2016 church benefits guide - myecobenefits.com · benefits at-a-glance 4 this chart provides a...

2016 Church Benefits Guide

January 1, 2016 through December 31, 2016

ECO Service Partners

NFP CORPORATE SERVICES (CO) INC.

NFP Office

Phone: 719-520-3232

Toll-Free: 866-417-9931

Fax: 719-520-5020

7350 Campus Drive, Suite 100

Colorado Springs, CO 80920

Website: www.nfp.com

Erin Kautzner

ECO Account ManagerDirect: 719-314-3506 [email protected]

Kara Williams

FinanceDirect: 719-314-3513 [email protected]

Tina Neuendorf

Technical/ComplianceDirect: 719-314-3505 [email protected]

Heidi Cottle

Strategic OversightDirect: 719-314-3510 [email protected]

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NFP Corporate Services (CO), Inc. is your dedicated service partner for handling your employee benefits administration andquestions. They are experts in the employee benefits industry, specializing in the on-line enrollment process and they arelooking forward to supporting you and your employees as you transition to the ECO Employee Benefits Plan, in addition toproviding support throughout the year. Contact information for NFP is:

ECO Employee Benefit Program 3

Benefits At-A-Glance 4

Medical Coverage 5

Dental Coverage 9

Vision Coverage 9

Life/AD&D and Disability Coverage 10

Well4Life Wellness Program 11

Monthly Program Rates 12

Value Added Programs Available 14

Voluntary Coverage & Online Resources 15

Contents

Believing that healthy ministry grows from healthy leaders, we are committed to offering a comprehensive health benefits package that protects you and your family, as you serve. When our individual lives are healthy and balanced, we are best equipped to advance the mission of

making disciples of Jesus Christ.

The leadership of ECO: A Covenant Order of EvangelicalPresbyterians (the “ECO”) has approved a plan of employee healthand welfare benefits (ECO Employee Benefits Plan), which eachmember church entity, by its acceptance of membership in theECO, agrees to offer to all Church Pastors and Church Staff basedon the terms of the Employee Benefit Appendix

Submission of a completed Benefits Application will serve as theChurch’s request to adopt the employee benefits of the ECO Planunder the terms of the Appendix. Upon approval of the BenefitsApplication by the ECO Health & Welfare Plan Committee, theBenefits Application will then become the Church’s MasterContract with the ECO in respect to employee health and welfarebenefits.

Member Church ParticipationA significant goal for the ECO is to offer Pastors and Church Staff acomprehensive, cost effective health insurance program. In orderto accomplish this goal, it is essential for all Churches to supportthe ECO Employee Benefits Plan initiative. From our research, weidentified health insurance to be a key benefit provided by allmajor denominations in the United States today with a majority ofthese programs requiring full participation from their memberChurches. By implementing this full participation requirement, itprovides the ECO with a larger membership base which contributesto competitive premium costs and a more stable employeebenefits program.

ECO’s goal is to provide quality, affordable health insurance forPastors and Church Staff. It’s critical that all Churches support theECO insurance program.

The health of our leaders and church staff is a good indicator of ourstrength as an emergent organization within the Presbyteriandenomination. The ECO leadership is committed to instilling asense of health and wellness within its member churches; pursuinga health-focused membership with the tools available to assisteach individual in achieving a life of good health and healthyhabits.

Eligible Employees –All BenefitsFor purposes of identifying Pastors and Full Time Employeeseligible for Plan benefits, the Pastor and Full Time Employeesclassifications used by each Church will be the following:• Full Time Employees (“FT Church Staff”): These are employees

(other than “Pastors” as defined below) customarily scheduledto work the number of hours per week selected by the Church.

• Part Time Employees (“PT Church Staff”): These areemployees customarily scheduled to work the number of hoursper week selected by the Church, provided that the customaryPT Church Staff scheduled hours must be less than 30 hours perweek, but not less than 20 hours per week, and they must alsobe fewer than the customarily scheduled hours the Churchrequires for FT Church Staff. Churches are not required toextend benefits to PT Church Staff, but if extended, the ECOPlan benefits for which PT Church staff are eligible (and whichare required to be offered if any benefits are extended) arethose in the Table of Benefit Offerings, below.

• Pastors: These are the ordained ministers in called andinstalled positions employed by the Church. All Pastors areassumed to have customary hours at least equivalent to the FTChurch Staff.

