2024 Benefits & Incentives

We’re here to support your professional goals and your personal well-being.

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As a valued member of our growing staff, you will be part of a team-oriented culture where working as one with leading healthcare experts will give you ample opportunities to advance in your career. And, our comprehensive benefits package is designed to support you along your career journey and in your personal life so that you can achieve your goals.

This webpage is an outline and does not include all of the benefits provided by WellSpan or all of the information you may need to make an informed decision. For more information, ask for the Summary Plan Descriptions, Plan Documents or other resources available. If there is a discrepancy between what is summarized here and the official plan documents, the official plan documents rule. Your eligibility for benefits and the premiums you pay depend upon the entity at which you work, the plan coverage you elect, your employment status and other factors.

Below is a summary of the many benefits we proudly provide. We hope this will help you make an informed decision to join our team.

*Salaries and benefits could vary for employees at WellSpan Chambersburg Hospital.

These benefits are effective January 1, 2024.

Sign-on Incentives photo

Positions that are eligible for a sign-on bonus are designated with a “” in the “Bonus” column on the far right of the Career Opportunities search results. To learn more about the sign-on bonus level, position and WellSpan Health’s benefits, please contact the talent acquisition consultant associated with the position by using the contact information to the right of each posting.

WellSpan offers a generous compensation and benefits package, which includes paid time off (PTO) that begins accumulating for new employees starting their first day.

The "PTO Bridging" program will allow new, eligible WellSpan employees to enter WellSpan's PTO program based on their total years of relevant work experience at the most recent employer, instead of starting at the base level.

Eligible positions must be full-time hires in one of the positions below with five or more years of experience in that position. Positions eligible for the PTO Bridging program include:

  • Clinical nurses – acute care & specialty
  • Respiratory therapists
  • Pharmacists
  • Physical therapists
  • Occupational therapists
  • Speech-language pathologists
  • Licensed mental health professionals
  • Surgical technologists
  • Medical technologists
  • Medical lab technicians
  • Radiographers
  • CT technologists
  • Ultrasound technologists
  • Cardiac sonographers

WellSpan offers a generous compensation and benefits package, which includes paid time off (PTO) that begins accumulating for new employees starting their first day.

The "PTO Bridging" program will allow new, eligible WellSpan employees to enter WellSpan's PTO program based on their total years of relevant work experience at the most recent employer, instead of starting at the base level.

Eligible positions must be full-time hires in one of the positions below with five or more years of experience in that position. Positions eligible for the PTO Bridging program include:

  • Clinical nurses – acute care & specialty
  • Respiratory therapists
  • Pharmacists
  • Physical therapists
  • Occupational therapists
  • Speech-language pathologists
  • Licensed mental health professionals
  • Surgical technologists
  • Medical technologists
  • Medical lab technicians
  • Radiographers
  • CT technologists
  • Ultrasound technologists
  • Cardiac sonographers

WellSpan employee benefits at a glance.

Each of our employees has different needs. That’s why WellSpan provides a comprehensive program that lets you choose the benefits that are right for you and your family. Your eligibility for benefits and the premiums you would pay depends upon the entity at which you work, the plan coverage you elect, your employment status and other factors.

  • Medical insurance: Select a PPO/POS or High Deductible Health Plan (HDHP) with an HSA, including prescription drug benefits, that meets your needs.
  • Dental insurance: Select dental coverage for diagnostic, preventive, restorative and orthodontic services.
  • Vision insurance: Select vision coverage for protection against routine expenses associated with vision maintenance.
  • Life and accidental death and dismemberment insurance: Provided by WellSpan at no cost.
  • Supplemental life and accidental death and dismemberment insurance: Select supplemental life and accidental death and dismemberment insurance available for employee, as well as employee's spouse and children.
  • Retirement savings plan: Includes WellSpan-funded automatic base contributions, employee voluntary contributions and WellSpan matching contributions. Vested in WellSpan’s contributions after three years of service.
  • Paid time off (PTO): Begin earning time off on your first day of employment.
  • Short-term disability: Provided by WellSpan at no cost.
  • Educational assistance: Financial assistance for qualifying employees who choose to take educational or technical training courses that satisfy degree, certification or registry requirements for employment in a specific position with WellSpan.
  • Forgivable loan: Program that pays for tuition and expenses for individuals pursuing education for high-demand, hard-to-fill positions. Eligible positions identified by human resources leadership.
  • Flexible spending: Save pre-tax dollars for expenses in dependent care FSA and health care FSA.
  • Health Savings Account: Available with the HDHP, offers pre-tax saving with an annual employer contribution.
  • Credit union: Available for all employees.
  • Employee recreational activities: Discounted tickets, coordinated trips, merchandise and more.
  • Caregiver Support: 1:1 support solutions that meets you and your family wherever you are in your caregiving journey.
  • Financial Education: Unbiased, financial education opportunities and 24/7 support to help you make smart financial decisions.

Additional incentives, such as sign-on bonuses, relocation reimbursement and other special incentives, may be available for the job you’re applying for. Please be sure to check the job listings here at our career center or check with one of our recruiters for the most up-to-date information.

