Benefits

Employee Benefits

Eligibility for different benefits depends on your employee status and length of service.

Employee Status Definitions

Group YR-YEAR ROUND- Group YR status is assigned to specific key positions that are regularly scheduled at 30 hours or more per week on a year-round, 12 consecutive month basis. Status may be hourly or salaried. Benefits and status are changed accordingly if an employee transfers to a position that is not classified as YR. Group YR 10    YEAR ROUND 10 Month- Group YR 10 employees are the same as YR employees but only work 10 months a year. 

Group SS-SEASONAL SALARIED –Group SS status is assigned to certain full-time (30 hours or more per week) seasonal (winter or summer), salaried, supervisory staff.

Group HCB-Hourly Core with Benefits- Group HCB status is assigned to certain employees that work in more than one seasonal period (winter and summer).  HCB employees work more than 1,560 hours in a 12 month period and are considered full time and are eligible for health/dental benefits.

Group HC –  HOURLY CORE- Group HC status is assigned to certain variable hour positions that are 400 hours or more per season and scheduled on a continuous basis in the winter and/or summer operating seasons.  If an employee is not on track to work 400 hours per season, their status will be changed to HF and benefits adjusted accordingly.  Hourly core employees work at least 30 hours per week.

Group HF – HOURLY FLEX- Group HF status is assigned to variable hour positions that are scheduled between 112 and 400 hours per season.  Hourly flex employees work between 8 and 29 hours per week.

Group HF 10 Hourly Flex with 10 years of service- Group HF10 status is assigned to variable hour positions that are scheduled between 112 and 400 hours per season with 10 years of service.  Hourly flex 10 employees must work at least 8 hours per week and receive the same benefits as an HC Hourly Core Employee.

PEAK- An employee is considered to be “peak” if they are hired for a specific project or time period, usually three weeks or less (Holiday Break, Spring Break, etc.). PEAK employees work less than 112 hours in a season.

*Note – Any employee that does not meet the seasonal hours requirement for the status they were hired will have to start the next season at a lower status.  For example, if a seasonal employee is hired as an Hourly Core Employee and does not meet their 400 hours requirement within the season, the employee would have to be hired back as an Hourly Flex Employee the following season, Hourly Flex Employees or HF that do not meet 112 hours will be brought back as a PEAK employee.

 Exempt Employee- An exempt employee is not eligible for overtime pay.  Exempt employees typically work at least 80 hours per pay period.

Non-Exempt Employee- Non-exempt employees are eligible for paid overtime at one and one-half times their regular rate of pay for all hours worked in excess of 40 hours per workweek or in excess of 12 hours in a day

Volunteer- Winter and summer volunteers are utilized in various departments to assist as needed.   In exchange for volunteering their time, volunteers are eligible for certain non-tangible rewards.  Volunteers are required to work 10 days in the season.

 

The following chart shows current benefits by employee status. Following the chart is a short description of each current benefit and where to get further information. Please contact Human Resources for further information.

 

Benefit V PEAK HF HC/

HF10

HCB SS YR
 

401(k) Plan

         

AD&D*            
Bereavement Leave      
Charging Privileges          
Dependent Lift Access    
Discounts
EAP**          
Facility Sharing Programs            
Flexible Spending Account            •
Friendship Passes    
Holiday Accrual        
Jury Duty  
Life Insurance            
Lift Access Privileges
Long Term Disability            
Medical/Dental  Insurance        
Purgatory Mortgage Assistance      
Personal Time Off (PTO)            
Real Deal Exchange Program    
Supplemental Benefits (AFLAC)    
Transportation/Carpool Program
Voting Privileges  
Workers’ Compensation  
Working Mom/Dad Childcare Support          

 

 

*AD&D—Accident Death/Dismemberment, **EAP—Employee Assistance Program

Explanation of Benefits

PLEASE NOTE: Abuse of any of the listed benefits, including discounts, will result in loss of benefits.