Retirees (“Retirees”): An employee can achieve a Retiree statusthrough satisfying a minimum age and participationrequirement to be eligible for selected benefits in the Table ofBenefit Offerings, below, under the ECO Plan. In meeting thedefinition for “Retiree” status, the employee has to satisfy theRule of Seventy. The Rule of Seventy states the employee musthave:

1) Participated as an active employee memberof the ECO Medical Benefit for at least five (5)continuous years* ending on the date oftermination of active employee status (i.e.,when the individual is indefinitely removed fromthe active employee payroll);2) Attained at least age fifty-five (55) at the timehe or she ceased being an active employee;3) A combined result of seventy (70) when theindividual’s age and years of participation* (bothrounded down to whole integers) as an activeemployee of the ECO Medical Benefit at the timeof termination of service are added together.

* Participation as an active employee under the PC(USA) Board ofPension medical plan will be considered toward the years of ECO MedicalBenefit participation requirements for purposes of 1) and 3), above.

A Retiree will receive coverage through the end of the month of his or her65th birthday and thereafter will no longer be eligible for the ECO Plan(including continuation of coverage).

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ECO Employee Benefit Program

Benefits At-A-Glance

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This chart provides a snapshot of the available ECO Plan benefits, coverage dates and the source of the premium payment, whether it is the Church, the Employee or both.

TABLE OF BENEFIT OFFERINGS

BENEFIT PLAN COVERAGE BEGINS

CHURCH

SPONSORED

Church Pays a

Portion of Benefit

VOLUNTARY

Employee Pays for

Benefit

WHO PAYS

Core Benefits Pastor Church Staff

Medical/Rx Date of Hire See Medical Plan Contribution

Requirements below

Dental Date of Hire Offered on either a Contributory

or Voluntary basis

Vision Date of Hire Offered on either a Contributory

or Voluntary basis

Ancillary Benefits

Basic Life Date of Hire 100% Church paid

Voluntary Life

InsuranceDate of Hire 100% Employee paid

Short Term Disability

(STD)Date of Hire 100% Church paid

Long Term Disability

(LTD)Date of Hire 100% Church paid

Flexible Spending

Account (FSA)Date of Hire 100% Employee paid

Employee Assistance

Program (EAP)Date of Hire 100% Church paid

Medical Plan Contribution RequirementsECO is happy to continue the following options for churches to consider regarding their Medical Plan contributions. Thechurch may elect to contribute a minimum of one of the following options towards the monthly Employee Only Medicalpremium for the lowest Medical plan offered to Pastors and Church Staff.

85% 90% 95% 100%

Additional Network Offering through Anthem BC/BSEffective January 1, 2016, ECO is pleased to announce we are expanding our medical network offering to all churches to include anoption with Anthem BlueCross BlueShield (BC/BS).

Over the past two and a half years, ECO is listening to our most valuable assets, our member churches.

ECO's continued growth supports our objective to provide quality, cost effective benefit programs to Pastors and Church Staff. As youhave borne witness to over the past few years, ECO has faced internal and external obstacles such as:

• Healthcare Reform provisions (also known as the Affordable Care Act or Obamacare),• State mandates and regulations,• Transitional changes away from the Board of Pensions (BOP) and competing denominations.

Through all of these, ECO stood strong and grew its membership within its medical plan offerings by over 160% in 2014 - what anaccomplishment! Your contribution and efforts made this possible.

What does this mean to you?Your church is able to review the information to determine whether you want to participate in this additional medical networkoffering.

If selected, these plans become available to your employees beginning January 1, 2016 with the same six (6) medical plans currentlyoffered through Cigna Healthcare. The ONLY CHANGE is the BC/BS network.

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Medical Coverage–Network Access

Finding A Provider –Anthem BC/BS• Go to anthem.com/ca• Under Useful Tools on the right, select Find a Doctor• Under Search by selecting a plan/network, go to Select a state

You can enter the name of your state or select it from the drop-down list.

For California:Under Select a plan/network, you can enter the name of yourplan/network Blue Cross PPO (Prudent Buyer) – Large Group orselect it from the drop-down list then choose Select and Continue.

For All Other States:Under Select a plan/network, you can enter the name of yourplan/network National PPO/BlueCard PPO or select it from thedrop-down list then choose Select and Continue.

Using the drop-down boxes, select what type of doctor and thelocation you’re looking for, then select Search.