WellSpan offers educational assistance for qualified employees. Our programs include:

Tuition Reimbursement
Eligibility and Program Details:

  • Full-time, part-time and PRN status employees meeting expectations or higher in overall performance rating are qualified to receive tuition reimbursement after completing the employment introductory period.
  • Employees must receive a final grade of a “C” or higher or a certificate of completion for the course.
  • College credit courses must be related to current hospital duties and an academic degree that meets educational requirements of WellSpan Health position(s).
  • Institution must be accredited by “higher education within the United States.”
  • Reimbursable amounts are tuition only. Books, materials, lab fees, computer fees, registration, etc., are not reimbursable.
  • Reimbursement amounts for all employees will be up to a maximum of $5,250 per payroll year on qualifying expenses.
  • Employee commitment to WellSpan will vary based on the value of investment WellSpan has made for an individual to complete the educational requirements.

Forgivable Loan Program
Through this program, WellSpan will pay tuition and related expenses directly to the school on behalf of the student/employee. These payments to the school will be excused on a per-pay basis after the employee has completed the program and is working at WellSpan in the specific position for which the loan was approved.

Educational Partners
Listed below are links to institutions of higher learning used by WellSpan employees to pursue their educational goals. WellSpan does not enter into exclusive partnerships or endorse one school over another, but rather recognizes that each school offers its own unique opportunities and advantages for WellSpan employees.

The schools listed below represent those institutions with whom WellSpan has an active affiliation agreement or are approved institutions under WellSpan's educational reimbursement program and have requested to be recognized on our website.

American Military University
American Public University
American Sentinel University
Alvernia College
Capella University
Central Penn College
Chamberlain University
Colorado Technical University
Drexel University Online
Etown
Grand Canyon University
Harrisburg University
Immaculata University
Lebanon Valley College
Messiah University
Pennsylvania College of Health Sciences
Regent University
Saint Joseph’s University
UAGC
Walden University
Wilson College
York College of Pennsylvania

WellSpan offers the Retirement Savings Plan (403(b)) to help you plan for and enjoy a secure retirement. You will be automatically enrolled in the plan at the minimum level to receive a matching contribution from the employer (even if you are not eligible for a matching contribution), but you will need to act to increase your contributions to the appropriate level to meet your retirement needs.

WellSpan offers the Retirement Savings Plan (403(b)) to help you plan for and enjoy a secure retirement. You will be automatically enrolled in the plan at the minimum level to receive a matching contribution from the employer (even if you are not eligible for a matching contribution), but you will need to act to increase your contributions to the appropriate level to meet your retirement needs.

Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).

Employer Contributions

Amount of contribution

WellSpan contributes a base amount equal to 4% of your compensation to the plan. It will make additional contributions on your behalf if you contribute to the plan. It will match half of what you contribute up to 4% of your compensation for a total employer contribution of 6% (4% base + 2% match).

Vesting of contributions

Employer contributions vest once you work three years for at least 500 hours each year.

Reasons to participate

You will need money to live off of in retirement. The contributions made by WellSpan on your behalf are an important and valuable part of your income.

Pre-Tax Employee Contributions

Amount of contribution

You can make pre-tax contributions up to the annual limit. The annual limit is set by the IRS and changes every year. If you choose to make both pre-tax and after-tax contributions, the total amount you can contribute to both may not exceed the annual limit. Individuals who are age 50 or older by the last day of the year can make additional catch-up contributions.

Vesting of contributions

Your own contributions are 100% vested.

Reasons to participate

You will need money to live off of in retirement. The contributions made by WellSpan on your behalf are an important and valuable part of your income but will not be enough to provide for your needs in retirement. You should probably be saving at least 10% of your income.

Pre-tax contributions reduce your compensation for the year for income tax purposes. When you take a distribution from the plan in retirement, both your contribution and any earnings it has made will be taxable.

After-Tax Employee Contributions - Roth

Amount of contribution

You can make pre-tax contributions up to the annual limit. The annual limit is set by the IRS and changes every year. If you choose to make both pre-tax and after-tax contributions, the total amount you can contribute to both may not exceed the annual limit. Individuals who are age 50 or older by the last day of the year can make additional catch-up contributions.

Vesting of contributions

Your own contributions are 100% vested.

Reasons to participate

You will need money to live off of in retirement. The contributions made by WellSpan on your behalf are an important and valuable part of your income but will not be enough to provide for your needs in retirement. You should probably be saving at least 10% of your income.

Roth contributions do not reduce your current compensation for income tax purposes, but neither your contribution nor its earnings will be taxed when distributed to you in retirement. Your Roth contributions will be worth more to you in retirement than your pre-tax contributions.

PRN employees do not have a regular schedule but work on an “as needed” basis.

Employer Contributions

Amount of contribution

PRN employees are not eligible for employer contributions.

Pre-Tax Employee Contributions

Amount of contribution

You can make pre-tax contributions up to the annual limit. The annual limit is set by the IRS and changes every year. If you choose to make both pre-tax and after-tax contributions, the total amount you can contribute to both may not exceed the annual limit. Individuals who are age 50 or older by the last day of the year can make additional catch-up contributions.

Vesting of contributions

Your own contributions are 100% vested.