 

Dependent Definitions

Spouse:  Lawful spouse as substantiated by a Marriage License or an Affidavit of Common Law Marriage. Required documentation may be original, notarized and recorded documents or they may be a notarized, official copy of a recorded document. (If an employee wishes to change their spouse for benefit purposes, they must substantiate the change with a Decree of Dissolution or a Death Certificate.)

 

Child:  Unmarried children, including adopted children, step-children and foster children, under 19 years of age (23 years of age if attending an educational institution full-time, substantiated with proof from the attending school) who depend on the employee for support. Substantiation of children may include whatever is deemed appropriate for the situation (Birth Certificates, Legal Guardianship papers, etc.). Required documentation may be original, notarized and recorded documents or they may be a notarized, official copy of a recorded document.  For group health insurance purposes only, a child can be covered up to age 26.

 

401(k) Retirement Plan

Purgatory currently offers a 401(k) Retirement Plan to all qualified employees. To qualify, you must be twenty-one years old, and have worked 1,000 hours or more in a calendar year, or be hired into HCB, SS, YR or YR10 status. Eligibility commences the 1st of the month following a 30 day waiting period. Enrollment date is the first of each month; you may enter the plan only at the start of each new month. You may contribute up to a maximum of 100% of your gross salary into the Traditional 401K plan, however, if you opt for the Roth choice, you will be subject to IRS limits on contribution amount. Purgatory currently matches 30% of the first 5% of the employee contribution. You vest in the company contribution portion according to years of service. For more information, contact Human Resources.

 

Accidental Death and Dismemberment Insurance (AD&D)

Group YR employees are currently provided an insurance policy that pays one time their annual salary to the designated beneficiary in the event of a non-work related accidental death or dismemberment. Coverage is effective on the first day of the month following a 30-day waiting period.

 

Bereavement Leave

Up to three regularly scheduled, paid days off may be granted due to a death in your immediate family. Immediate family is defined as: your (step) parent, (step) child, spouse, brother, sister, grandparent, grandchild, son/daughter in-law, parent in-law, grandparent in-law, brother or sister-in-law and all legal dependents in the employee’s household. If you wish to take the day (or a portion of the day) off with pay, a Paid Leave Request must be submitted to the department director through the payroll system for all non-worked, paid hours (personal time off, holiday, etc.)  To ensure proper payment make sure to submit your Paid Leave Request well ahead of time and follow up with your supervisor prior to the time off.    For more information, contact Human Resources.

 

Car Pool Program

In addition to offering free employee transportation, Purgatory offers a Car Pool Incentive Program.   Only the driver of the vehicle will be eligible for the incentive payment.  Abuse of this program in anyway could result in termination of employment.  For more information, contact Human Resources.

 

Charging Privileges

Group YR and SS employees are allowed charging privileges in retail locations and the Company Store. There is a $10 minimum charge amount with a $400 charging limit. Accounts are paid through payroll deduction of 25% of the outstanding balance or a minimum of $25 (or the entire balance if less than $25). All amounts over the $400 limit and/or over 90 days past due are automatically deducted from your paycheck. The account must be paid in full when employment ends or when the employee status changes. For more information, contact Accounting at 426-7207.

 

Dependent Lift Access Privileges

Your dependents may receive free or discounted lift access privileges according to your group status. Upon presentation to Human Resources of the appropriate documentation (Birth Certificates, Marriage Licenses, etc.), you are issued a voucher that is exchanged at the Ticket Office. You are eligible to receive your dependent benefits immediately upon hire or promotion.  Dependents only receive the season pass discount on food and retail.

 

Winter:

 Employee Group Status                       < 7          7-12         13 – 18     Adult      Senior (65+)

 

YR                                                          Free         Free         Free         Free         Free

 

SS                                                           Free         Free         Free         Free         Free

 

HC                                                          Free         Free         Free         Free         Free

 

HF 10                                                      Free         Free         Free         Free         Free

 

HF                                                           All Pass Prices for HF Employees Updated Seasonally

 

PEAK                                                      N/A         N/A         N/A         N/A         N/A

 

Volunteer                                                N/A         N/A         N/A         N/A         N/A

 

*If an HC employee is not on track to work 400 hours, his/her status will be changed to HF and the employee will be required to pay the discounted price on a dependent pass.