Finding A Provider –Cigna• Go to cigna.com• Select Find a Doctor• Under Select a Directory, go to If your insurance plan is offered

through work or school• Enter Search Location• Under Select a Plan, select the Open Access Plus, OA Plus,

Choice Fund OA Plus option

Using the drop-down boxes, select what type of doctor or searchby name, then select Search

Medical Coverage–Cigna Healthcare OR Anthem BC/BS

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This summary of benefits is provided for informational purposes only. In the event of a conflict between this benefits summary and theCertificate of Coverage or Policy, the legal documents (Certificate of Coverage or Policy) will prevail.

Eligible Employees must be offered at least one of the six (6) Cigna or Anthem BC/BS administered medical plan optionsbelow, from which the Church can select.

Summary of Medical

Benefits

Plan #1

$1,500 Deductible Plan1

Plan #2

$500 Deductible Plan

Marketplace Equivalent SILVER GOLD

Benefit In-Network Out- of-Network In-Network Out- of-Network

Covered Services

Office Visits

Primary Care Physician $30 CopayNo Coverage

$25 CopayDeductible then 50%

Specialist $60 Copay $50 Copay

Preventive Care Covered at 100% No Coverage Covered at 100% Deductible then 50%

Diagnostic Laboratory Deductible then 20% No Coverage Deductible then 20% Deductible then 50%

X-Rays, including

Therapeutic

MRI/CAT/PET Scans

Deductible then 20% No Coverage Deductible then 20% Deductible then 50%

Emergency Medical Care

Emergency Room$250 Copay

Lab/X-Ray at Deductible then 20%

$250 Copay

Lab/X-Ray at Deductible then 20%

Hospital Services

Inpatient Services Deductible then 20% No Coverage Deductible then 20% Deductible then 50%

Outpatient Services Deductible then 20% No Coverage Deductible then 20% Deductible then 50%

Prescription Plan Value Formulary Standard Formulary

Annual Brand Pharmacy

Deductible2

$200/Individual

$400/FamilyNo Coverage

$200/Individual

$400/Family

Tier 1 - Generic $15 Copay

No Coverage

$15 Copay

50%

Tier 2 – Brand/Formulary2 20% up to $45 20% up to $30

Tier 3 – Brand Non-

Formulary220% up to $75 20% up to $55

Tier 4 – Specialty2 20% up to $200 20% up to $200

Mail Order (90 Day

Supply)2.5X Retail Copay No Coverage 2.5X Retail Copay Not Covered

Deductibles and Maximums2

Calendar Year Deductible (January 1 – December 31)

Individual $1,500 No Coverage $500 $4,000

Family $3,000 No Coverage $1,000 $8,000

Coinsurance 80% No Coverage 80% 50%

Out-of-Pocket Maximum Annual Maximum (Includes Deductible and Copays)

Individual $5,500 No Coverage $4,000 $8,000

Family $11,000 No Coverage $8,000 $16,000

Lifetime Benefit Max. Unlimited No Coverage Unlimited1Plan #1 is an In-Network Only Plan with no Out-of-Network Benefits. Emergency and Urgent Care services will be covered as In-Networkregardless of the provider’s network status.2Brand Pharmacy Deductible must be met before pharmacy copays would be applicable.

Medical Coverage –Cigna Healthcare OR Anthem BC/BS

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1HEALTH SAVINGS ACCOUNT (HSA): For any Church electing to include the CIGNA or Anthem BC/BS administered high deductible Medicaloption compatible for HSA participation, there will be a HSA arrangement available to participating employees so employee HSA contributionscan be made pre-tax. In addition, a limited purpose health care flexible spending account covering only dental and vision expenses may also beavailable under the ECO Flex Plan for such employees.2The HSA plan, Plan #4, will cover certain prescriptions at 100% (no deductible) if they are listed as preventive in nature.3Brand Pharmacy Deductible must be met before pharmacy copays would be applicable.

Summary of Medical

Benefits

Plan #3

$2,000 Deductible Plan

Plan #4

HSA Qualified Plan1

Marketplace Equivalent SILVER BRONZE


Covered Services

Office Visits

Primary Care Physician $30 CopayDeductible then 50% Deductible then 10% Deductible then 50%

Specialist $60 Copay

Preventive Care Covered at 100% Deductible then 50% Covered at 100% Deductible then 50%

Diagnostic Laboratory Deductible then 20% Deductible then 50% Deductible then 10% Deductible then 50%