Reasons to participate

You will need money to live off of in retirement. You should probably be saving at least 10% of your income.

Pre-tax contributions reduce your compensation for the year for income tax purposes. When you take a distribution from the plan in retirement, both your contribution and any earnings it has made will be taxable.

After-Tax Employee Contributions - Roth

Amount of contribution

You can make pre-tax contributions up to the annual limit. The annual limit is set by the IRS and changes every year. If you choose to make both pre-tax and after-tax contributions, the total amount you can contribute to both may not exceed the annual limit. Individuals who are age 50 or older by the last day of the year can make additional catch-up contributions.

Vesting of contributions

Your own contributions are 100% vested.

Reasons to participate

You will need money to live off of in retirement. You should probably be saving at least 10% of your income.

After-tax Roth contributions do not reduce your current compensation for income tax purposes, but neither your contribution nor its earnings will be taxed when distributed to you in retirement. Your Roth contributions will be worth more to you in retirement than your pre-tax contributions.

In addition to paid time off, WellSpan observes 6 paid holidays.

In addition to paid time off, WellSpan observes 6 paid holidays.

Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).

In addition to paid time off, WellSpan observes the following paid holidays:

  • New Year’s Day
  • Memorial Day
  • Independence Day
  • Labor Day
  • Thanksgiving
  • Christmas

If the holiday falls on a day you would be normally scheduled to work, you will receive holiday pay up to eight hours even if you don’t work.

If you are an hourly employee and you must work on a holiday, you will be paid your normal pay and receive holiday premium (essentially time and a half).

In addition, if you must work on a holiday, you can work with your manager to schedule an alternative day off during which you can use your allocated normal pay for the holiday on another day.

Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
PRN employees do not have a regular schedule but work on an “as needed” basis.

Part Time 1, Part-Time 2 and PRN employees do not accrue paid time off.

Paid time off is for personal time away from work for vacation, days off to rest and rejuvenate, attending to personal matters, and minor illness or injury. It is in addition to paid holidays.

For more information on physician time off and benefits, please contact a physican recruiter.

Paid time off is for personal time away from work for vacation, days off to rest and rejuvenate, attending to personal matters, and minor illness or injury. It is in addition to paid holidays.

For more information on physician time off and benefits, please contact a physican recruiter.

Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).

Each year, you will accrue hours based on your years of service as follows:

Hourly Employees
Years of Service
Accrual per Hour Paid
0 to 5
.0731
6 to 10
.0924
11 to 25
.1116
Over 25 years
.1308
Salaried Employees and Supervisors
Years of Service
Accrual per Hour Paid
0 to 5
.0924
6 to 10
.1116
11 to 15
.1193
16 to 20
.1270
Over 20 years
.1308
Leadership
Years of Service
Accrual per Hour Paid
0 to 5
.0924
6 to 10
.1116
11 to 15
.1193
16 to 20
.1270
Over 20 years
.1308

To calculate the number of days you would accrue in a year, multiply the Accrual per Hour Paid times the number of hours you expect to be paid for in the year. For example, if you are a new hire who will be paid on an hourly basis and are scheduled to work 40-hour weeks, your calculation would be 2080 hours times .0731 for a total of approximately 152 hours. This provides you with about 19 eight-hour days for each of your first 5 years of service.

PTO accrues on overtime but stops accruing after 80 hours in a pay period.

Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).

Each year, you will accrue hours based on your years of service as follows:

Hourly Employees
Years of Service
Accrual per Hour Paid
0 to 10
.0731
11 to 20
.0924
Over 20 years
.1116
Salaried Employees and Supervisors
Years of Service
Accrual per Hour Paid
0 to 5
.0924
6 to 10
.1116
11 to 15
.1193
16 to 20
.1270
Over 20 years
.1308
Leadership
Years of Service
Accrual per Hour Paid
0 to 5
.1155
6 to 10
.1347
11 to 15
.1424
16 to 20
.1501
Over 20 years
.1539

To calculate the number of days you would accrue in a year, multiply the accrual per hour paid times the number of hours you expect to be paid for in the year. For example, if you are a new hire who will be paid on an hourly basis and are scheduled to work 20-hour weeks, your calculation would be 1040 hours times .0731 for a total of approximately 76 hours. This provides you with about 19 four-hour days for each of your first 5 years of service.

PTO accrues on overtime but stops accruing after 80 hours in a pay period.

PRN employees do not have a regular schedule but work on an “as needed” basis.

PRN employees do not accrue paid time off.

You have the choice of three medical plan options. You must enroll and choose one of these plans if you wish to participate. The Enhanced tier features WellSpan and other select providers and facilities. The plans also provide coverage at a Core level, which features providers from the Capital Blue Cross network. Of course, the plan provides some coverage for out-of-network services as well.

You have the choice of three medical plan options. You must enroll and choose one of these plans if you wish to participate. The Enhanced tier features WellSpan and other select providers and facilities. The plans also provide coverage at a Core level, which features providers from the Capital Blue Cross network. Of course, the plan provides some coverage for out-of-network services as well.

Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).
Note that all employees are eligible to pay the full-time rates for the medical plan if they have an FTE of .75 or worked an average of 30 hours per week during the prior year, regardless of their status.
PRN employees do not have a regular schedule but work on an “as needed” basis.
PRN employees are not eligible for Medical benefits.