Summer:

The dependents of summer employees receive free lift access. The dependents of winter employees, who completed the winter season in good standing, are provided a 50% discount on summer lift products.

All dependent passes are invalid if employment ends and must be returned to Human Resources or your supervisor promptly. If a discounted pass was purchased, your dependent has the option of returning the pass for a pro-rated refund (that will be calculated by percentage of remaining season) or paying the difference between full price and the discounted rate.

 

Employee Discounts

Many departments, as well as some outside companies, currently offer discounts to Purgatory employees. These discounts are communicated to you through the ePurg website. You must present your employee I.D. and identify yourself as an employee before the purchase is processed to receive the discount. For more information, contact Human Resources at ext. 17224. 

 

Food & Beverage Operations

F&B venues offer a flat (no additional discount) $5 plus tax employee meal deal at all Purgatory-operated venues (subject to availability). In addition, all employees receive a 30% discount on food and non-alcoholic beverages at all Purgatory restaurant and cafeteria locations. Meal deals and discounts are only available to active employees and are not extended to friends and family.  To receive the discount, you must present your employee ID.  Discounts do not apply to grocery and non-grocery items for sale at outlets such as the Village Market & Deli.

 

Mountain Bike Rental

All employees (not dependents) receive a 50% discount on the rental of a mountain bike for the employee’s use at Purgatory Cycle Works.  For more information, contact Purgatory Cycle Works at ext. 11400.

 

Retail Locations

All employees receive a 25% discount on all non-sale merchandise.  This discount applies to all Purgatory-operated retail locations.  Employee and Volunteers must present their employee ID to receive the discount.  This discount is only intended for purchases for the employee.

 

Snowsports and Mountain Bike Lessons

All employees receive free group lessons on a space-available basis in existing classes. Employees receive a 50% discount on the Men’s and Ladies’ Day programs and dependent children receive a 50% discount on the Snowburner and ATP Programs.  Employees also receive a discounted rate for ski and snowboard competition entry fees.  For more information, contact Snowsports or Mountain Bike School at ext. 11500.

 

Rental Services

Employees and their dependents receive a 50% discount on skis, boards, boots, and poles, subject to availability, at all Purgatory-operated rental outlets. Employees and their dependents also receive a 25% discount on demo equipment, rentals and retail purchases at Expert Edge. For more information, contact the individual service center.

 

Repair Services

All employees receive 50% off all repair services for you and your dependents (you must be present with your dependents to receive the dependent discount). For more information, contact Ski Repairs at ext. 11400. 

 

Employee Assistance Program (EAP)

Group YR and SS employees are currently eligible to use the services of the Employee Assistance Program (EAP). Lincoln Financial EAP provides confidential counseling to help you with family issues, substance abuse problems, financial pressures, legal matters, personal issues, marriage/relationship problems, etc. Up to six visits are available annually at no cost and can be utilized by you and/or your immediate family.

 

Facility Sharing Agreement

YR employees and dependents are eligible to take advantage of benefits at Trimble, Dalton Ranch and the Glacier Club.  The purpose of our exchange with these facilities is to provide our eligible employees and dependents access to enjoy certain amenities on a periodic basis.  Please use these benefits appropriately as the agreements are not intended to be a season pass or club membership.

 

Flexible Spending Account

Group YR and SS employees are currently eligible to participate in the Purgatory Flexible Spending Account Plan. Section 125 of the U.S. Tax Code allows certain expenses (dependent care, medical premiums and un-reimbursed medical) to be paid with pre-tax dollars. You can save tax money in four areas: Federal and State Income Tax, Social Security Tax and Medicare Tax.