X-Rays, including

Therapeutic

MRI/CAT/PET Scans

Deductible then 20% Deductible then 50% Deductible then 10% Deductible then 50%


Emergency Room$250 Copay

Lab/X-Ray at Deductible then 20%In-Network Deductible then 10%

Hospital Services

Inpatient Services Deductible then 20% Deductible then 50% Deductible then 10% Deductible then 50%

Outpatient Services Deductible then 20% Deductible then 50% Deductible then 10% Deductible then 50%

Prescription Plan Standard Formulary Standard Formulary2

Annual Brand Pharmacy

Deductible3

$200/Individual

$400/Family

None

Tier 1 - Generic $15 Copay

50%

Deductible then 10%

50%

Tier 2 – Brand/Formulary3 20% up to $40 Deductible then 10%


Formulary320% up to $65 Deductible then 10%

Tier 4 – Specialty3 20% up to $200 Deductible then 10%

Mail Order (90 Day

Supply)2.5X Retail Copay Not Covered 2.5X Retail Not Covered

Deductibles and Maximums


Individual $2,000 $4,000 $3,000 $6,000

Family $4,000 $8,000 $6,000 $12,000

Coinsurance 80% 50% 90% 50%


Individual $6,000 $8,000 $6,000 $11,000

Family $12,000 $16,000 $11,000 $22,000

Lifetime Benefit Max. Unlimited Unlimited

Medical Coverage –Cigna Healthcare OR Anthem BC/BS

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1Plans #5 & 6 are In-Network Only Plans with no Out-of-Network Benefits. Emergency and Urgent Care services will be covered as In-Networkregardless of the provider’s network status.2Brand Pharmacy Deductible must be met before pharmacy copays would be applicable.

Summary of Medical

Benefits

Plan #5

Copay Plan1

Plan #6

Minimum Value Plan 1

Marketplace Equivalent SILVER BRONZE


Covered Services

Office Visits

Primary Care Physician $30 CopayNo Coverage Deductible then 30% No Coverage

Specialist $60 Copay

Preventive Care Covered at 100% No Coverage Covered at 100% No Coverage

Diagnostic Laboratory Deductible then 0% No Coverage Deductible then 30% No Coverage

X-Rays, including

Therapeutic

MRI/CAT/PET Scans

$100 Copay No Coverage Deductible then 30% No Coverage


Emergency Room $250 Copay In-Network Deductible then 30%

Hospital Services

Inpatient Services $300 Copay/Day No Coverage Deductible then 30% No Coverage

Outpatient Services $400 Copay No Coverage Deductible then 30% No Coverage

Prescription Plan Value Formulary Value Formulary

Brand Pharmacy

Deductible2None No Coverage

$100/Individual

$200/FamilyNo Coverage

Tier 1 – Generic $10 Copay

No Coverage

$10 Copay

No Coverage

Tier 2 – Brand/Formulary2 $40 Copay $40 Copay


Formulary2$70 Copay $70 Copay

Tier 4 – Specialty2 $150 Copay $150 Copay

Mail Order (90 Day

Supply)2.5X Retail Copay No Coverage 2.5X Retail Copay No Coverage

Deductibles and Maximums


Individual $500 No Coverage $4,000 No Coverage

Family $1,000 No Coverage $8,000 No Coverage

Coinsurance 100% No Coverage 70% No Coverage


Individual $6,600 No Coverage $6,600 No Coverage

Family $13,200 No Coverage $13,200 No Coverage

Lifetime Benefit Max. Unlimited Unlimited

Dental & Vision Coverage

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Dental Coverage – Cigna HealthcareEligible Employees must be offered at least one of the two (2) voluntary (100% employee paid) Dental benefit programs.Unless the Church chooses to contribute at least 50% of the total cost of employee only coverage towards the DentalBenefit, then the “voluntary rate” schedule of charges will apply instead of the “contributory rate” schedule for coveragecharges.

Summary of Dental Benefits

Calendar Year

Benefits

DMO Plan #11 PPO Plan #2

In-Network Only In-Network Non-Network

Calendar Year Maximum None $1,000 per Individual

Annual Deductible

IndividualNone

$50 $50

Family $150 $150

Class I – Preventive &

Diagnostic Care

Exams, Cleanings

Fluoride Treatment

(child), Space Maintainers,

X-Rays

Sealants

Copay Schedule 100%, No Deductible 80%, No Deductible

Class II – Basic Restorative

Care

Fillings, Endodontics (Root

Canal), Periodontics (Gum

Disease)