WellSpan Plus

Type of plan

Point-of-Service/Preferred Provider Organization (POS/PPO)

Premiums for an employee with an hourly pay rate of $72.13 or more receiving the wellness incentive of $25.00 per pay period.1

Employee: $52.77
Employee and children: $144.39
Employee and spouse: $173.13
Family: $186.12

Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $25.00 per pay period.1

Employee: $43.45
Employee and children: $128.71
Employee and spouse: $155.04
Family: $166.90

Premiums for an employee with an hourly pay rate of $18.51 to $33.66 receiving the wellness incentive of $25.00 per pay period.1

Employee: $36.35
Employee and children: $103.38
Employee and spouse: $128.31
Family: $137.86

Premiums for an employee with an hourly pay rate of $18.50 or less receiving the wellness incentive of $25.00 per pay period.1

Employee: $32.08
Employee and children: $96.00
Employee and spouse: $120.00
Family: $127.38

Annual deductible

Enhanced Network: $300
Core Network: $450 per individual
Out-of-network: $900

Reasons to choose this plan

This plan has the highest premiums, but the lowest deductibles and costs when you receive care. Your healthcare costs are more predictable. Most employees choose this plan.

Way to reduce costs by paying on a pre-tax basis

Participate in the Health Care Flexible Spending Account (FSA)

WellSpan Standard

Type of plan

Point-of-Service/Preferred Provider Organization (POS/PPO)

Premiums for an employee with an hourly pay rate of $72.13 or more receiving the wellness incentive of $25.00 per pay period.1

Employee: $20.77
Employee and children: $84.00
Employee and spouse: $104.31
Family: $113.54

Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $25.00 per pay period.1

Employee: $18.92
Employee and children: $78.46
Employee and spouse: $98.31
Family: $106.62

Premiums for an employee with an hourly pay rate of $18.51 to $33.66 receiving the wellness incentive of $25.00 per pay period.1

Employee: $18.00
Employee and children: $76.62
Employee and spouse: $95.54
Family: $103.85

Premiums for an employee with an hourly pay rate of $18.50 or less receiving the wellness incentive of $25.00 per pay period.1

Employee: $17.54
Employee and children: $75.23
Employee and spouse: $94.15
Family: $102.00

Annual deductible

Enhanced Network: $550 individual/$1,100 family
Core Network: $1,200 individual/$2,400 family
Out-of-network: $2,050 individual/$4,050 family

Reasons to choose this plan

The premiums on this plan are lower than the WellSpan Plus plan, but higher deductibles and costs when you receive care.

Way to reduce costs by paying on a pre-tax basis

Participate in the Health Care Flexible Spending Account (FSA)

WellSpan High Deductible

Type of plan

High Deductible Health Plan (HDHP)

Premiums for an employee with an hourly pay rate of $72.13 or more receiving the wellness incentive of $25.00 per pay period.1

Employee: $15.23
Employee and children: $42.92
Employee and spouse: $76.15
Family: $95.54

Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $25.00 per pay period.1

Employee: $13.38
Employee and children: $39.23
Employee and spouse: $69.69
Family: $87.69

Premiums for an employee with an hourly pay rate of $18.51 to $33.66 receiving the wellness incentive of $25.00 per pay period.1

Employee: $12.92
Employee and children: $38.77
Employee and spouse: $69.23
Family: $86.77

Premiums for an employee with an hourly pay rate of $18.50 or less receiving the wellness incentive of $25.00 per pay period.1

Employee: $12.46
Employee and children: $37.85
Employee and spouse: $67.85
Family: $85.38

Annual deductible

Enhanced and Core Network (combined): $1,600 individual/$3,200 family
Out-of-network: $2,800 individual/$5,600 family

Reasons to choose this plan

This plan has the lowest premiums of the three but you must first pay all expenses until you have paid an amount equal to your deductible before any services are covered (other than in-network preventive care). WellSpan provides employer contributions to the HSA for employees who choose this plan ($700 individual/$1,400 any other coverage).

Way to reduce costs by paying on a pre-tax basis

Participate in the Health Savings Account (HSA)
Participate in the Limited Purpose Flexible Spending Account (FSA)

1An annual wellness incentive is available to reduce your premiums by $25.00 per pay period if you complete certain wellness activities. Premiums shown are per pay period, deducted 26 pay periods per year.

Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Note that all employees are eligible to pay the full-time rates for the medical plan if they have an FTE of .75 or worked an average of 30 hours per week during the prior year, regardless of their status.
PRN employees do not have a regular schedule but work on an “as needed” basis.
PRN employees are not eligible for Medical benefits.