The amount you choose to have withheld from each paycheck is deposited in an interest-free account until reimbursed to you. Payflex will mail a debit card to the address on file.  You will use this card for eligible expenses or you will need to submit valid receipts to PayFlex and reimbursement checks are issued by PayFlex. Any amount remaining in your account at the end of the plan year is forfeited.

You may elect to participate in the Flexible Spending Account once a year during the enrollment period, which is the last two weeks in April. Your enrollment selection may only be changed during the plan year because of a “qualified life change” (birth, death, marriage, divorce, adoption, etc.).  This account runs on a plan year (May 1 through April 30). 

 

Friendship Passes

Eligible employees receive a pre-determined number of complementary passes that may be exchanged for free lift access.  Company policy specifically prohibits the sale of friendship passes. Abuse of the friendship pass program may result in termination. All employees must bring their employee pass to the Ticket Office to receive the friendship pass for that day. If you absolutely cannot accompany your guest to the Ticket Office, you MUST call the Ticket Office (x11150) at least 24 hours in advance to leave a friendship pass at will call. The number of vouchers received varies by group status. Year-round and returning seasonal employees can begin using friendship passes after employment processing is completed.

Winter: A winter Friendship Pass is a complimentary voucher which allows the bearer free lift access on one day (whether adult, senior, child, full day or late arrival).

Summer: A summer Friendship Pass is a complimentary voucher which allows the bearer to one free Total Adventure Ticket.

 

 

Group YR                                                              10 passes

Group SS                                                               10 passes

Group HC – Re-hire                                            6 passes

Group HF – 10+ years                                        6 passes

Group HC – New Hire                                        4 passes

Group HF                                                               2 passes

PEAK                                                                       N/A

Volunteer                                                               N/A

 

Health Savings Account (HSA)

Eligible employees who elect the high deductible health plan (HDHP) as part of their elected benefits coverage are able to open an HSA account where pre-tax dollars can be deposited via payroll deductions to pay for qualified medical expenses. Please refer to the IRS for the annual maximums that can be deposited.

 

Holiday Pay – Hourly Employees

Purgatory recognizes Christmas Day as a holiday for hourly employees.  If you are an hourly employee and work on that holiday, you receive 1 ½ times your regular hourly wage for each holiday hour worked. 

 

Holiday Leave – Group SS and HCB

Purgatory recognizes Thanksgiving Day and Christmas Day as a paid holiday for SS and HCB employees. Group SS and HCB employees accrue eight hours of paid holiday leave (at regular pay).  If you take the day (or a portion of the day) off with pay, a Paid Leave Request must be submitted to the department director through the payroll system for all non-worked, paid hours (personal time off, holiday, etc).  To ensure proper payment make sure to submit your Paid Leave Request well ahead of time and follow up with your supervisor prior to the time of period.  If you work on the recognized holiday, any of the eight holiday hours that are not used are accrued as holiday leave and may be used at a later date as approved by the department director.  Any unused holiday leave will be paid out at the end of the season.

 

Holiday Leave – Group YR Employees:

Group YR employees accrue eight hours of paid holiday leave (at regular pay) for each recognized holiday (Memorial Day, Independence Day, Labor Day, Thanksgiving and Christmas) that occurs while employed.  If you take the day (or a portion of the day) off with pay, a Paid Leave Request must be submitted to the department director for all non-worked, paid hours (personal time off, holiday, etc.)  If approved, the Paid Leave Request is added to the payroll system for payment in the appropriate payroll period. To ensure proper payment make sure to submit your Paid Leave Request well ahead of time and follow up with your supervisor prior to the time of period.   If you work on a recognized holiday, any of the eight holiday hours that are not used are accrued as holiday leave and may be used at a later date as approved by the department director. At no time may you have more than 40 hours of accrued holiday leave.

If your holiday leave balance reaches 40 hours, accrual ceases until the balance has been reduced. You may not use more holiday leave than you have accrued. On no occasion may you trade, sell, donate or in any way transfer holiday leave to another employee.

A separated employee, whether separated voluntarily or involuntarily, receives payment for all accrued holiday leave on their last regular paycheck.