Copay Schedule Deductible then 80% Deductible then 60%

Class III – Major Restorative

Care

Crowns, Inlays, Onlays,

Bridges, Dentures

Copay Schedule Deductible then 50% Deductible then 40%

Class IV – Orthodontia

(Braces)Copay Schedule Not Covered

1 The DMO plan is not available in the following States: AK, HI, ME, MT, NH, NM, ND, PR, RI, SD, VI, VT, WV, WY


Vision Coverage - EyeMedEligible Employees must be offered the EyeMed voluntary (100% employee paid) Visionbenefit. If the Church chooses to contribute towards the cost of coverage, it must provideat least 25% of the employee only rate. Church contributions less than 25% of theemployee only rate will be implemented using the “voluntary rate” schedule instead of the“contributory rate” schedule. If the Church agrees to contribute toward the total cost, itmay do so in any amount it determines.

Summary of Vision Benefits1

Benefit In-Network Out-of-Network

Eye Exams $10 Copay, Once every 12 Months Reimbursement, Once every 12 Months

Lenses $25 Copay, Once every 12 Months Reimbursement, Once every 12 Months

Frames$130 Allowance,

Once every 24 MonthsReimbursement, Once every 24 Months

Contacts Lenses$130 Allowance,

Once every 12 MonthsReimbursement, Once every 12 Months

1 The frequency of services is based on the date the service is received.

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Life/AD&D and Disability Coverage

10 This summary of benefits is provided for informational purposes only. In the event of a conflict between this benefits summary and theCertificate of Coverage or Policy, the legal documents (Certificate of Coverage or Policy) will prevail.

Basic Life/AD&D CoveragePastors and Full Time Employees must be covered by the basiclife and AD&D benefit under the CIGNA group insurance policy,and the Church agrees to pay the full premium (100%) for thisemployee coverage. There are two plan options from which aChurch can choose to offer their employees.

Short Term Disability Coverage Pastors and Full Time Employees must be covered by one of theshort term disability (STD) insurance programs available under theCIGNA group STD insurance policy. The Church agrees to pay thefull premium for the STD coverage.

You receive disability coverage to replace a portion of your incomeif you become disabled due to a non-work related injury orillness. Taxation is a consideration in the event of a disability.

Taxability of Benefits -The church has two options:• Plan 1 (Taxable): Church will pay 100% of the monthly STD

premiums. If an employee receives disability benefits from theplan, 100% of the benefit is considered taxable income to theemployee.

• Plan 2 (Non-Taxable): Church will pay 100% of the monthlypremium for the selected STD coverage. The church will includesuch amounts in each eligible Employee’s taxable compensationfor the employee to have the monthly premium through payrolldeductions on a post tax basis to ensure any benefits paid arenon-taxable at time of claim.

Summary of

Basic Life / AD&D BenefitsPastors

Plan #1 Pastors: Flat $152,000

(Inclusive of Housing Allowance)

Plan #2Pastors: 2x Annual Salary

(Inclusive of Housing Allowance)

Summary of

Basic Life / AD&D BenefitsChurch Staff

Plan #1 1x Annual Salary

Plan #2 2x Annual Salary

Voluntary Life/AD&D CoverageAlong with the basic life and AD&D, employees must be offeredthe opportunity to purchase additional voluntary life and AD&Dcoverage on their life, as well as on the life of their eligiblespouse and children under the CIGNA group insurancearrangement. However, the cost of the additional voluntarylife insurance is paid 100% by the employees.

Summary of Voluntary

Life / AD&D BenefitsBenefit Amount

Voluntary Life/AD&D

Employee: $10,000 Increments

Spouse: $5,000 Increments

Child: $1,000 Increments

Summary of Short Term

Disability (STD) Benefits

Short Term Disability Plan

(90 Days)

Pastors / Church Leadership

60% up to $1,800 /week, 30 day

elimination period, 90 days

benefit duration

Church Staff

60% up to $1,100/week, 30 day

elimination period, 90 days

benefit duration

Long Term Disability Coverage Pastors and Full Time Employees must be covered by the long termdisability (LTD) insurance program available under the CIGNAgroup LTD insurance policy. The Church agrees to pay the fullpremium for the LTD coverage.

Taxability of Benefits -The church has two options:• Plan 1 (Taxable): Church will pay 100% of the monthly LTD

premiums. If an employee receives disability benefits from theplan, 100% of the benefit is considered taxable income to theemployee.