WellSpan Plus

Type of plan

Point-of-Service/Preferred Provider Organization (POS/PPO)

Premiums for an employee with an hourly pay rate of $72.13 or more receiving the wellness incentive of $25.00 per pay period.1

Employee: $115.85
Employee and children: $268.62
Employee and spouse: $311.08
Family: $334.62

Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $25.00 per pay period.1

Employee: $107.08
Employee and children: $239.08
Employee and spouse: $291.23
Family: $296.31

Premiums for an employee with an hourly pay rate of $18.51 to $33.66 receiving the wellness incentive of $25.00 per pay period.1

Employee: $94.15
Employee and children: $208.83
Employee and spouse: $249.66
Family: $260.79

Premiums for an employee with an hourly pay rate of $18.50 or less receiving the wellness incentive of $25.00 per pay period.1

Employee: $87.69
Employee and children: $194.52
Employee and spouse: $235.81
Family: $246.96

Annual deductible

Enhanced Network: $300
Core Network: $450 per individual
Out-of-network: $900

Reasons to choose this plan

This plan has the highest premiums, but the lowest deductibles and costs when you receive care. Your healthcare costs are more predictable. Most employees choose this plan.

Way to reduce costs by paying on a pre-tax basis

Participate in the Health Care Flexible Spending Account (FSA)

WellSpan Standard

Type of plan

Point-of-Service/Preferred Provider Organization (POS/PPO)

Premiums for an employee with an hourly pay rate of $72.13 or more receiving the wellness incentive of $25.00 per pay period.1

Employee: $88.15
Employee and children: $205.38
Employee and spouse: $235.38
Family: $253.38

Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $25.00 per pay period.1

Employee: $87.23
Employee and children: $203.08
Employee and spouse: $232.62
Family: $250.62

Premiums for an employee with an hourly pay rate of $18.51 to $33.66 receiving the wellness incentive of $25.00 per pay period.1

Employee: $85.85
Employee and children: $199.85
Employee and spouse: $229.38
Family: $246.92

Premiums for an employee with an hourly pay rate of $18.50 or less receiving the wellness incentive of $25.00 per pay period.1

Employee: $85.38
Employee and children: $198.92
Employee and spouse: $228.00
Family: $245.54

Annual deductible

Enhanced Network: $550 individual/$1,100 family
Core Network: $1,200 individual/$2,400 family
Out-of-network: $2,050 individual/$4,050 family

Reasons to choose this plan

The premiums on this plan are lower than the WellSpan Plus plan, but higher deductibles and costs when you receive care.

Way to reduce costs by paying on a pre-tax basis

Participate in the Health Care Flexible Spending Account (FSA)

WellSpan High Deductible

Type of plan

High Deductible Health Plan (HDHP)

Premiums for an employee with an hourly pay rate of $72.13 or more receiving the wellness incentive of $25.00 per pay period.1

Employee: $60.46
Employee and children: $146.77
Employee and spouse: $179.08
Family: $214.62

Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $25.00 per pay period.1

Employee: $60.00
Employee and children: $144.92
Employee and spouse: $177.23
Family: $212.31

Premiums for an employee with an hourly pay rate of $18.51 to $33.66 receiving the wellness incentive of $25.00 per pay period.1

Employee: $59.54
Employee and children: $144.46
Employee and spouse: $176.31
Family: $210.92

Premiums for an employee with an hourly pay rate of $18.50 or less receiving the wellness incentive of $25.00 per pay period.1

Employee: $59.08
Employee and children: $143.54
Employee and spouse: $175.38
Family: $210.00

Annual deductible

Enhanced and Core Network (combined): $1,600 individual/$3,200 family
Out-of-network: $2,800 individual/$5,600 family

Reasons to choose this plan

This plan has the lowest premiums of the three but you must first pay all expenses until you have paid an amount equal to your deductible before any services are covered (other than in-network preventive care). WellSpan provides employer contributions to the HSA for employees who choose this plan ($700 individual/$1,400 any other coverage).

Way to reduce costs by paying on a pre-tax basis

Participate in the Health Savings Account (HSA)
Participate in the Limited Purpose Flexible Spending Account (FSA)

1An annual wellness incentive is available to reduce your premiums by $25.00 per pay period if you complete certain wellness activities. Premiums shown are per pay period, deducted 26 pay periods per year.

Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
Note that all employees are eligible to pay the full-time rates for the medical plan if they have an FTE of .75 or worked an average of 30 hours per week during the prior year, regardless of their status.
PRN employees do not have a regular schedule but work on an “as needed” basis.
PRN employees are not eligible for Medical benefits.

WellSpan Plus

Type of plan

Point-of-Service/Preferred Provider Organization (POS/PPO)

Premiums for an employee with an hourly pay rate of $72.13 or more receiving the wellness incentive of $25.00 per pay period.1

Employee: $295.85
Employee and children: $637.38
Employee and spouse: $724.15
Family: $780.00

Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $25.00 per pay period.1

Employee: $289.85
Employee and children: $624.92
Employee and spouse: $710.31
Family: $764.77

Premiums for an employee with an hourly pay rate of $18.51 to $33.66 receiving the wellness incentive of $25.00 per pay period.1

Employee: $282.92
Employee and children: $610.62
Employee and spouse: $694.15
Family: $747.23

Premiums for an employee with an hourly pay rate of $18.50 or less receiving the wellness incentive of $25.00 per pay period.1

Employee: $281.08
Employee and children: $606.46
Employee and spouse: $689.08
Family: $742.15

Annual deductible

Enhanced Network: $300
Core Network: $450 per individual
Out-of-network: $900

Reasons to choose this plan

This plan has the highest premiums, but the lowest deductibles and costs when you receive care. Your healthcare costs are more predictable. Most employees choose this plan.