 

Jury Duty

If you are called for jury duty and your work schedule conflicts, you are excused from work to fulfill this obligation. If you are excused from court prior to the end of your scheduled shift, you are expected to return to work. If you are selected as a juror, call your supervisor as soon as possible and advise them of your selection. You will receive full pay for up to 8 hours per day for the first three days of jury duty during your scheduled work shifts upon submission of juror documentation. Jury duty beyond three days is without pay from the Company for non-exempt employees. However, beginning with the fourth day and thereafter, the juror is paid by the State of Colorado for state, district or county court jury service.

 

 Life Insurance

Group YR employees are currently provided an insurance policy that pays one time their annual salary to the designated beneficiary in the event of a non-work related death. Coverage is effective the first day of the month following a 30-day waiting period.

 

Lift Access Privileges

Your employee ID entitles you to free lift access while employed by Purgatory.  Any employee who has already purchased a season pass for themselves or their eligible dependents before they have started work with Purgatory Resort can have all or a portion of the cost of their pass, and eligible dependent passes, refunded based on the effective date of their employment based on the seasonal schedules below:

 

Winter Season

  1. If an employee’s effective start date is before January 1, 100% of the winter pass costs will be refunded
  2. If an employee’s effective start date is before February 1, 50% of the winter pass costs will be refunded
  3. If an employee’s effective start date is before March 1, 25% of the winter pass costs will be refunded
  4. After March 1, Winter Pass costs will not be refunded

Summer Season

  1. If an employee’s effective start date is before July 1, 100% of the summer pass costs will be refunded
  2. If an employee’s effective start date is before August 1, 50% of the summer pass costs will be refunded
  3. After August 1, Summer pass costs will not be refunded

For HF employees, the amount refunded for dependent passes will be based on the costs listed for employee dependent passes listed in the employee dependent pass section above.

 

Winter employees for all statuses except PEAK that complete the season in good standing receive free summer lift access only, they will not receive access to other summer activities.  Summer employees who complete at least 112 hours during the summer season, and finish the season in good standing receive free winter lift access. You are required to show your ID to the ticket checker each time you pass through the lift line. Abuse of this policy may lead to suspension of lift access privileges and/or termination. Lost or stolen passes must be reported immediately to the Ski Area’s main Ticket Office. Use of a pass reported as lost will be treated as an unauthorized use and penalized accordingly, up to and including prosecution.

 

Employees are eligible for ski pass benefits in accordance with their employment status.  In order to receive these benefits, Employee must agree and sign a Release of Liability and Waiver and agree to the Passholder Rules before their pass will be issued.  Employee also acknowledges and agrees that engaging in any Activity at the Resort for personal purposes, including while on a break, even if in uniform and/or while participating in voluntary employee functions, is not within the course and scope of employment, is not required as part of Employee employment, that Employee is engaging in such Activity voluntarily and on Employees own time and initiative. Employee understands and agrees that any injuries resulting from such an Activity for personal purposes are not job related and will not entitle Employee to any benefits under Colorado Workers’ Compensation Law.

 

The Resort shall have the right to confiscate or revoke the privileges conferred by an employee pass or other ticket or pass where, in the sole judgment of its representative, Employee: 1) acts in any manner that endangers or may endanger the safety of Employee or any other person; 2) violates the law; 3) provides ski/ride lessons or similar services for compensation at Resorts without express authorization of Resorts; 4) engages in misconduct or creates a nuisance; 5) violates “The Employee Code”; 6) skis recklessly (high speed, jumping or tucking, out of control or straight down a run (outside of a competition venue) – when skiing Participant must avoid other skiers, trail groomers, maintenance vehicles or objects below them; 7) skiing on closed trails or in closed terrain; 8) is impaired from or uses alcohol or drugs; 9) uses abusive language ( including swearing or cursing); or 10) displays poor or unsafe etiquette including skiing at speeds higher than rest of traffic on a run. Such acts may also be prosecuted as a criminal offense.