• Plan 2 (Non-Taxable): Church will pay 100% of the monthlypremium for the selected LTD coverage. The church will includesuch amounts in each eligible Employee’s taxable compensationfor the employee to have the monthly premium through payrolldeductions on a post tax basis to ensure any benefits paid arenon-taxable at time of claim.

Summary of Long Term

Disability (LTD) Benefits

Long Term Disability Plan

(90 Days)

Pastors and Church Leadership

60% up to $8,000/month, 90 day

elimination period, 24 month own

occupation duration

Church Staff

60% up to $4,500/month, 90 day

elimination period, 24 month own

occupation duration

Disability CoverageThe Cigna Disability Plan is 100% paid by the Church. Thedisability plan provides protection if an employee becomesdisabled and cannot return to his or her job; short-term or long-term. Each church will have the option to include the cost of thepremium on the employees’ W-2 Wages in the Benefit Sectionand do a post-tax benefit deduction in the amount of thepremium so the employee is not taxed at the time of benefitpayment.

Well4Life Wellness Program

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The health of our leaders and church staff is a good indicator of our strength as an emergentorganization within the Presbyterian denomination. The ECO leadership is committed to instillinga sense of health and wellness within its member churches; pursuing a health-focusedmembership with the tools available to assist each individual in achieving a life of good health andhealthy habits.

Taking a proactive position to achieve these objectives in the upcoming fiscal year, the Well4Lifeprogram will be implementing the following guidelines for the 2016 calendar year:

ECO members who participate in the Well4Life program will receive a reduction in their medicalpremiums of $100 per month based on the following three criteria:

1. Must have a wellness examination [adult physical] by March 31, 2016 [or had a wellnessexamination between April 1, 2015 – March 31, 2016];

2. Complete the Well4Life Health Risk Assessment [HRA] and the Biometric Screening duringthe designated screening dates [blood draws are waived if participant submits a copy of bloodwork completed within the last six months prior to the Church’s screening session]; and

3. If the participant has three or more risk factors;

• Registers for the Well4Life coaching with a HealthYou Health Coach [HHC];• HHC confirms the participant is attending required coaching sessions; and• HHC releases the participant once the required coaching sessions are completed

To be eligible to continue the $100 per month medical premium credit, the participant must havecompleted:

• Items #1 and #2 [the wellness examination and health screening] by March 31, 2016as explained in steps 1 and 2 above; and

• If applicable, completes the coaching requirements as outlined by their designatedHHC.

If the participant does not complete items #1 and #2 by March 31st, the church will be notified byHealthYou and the participant will see a $100 increase in their monthly premium beginning May1st, 2016.

Spouses enrolled in the medical plan will also be able to participate in the Well4Life WellnessProgram on a voluntary basis.

Monthly Medical Program Rates

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Medical Coverage – Cigna Healthcare

Medical Coverage – Anthem BC/BS

Wellness Participation Medical Rates (Cigna Healthcare) – Region #1

Plan NamePlan #1 Plan #2 Plan #3 Plan #4 Plan #5 Plan #6

($1,500 Deductible) ($500 Deductible) ($2,000 Deductible) (HSA-Qualified) (Copay Plan) (Minimum Value)