WellSpan Standard

Type of plan

Point-of-Service/Preferred Provider Organization (POS/PPO)

Premiums for an employee with an hourly pay rate of $72.13 or more receiving the wellness incentive of $25.00 per pay period.1

Employee: $210.92
Employee and children: $489.23
Employee and spouse: $554.77
Family: $597.23

Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $25.00 per pay period.1

Employee: $208.62
Employee and children: $484.15
Employee and spouse: $549.23
Family: $591.23

Premiums for an employee with an hourly pay rate of $18.51 to $33.66 receiving the wellness incentive of $25.00 per pay period.1

Employee: $205.38
Employee and children: $476.77
Employee and spouse: $540.92
Family: $582.00

Premiums for an employee with an hourly pay rate of $18.50 or less receiving the wellness incentive of $25.00 per pay period.1

Employee: $204.46
Employee and children: $474.46
Employee and spouse: $538.15
Family: $579.23

Annual deductible

Enhanced Network: $550 individual/$1,100 family
Core Network: $1,200 individual/$2,400 family
Out-of-network: $2,050 individual/$4,050 family

Reasons to choose this plan

The premiums on this plan are lower than the WellSpan Plus plan, but higher deductibles and costs when you receive care

WellSpan High Deductible

Type of plan

High Deductible Health Plan (HDHP)

Premiums for an employee with an hourly pay rate of $72.13 or more receiving the wellness incentive of $25.00 per pay period.1

Employee: $141.23
Employee and children: $338.77
Employee and spouse: $403.85
Family: $433.38

Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $25.00 per pay period.1

Employee: $139.38
Employee and children: $335.08
Employee and spouse: $399.69
Family: $429.23

Premiums for an employee with an hourly pay rate of $18.51 to $33.66 receiving the wellness incentive of $25.00 per pay period.1

Employee: $138.92
Employee and children: $333.69
Employee and spouse: $397.38
Family: $426.92

Premiums for an employee with an hourly pay rate of $18.50 or less receiving the wellness incentive of $25.00 per pay period.1

Employee: $138.00
Employee and children: $331.85
Employee and spouse: $395.54
Family: $424.62

Annual deductible

Enhanced and Core Network (combined): $1,600 individual/$3,200 family
Out-of-network: $2,800 individual/$5,600 family

Reasons to choose this plan

This plan has the lowest premiums of the three but you must first pay all expenses until you have paid an amount equal to your deductible before any services are covered (other than in-network preventive care). WellSpan provides employer contributions to the HSA for employees who choose this plan ($700 individual/$1,400 any other coverage).

1An annual wellness incentive is available to reduce your premiums by $25.00 per pay period if you complete certain wellness activities. Premiums shown are per pay period, deducted 26 pay periods per year.

For more information, download PDF.

You have the choice of two dental plan options. You must enroll and choose one of these plans if you wish to participate.

You have the choice of two dental plan options. You must enroll and choose one of these plans if you wish to participate.

Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).
PRN employees do not have a regular schedule but work on an “as needed” basis.
PRN employees are not eligible for Dental benefits.

Delta Dental

Premiums1

Employee: $4.06
Employee and children: $12.69
Employee and spouse: $8.88
Family: $17.77

Annual deductible

None

Network

You can choose a dentist who participates in the Delta Dental network or not. You will pay less when you receive care from a Delta Dental provider. If your dentist participates in the Delta Dental network, your claim will be automatically submitted for you. If not, you will have to pay for services at the time you receive them, keep your receipt and submit a claim for reimbursement. You may also be responsible for charges that exceed the Delta Dental plan allowance.

Annual maximum

The maximum amount the plan will pay is $1,500 per plan year for each covered individual.

Reasons to choose this plan

This plan has lower premiums and no deductible. If your dentist participates in the Delta Dental network, you will also benefit from reduced charges. Administration is easier for you because claims will be automatically processed.

Population Health Dental

Premiums1

Employee: $4.61
Employee and children: $14.52
Employee and spouse: $10.17
Family: $20.34

Annual deductible

Per person: $50
Family: $150

Network

There is no network for the Population Health dental plan, so your level of benefits will not depend on which provider you choose. Your dentist may or may not automatically submit your claim for you. If not, you will have to pay for services at the time you receive them, keep your receipt and submit a claim for reimbursement. You may also be responsible for charges that exceed the Population Health Dental Plan allowance.

Annual maximum

The maximum amount the plan will pay is $1,500 per plan year for each covered individual.

Reasons to choose this plan

This plan may be desirable if your dentist does not participate in Delta Dental and your dentist’s charges are lower than you can obtain elsewhere.

1Premiums shown are per pay period, deducted 26 pay periods per year.

Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
PRN employees do not have a regular schedule but work on an “as needed” basis.
PRN employees are not eligible for Dental benefits.