 

Long Term Disability Insurance

Group YR employees are currently provided an insurance policy that pays a specified amount if they cannot work because of non-work related injury or illness. Coverage is effective the first day of the month following a 30-day waiting period.

 

Medical/Dental Insurance

Group YR, SS and HCB employees are currently eligible for a choice of 2 group medical and dental insurance – a PPO plan and a HDHP. Purgatory pays a large percent of the premium and the employee is required to pay a small percent through payroll deduction.   SS employees who enroll in Purgatory’s group medical insurance plan are responsible for 100% of the premium during the off season when they are not employed. Coverage is effective on the first day of the month following a 30-day waiting period.

 

If you start your employment with Purgatory in a seasonal position and transfer into a position in which medical and health insurance benefits are offered, coverage is effective on the first of the month following a 30-day waiting period in the new position

 

Purgatory Mortgage Assistance

Certain YR, SS and HC employees are eligible to apply for the Purgatory Mortgage Assistance which assists with down payments for primary home purchases subject to available funds in the program.  See Human Resources for more details and eligibility requirements.

 

Personal Time Off (PTO)

Group YR employees accrue PTO at the rate of 4.62 hours per pay period during their first four years (YR years of service) of continuous employment. At the completion of four years of continuous employment, accrual is at the rate of 6.15 hours per pay period, beginning the first pay period after your anniversary date. Employees must work 60 hours per pay period to earn the pay period’s PTO accrual.

PTO is not earned until after 60 days of employment and you will not be paid for PTO until you have worked 60 days. If employment ends within that 60 day period, you are not entitled to receive pay for PTO.

A Paid Leave Request must be submitted to the department director through the payroll system for all non-worked, paid hours (personal time off, holiday, etc.)  To ensure proper payment make sure to submit your Paid Leave Request well ahead of time and follow up with your supervisor prior to the time of period.

The maximum PTO you may accumulate no more than one year of PTO (120 or 160 hours, depending on your accrual status). If your PTO balance reaches the maximum limit, future accruals cease until PTO is used and the balance has been reduced below the maximum limit. You may not use more PTO than you have earned.  On no occasion may you trade, sell, donate or in any way transfer your PTO balance to another employee.

A separated employee receives a PTO payoff for his/her vested, unused PTO accrual on their last regular paycheck.

 

The Real Deal Exchange Program/Other Ski Privileges

This program allows Purgatory employees to ski/snowboard for free or receive discounted tickets at designated resorts throughout Colorado and in the Southwest region. Employees must get an authorization form signed by their supervisor and bring it to Human Resources to exchange for a voucher. Vouchers are only valid during a preset period.  Please plan ahead and do not wait until the last minute to get your vouchers. Please be aware that Human Resources has a pre-set number of vouchers for the entire season, and once they are distributed, no more vouchers can be given. Volunteer and PEAK employees are not eligible for this benefit. For details on participating ski areas, contact Human Resources.

 

Supplemental Benefits (AFLAC)

Employees are eligible to select supplemental benefits through AFLAC.  Aflac is insurance that pays cash benefits directly to you if you’re sick or injured – cash to spend any way you want.  See Human Resources for more details.

 

Transportation

Purgatory provides free winter and summer seasonal employee transportation to and from Durango on a scheduled, space-available basis. You must present your employee ID to board the bus. Contact Human Resources for schedules.

 

Voting

Voting is an important responsibility we all assume as citizens. We encourage employees to exercise their voting rights in all municipal, state and federal elections.

Under most circumstances, it is possible for employees to vote either before or after work. If it appears necessary for employees to arrive late or leave work early to vote in any election, employees should contact Human Resources no later than the day prior to Election Day.

 

Worker’s Compensation

Workers’ compensation provides wage replacement and medical benefits to paid employees injured during the course of their job.

 

Working Mom/Dad Childcare Support Program

The Childcare Support Program is intended to assist Purgatory YR & SS employees who are working parents with younger children with their daycare and childcare costs.  See Human Resources for more details.

Top