Employee Only $719.44 $772.44 $622.58 $442.72 $719.44 $413.37

EE & Spouse $1,510.81 $1,622.11 $1,307.42 $1,031.52 $1,510.81 $963.13

EE & Child(ren) $1,366.94 $1,467.63 $1,182.90 $889.85 $1,366.94 $830.85

EE & Family $2,158.32 $2,317.31 $1,867.74 $1,412.25 $2,158.32 $1,318.62




Employee Only $701.89 $753.60 $607.40 $431.92 $701.89 $403.29

EE & Spouse $1,473.96 $1,582.54 $1,275.53 $1,006.36 $1,473.96 $939.64

EE & Child(ren) $1,333.60 $1,431.84 $1,154.05 $868.14 $1,333.60 $810.59

EE & Family $2,105.67 $2,260.79 $1,822.19 $1,377.81 $2,105.67 $1,286.46




Employee Only $685.18 $735.66 $592.93 $421.63 $685.18 $393.69

EE & Spouse $1,438.87 $1,544.86 $1,245.16 $982.40 $1,438.87 $917.27

EE & Child(ren) $1,301.84 $1,397.75 $1,126.57 $847.47 $1,301.84 $791.29

EE & Family $2,055.54 $2,206.96 $1,778.80 $1,345.00 $2,055.54 $1,255.83

Wellness Participation Medical Rates (Anthem BC/BS) – Region #1



Employee Only $672.69 $739.49 $601.15 $399.51 $672.69 $357.67

EE & Spouse $1,412.64 $1,552.91 $1,262.41 $930.86 $1,412.64 $831.97

EE & Child(ren) $1,278.12 $1,405.03 $1,142.17 $803.01 $1,278.12 $717.85

EE & Family $2,018.07 $2,218.46 $1,803.44 $1,274.44 $2,018.07 $1,138.67




Employee Only $656.29 $721.45 $586.48 $389.77 $656.29 $348.94

EE & Spouse $1,378.19 $1,515.04 $1,231.62 $908.15 $1,378.19 $811.67

EE & Child(ren) $1,246.94 $1,370.76 $1,114.31 $783.43 $1,246.94 $700.34

EE & Family $1,968.85 $2,164.35 $1,759.45 $1,243.35 $1,968.85 $1,110.89




Employee Only $640.66 $704.28 $572.52 $380.48 $640.66 $340.63

EE & Spouse $1,345.38 $1,478.96 $1,202.29 $886.53 $1,345.38 $792.35

EE & Child(ren) $1,217.26 $1,338.12 $1,087.78 $764.78 $1,217.26 $683.66

EE & Family $1,921.97 $2,112.82 $1,717.56 $1,213.75 $1,921.97 $1,084.44

States Included in Region #1: Alabama, Alaska, Arizona, California, Connecticut, Florida, Illinois, Louisiana, Massachusetts, Minnesota,Nevada, New York, New Jersey, Oklahoma, Pennsylvania, South Carolina, Texas, Virginia, Washington and Wisconsin

States Included in Region #2: Colorado, Delaware, District of Columbia, Georgia, Indiana, Kansas, Kentucky, Mississippi, Missouri, NorthCarolina, Nebraska, New Hampshire, New Mexico, Oregon, Rhode Island, South Dakota, Tennessee, Texas, Vermont and Wyoming

States Included in Region #3: Arkansas, Hawaii, Idaho, Iowa, Maine, Maryland, Michigan, Montana, North Dakota, Ohio, Utah, andWest Virginia

Monthly Program Rates

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Dental Coverage – Cigna Healthcare

Vision Coverage- EyeMed

Dental Rates (Cigna Healthcare)

Plan NameContributory Voluntary

DMO #1 PPO #2 ($1,000) DMO #1 PPO #2 ($1,000)

Employee Only $21.64 $36.59 $12.55 $42.32

EE & Spouse $39.93 $69.50 $24.36 $80.41

EE & Child(ren) $49.24 $76.82 $25.36 $88.87

EE & Family $72.34 $109.75 $40.28 $126.96

Vision Rates (EyeMed)

Plan Name Contributory Voluntary

Employee Only $4.86 $5.64

EE & Spouse $9.23 $10.71

EE & Child(ren) $9.71 $11.27

EE & Family $14.28 $16.57

Life/AD&D Coverage – Cigna Group Insurance

Life and AD&D Rates (Cigna Group Insurance)

Plan Name Plan #1 Plan #2

Basic Life per $1,000 $0.198 $0.198

Basic AD&D per #1,000 $0.02 $0.02

Voluntary Life/AD&D Age-Banded

Disability Coverage – Cigna Group Insurance

Life and AD&D Rates (Cigna Group Insurance)

Plan Name Plan #1 Plan #2

Short Term Disability $0.12 $0.13

Long Term Disability $0.315 $0.338

Small Church Support Fee

Per Eligible Full-Time Employee $20.00

Flexible Spending Account Fee

Per FSA Participant $3.70

Continuation of Coverage Fee

Per Benefit Enrolled Employee $0.42

Small Church Support Fee

Flexible Spending Account – Rocky Mountain Reserve

Continuation of Coverage – Rocky Mountain Reserve

Value Added Programs Available

Employee Assistance Program (EAP)Cigna Behavioral Health provides employees and their dependents unlimited, 24/7 telephone access to a toll-free helpline staffedby Master’s level counselors, included as a part of the group long term disability (LTD) insurance program. Counselors will helpemployees develop an assistance plan and provide referrals to a professional network of providers. If needed, the employee andhis or her dependents may use up to three face-to-face sessions per issue with a counselor, financial planner, or legal advisor.