Delta Dental

Premiums1

Employee: $10.12
Employee and children: $26.26
Employee and spouse: $18.38
Family: $36.76

Annual deductible

None

Network

You can choose a dentist who participates in the Delta Dental network or not. You will pay less when you receive care from a Delta Dental provider. If your dentist participates in the Delta Dental network, your claim will be automatically submitted for you. If not, you will have to pay for services at the time you receive them, keep your receipt and submit a claim for reimbursement. You may also be responsible for charges that exceed the Delta Dental plan allowance.

Annual maximum

The maximum amount the plan will pay is $1,500 per plan year for each covered individual.

Reasons to choose this plan

This plan has lower premiums and no deductible. If your dentist participates in the Delta Dental network, you will also benefit from reduced charges. Administration is easier for you because claims will be automatically processed.

Population Health Dental

Premiums1

Employee: $13.81
Employee and children: $24.74
Employee and spouse: $17.33
Family: $34.64

Annual deductible

Per person: $50
Family: $150

Network

There is no network for the Population Health dental plan, so your level of benefits will not depend on which provider you choose. Your dentist may or may not automatically submit your claim for you. If not, you will have to pay for services at the time you receive them, keep your receipt and submit a claim for reimbursement. You may also be responsible for charges that exceed the Population Health Dental Plan allowance.

Annual maximum

The maximum amount the plan will pay is $1,500 per plan year for each covered individual.

Reasons to choose this plan

This plan may be desirable if your dentist does not participate in Delta Dental and your dentist’s charges are lower than you can obtain elsewhere.

1Premiums shown are per pay period, deducted 26 pay periods per year.

Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
PRN employees do not have a regular schedule but work on an “as needed” basis.
PRN employees are not eligible for Dental benefits.

Delta Dental

Premiums1

Employee: $12.94
Employee and children: $29.76
Employee and spouse: $25.88
Family: $42.06

Annual deductible

None

Network

You can choose a dentist who participates in the Delta Dental network or not. You will pay less when you receive care from a Delta Dental provider. If your dentist participates in the Delta Dental network, your claim will be automatically submitted for you. If not, you will have to pay for services at the time you receive them, keep your receipt and submit a claim for reimbursement. You may also be responsible for charges that exceed the Delta Dental plan allowance.

Annual maximum

The maximum amount the plan will pay is $1,500 per plan year for each covered individual.

Reasons to choose this plan

This plan has lower premiums and no deductible. If your dentist participates in the Delta Dental network, you will also benefit from reduced charges. Administration is easier for you because claims will be automatically processed.

Population Health Dental

Premiums1

Employee: $20.54
Employee and children: $44.15
Employee and spouse: $41.07
Family: $58.53

Annual deductible

Per person: $50
Family: $150

Network

There is no network for the Population Health dental plan, so your level of benefits will not depend on which provider you choose. Your dentist may or may not automatically submit your claim for you. If not, you will have to pay for services at the time you receive them, keep your receipt and submit a claim for reimbursement. You may also be responsible for charges that exceed the Population Health Dental Plan allowance.

Annual maximum

The maximum amount the plan will pay is $1,500 per plan year for each covered individual.

Reasons to choose this plan

This plan may be desirable if your dentist does not participate in Delta Dental and your dentist’s charges are lower than you can obtain elsewhere.

1Premiums shown are per pay period, deducted 26 pay periods per year.

For more information, download PDF.

There are two vision plans to choose from. You must enroll if you wish to participate.

There are two vision plans to choose from. You must enroll if you wish to participate.

Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).
PRN employees do not have a regular schedule but work on an “as needed” basis.
PRN employees are not eligible for Vision benefits.

Vision Benefits of America (VBA)
Standard Plan

Premiums3

Employee: $1.05
Employee and children: $2.47
Employee and spouse: $2.47
Family: $2.47

Network coverage

You may choose to see either a VBA provider or a provider who is not a member of the VBA network. You will receive a higher level of benefits if you see a VBA network provider. If not, you will have to pay for services at the time you receive them, keep your receipt and submit a claim for reimbursement. 

Eye Exam coverage per person (every 12 months)

VBA Network: Plan pays 100% after $10 copay
Out-of-network: Plan pays $35, you pay the remainder

Eyeglass Frames per person
Subject to program limits

VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 – $180 retail) (per person every 24 months)
Out-of-network: Plan pays $40, you pay the remainder

Eyeglass Lenses per person (every 12 months)

VBA Network: Plan pays 100% after $10 copay1 for materials. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19.
Out-of-network:

  • Single vision: Plan pays $30, you pay the remainder
  • Bifocal: Plan pays $40, you pay the remainder
  • Trifocal: Plan pays $60, you pay the remainder
  • Lenticular: Plan pays $80, you pay the remainder

Contact Lenses per person (every 12 months)2

VBA Network: Plan pays $100, you pay the remainder
Out-of-network: Plan pays $100, you pay the remainder

Reasons to choose this plan

You may want to choose coverage if, in addition to an annual eye exam, you replace your eye wear on a regular basis and your provider is a member of the VBA network. 

Vision Benefits of America (VBA)
Buy-Up Plan

Premiums3

Employee: $2.62
Employee and children: $7.21
Employee and spouse: $7.21
Family: $7.21

Network coverage

You may choose to see either a VBA provider or a provider who is not a member of the VBA network. You will receive a higher level of benefits if you see a VBA network provider. If not, you will have to pay for services at the time you receive them, keep your receipt and submit a claim for reimbursement. 

