (Small Employer Posters – no FMLA)

Click on the links above to view important information about your rights and responsibilities as an employee of Deltech Furnaces.

Covid- 19 Update: As a part of the critical manufacturing supply chain, Deltech Furnaces remains FULLY OPERATIONAL