To access the EAP program, please call their toll-free number 1-800-538-3543 or use their website atwww.cignabehavioral.com/cgi

Travel Assistance (Secure Travel)This program provides emergency medical, financial, legal and communications assistance to individuals who travel domesticallyand internationally. You have access to a toll-free customer service center that is available 24/7 and will even accept collect calls.

Will PreparationCigna makes it easy for you to take charge of those difficult life and health legal decisions. There are no more reasons to hesitateplanning for the future with Cigna’s online will preparation services. Cigna provides a standard document template at no cost toyou.

Flexible Spending Account (FSA)A Flexible Spending Account (FSA) offers you an easy way to reduce your taxes. When you participate in an FSA, you are onlytaxed on the income left over after you have paid certain out-of-pocket healthcare and daycare expenses. It allows you to setaside some of your compensation on a tax-free basis and as you incur expenses during the plan year, you are reimbursed fromthese accounts.

Long Term Care (LTC)Long term care (LTC) covers a wide range of supportive services provided to those who are not able to care for themselves due toa chronic illness, disability, or severe cognitive impairment, such as Alzheimer’s disease. We often think long term care is nursinghome care, but it is more than that. It comprises home health care, adult daycare, assisted living facilities, and Alzheimer’sfacilities.

Grant Assistance Program (GAP)The Grant Assistance Program (GAP) is available to the Church to provide benefits for the Pastorscurrently enrolled on the BOP medical plan. The GAP programs offers assistance for qualified participants based onavailability of funds.

GAP provides resources for the following:Pastoral Premium Assistance - Helps pay premiums for lower income employeesPastoral Medical Assistance - Helps pay catastrophic claims for the Deductible and Out of Pocket Maximum

To apply for a grant, the participant will complete an application form.

14

Voluntary Coverage & Online Resources

15

Voluntary Coverage – Colonial LifeAccident Insurance — Helps offset the unexpected medical expenses, suchas emergency room fees, deductibles and copayments that can result from a fracture, dislocation or other covered accidental injury.

Critical Illness Insurance — Complements your major medical coverage by providing a lump-sum benefit that you can use to pay the directand indirect costs related to a covered critical illness, which can often be expensive and lengthy.

www.MyECOBenefits.com – Employee Benefits PortalYou and your employees now have access to an up-to-the minute resource for the latest on your benefits. This portal was created withyou and your employees in mind – to help you understand the benefits available through the ECO as well as ways to save money whenyou utilize the benefit programs, and learn about important health information that can help you and your employees live better lives.

First time visiting the Employee Benefit Portal?

Logging in is easy! Go to this web site from any computer with internet access: www.MyECOBenefits.com

You will be asked for a login:Username: churchPassword: benefits

You are now logged in to the new BenefitsEASY portal.

The BenefitsEASY portal is available for you and your family when you need it – 24/7, 365 days a year.

Benefits Enrollment OverviewECO is pleased to continue the on-line Benefit Communication and Open Enrollment Program. This program has been created to ensureevery employee has a clear and complete understanding of his or her benefits.

Active EmployeesAll eligible employees must go online at www.benefitsconnect.net/eco to:

• Review your employee demographic information and update as necessary (including dependent data)• Add any new dependent information• Review your basic benefit programs• Select or waive medical, dental and vision benefits• For the Dental DMO plan, you’ll need to review the Cigna Provider Directory; you will have to select a primary dental office• Provide and/or update your beneficiary information for the Basic Life and AD&D and Voluntary Life Insurance

Employee benefits are more complex than ever. Making benefits decisions from a wide array of increasingly complicated and costlyhealth care programs and plan designs can be overwhelming for many employees. Different employees have different needs basedon their lifestyles. They need somewhere to turn to help them make complex decisions about their benefits, their family health care,and other life events. This is where NFP can help.

NFP is one of the region’s leading employee benefits specialists, offering an array of services from retirement solutions to employeewellness programs, as well as full service employee benefits management and on-going support. As a privately held companyheadquartered in Colorado, our mission is to create and implement strategic benefit solutions designed to meet the unique needsof employees supported by a concrete service commitment to assist you and your company as you navigate through the complexworld of health and welfare benefits.

NFP will be your resource for designing and implementing your employee benefit plans, facilitating open enrollment meetings,renewing benefits on an annual basis and supporting your employees and management with claims questions and other benefitrelated functions.

Phone: 719-520-3232Toll-Free: 866-417-9931

www.nfp.com

About NFP

2016 church benefits guide - myecobenefits.com · benefits at-a-glance 4 this chart provides a...

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