Eye Exam coverage per person (every 12 months)

VBA Network: Plan pays 100% after $10 copay
Out-of-network: Plan pays $35, you pay the remainder

Eyeglass Frames per person
Subject to program limits

VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 – $180 retail) (per person every 12 months)
Out-of-network: Plan pays $40, you pay the remainder

Eyeglass Lenses per person (every 12 months)

VBA Network: Plan pays 100% after $10 copay1 for materials. Note: The Buy-Up plan allows purchase of both glasses (frames and lenses) AND contact lenses in a 12-month period. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19.
Out-of-network: 

  • Single vision: Plan pays $30, you pay the remainder
  • Bifocal: Plan pays $40, you pay the remainder
  • Trifocal: Plan pays $60, you pay the remainder
  • Lenticular: Plan pays $80, you pay the remainder

Contact Lenses per person (every 12 months)2

VBA Network: Plan pays $150, you pay the remainder
Out-of-network: Plan pays $100, you pay the remainder

Reasons to choose this plan

You may want to choose coverage if, in addition to an annual eye exam, you replace your eye wear on a regular basis and your provider is a member of the VBA network. The Buy-Up plan is appealing if you wear both contact lenses and glasses or like to replace your eyewear more frequently than every 2 years.

Way to reduce costs by paying on a pre-tax basis

Participate in the Health Care FSA, the Limited Purpose Flexible Spending Account or the Health Savings Account.

1One copay for total cost of frames and lenses when obtained together.
2Medically necessary contact lenses, typically used as part of cataract surgery, are covered at 100% in VBA network and covered up to $250 out of network.
3Premiums shown are per pay period, deducted 26 pay periods per year.

Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
PRN employees do not have a regular schedule but work on an “as needed” basis.
PRN employees are not eligible for Vision benefits.

Vision Benefits of America (VBA)
Standard Plan

Premiums3

Employee: $1.58
Employee and children: $3.70
Employee and spouse: $3.70
Family: $3.70

Network coverage

You may choose to see either a VBA provider or a provider who is not a member of the VBA network. You will receive a higher level of benefits if you see a VBA network provider. If not, you will have to pay for services at the time you receive them, keep your receipt and submit a claim for reimbursement. 

Eye Exam coverage per person (every 12 months)

VBA Network: Plan pays 100% after $10 copay
Out-of-network: Plan pays $35, you pay the remainder

Eyeglass Frames per person
Subject to program limits

VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 - $180 retail) (per person every 24 months)
Out-of-network: Plan pays $40, you pay the remainder

Eyeglass Lenses per person (every 12 months)

VBA Network: Plan pays 100% after $10 copay1 for materials. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19.
Out-of-network:

  • Single vision: Plan pays $30, you pay the remainder
  • Bifocal: Plan pays $40, you pay the remainder
  • Trifocal: Plan pays $60, you pay the remainder
  • Lenticular: Plan pays $80, you pay the remainder

Contact Lenses per person (every 12 months)2

VBA Network: Plan pays $100, you pay the remainder
Out-of-network: Plan pays $100, you pay the remainder

Reasons to choose this plan

You may want to choose coverage if, in addition to an annual eye exam, you replace your eye wear on a regular basis and your provider is a member of the VBA network. 

Way to reduce costs by paying on a pre-tax basis

Participate in the Health Care FSA, the Limited Purpose Flexible Spending Account or the Health Savings Account.

Vision Benefits of America (VBA)
Buy-Up Plan

Premiums3

Employee: $3.15
Employee and children: $8.44
Employee and spouse: $8.44
Family: $8.44

Network coverage

You may choose to see either a VBA provider or a provider who is not a member of the VBA network. You will receive a higher level of benefits if you see a VBA network provider. If not, you will have to pay for services at the time you receive them, keep your receipt and submit a claim for reimbursement. 

Eye Exam coverage per person (every 12 months)

VBA Network: Plan pays 100% after $10 copay
Out-of-network: Plan pays $35, you pay the remainder

Eyeglass Frames per person
Subject to program limits

VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 – $180 retail) (Per person every 12 months)
Out-of-network: Plan pays $40, you pay the remainder

Eyeglass Lenses per person (every 12 months)

VBA Network: Plan pays 100% after $10 copay1 for materials. Note: The Buy-Up plan allows purchase of both glasses (frames and lenses) AND contact lenses in a 12-month period. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19.
Out-of-network: 

  • Single vision: Plan pays $30, you pay the remainder
  • Bifocal: Plan pays $40, you pay the remainder
  • Trifocal: Plan pays $60, you pay the remainder
  • Lenticular: Plan pays $80, you pay the remainder

Contact Lenses per person (every 12 months)2

VBA Network: Plan pays $150, you pay the remainder
Out-of-network: Plan pays $100, you pay the remainder

Reasons to choose this plan

You may want to choose coverage if, in addition to an annual eye exam, you replace your eye wear on a regular basis and your provider is a member of the VBA network. The Buy-Up plan is appealing if you wear both contact lenses and glasses or like to replace your eyewear more frequently than every 2 years.

Way to reduce costs by paying on a pre-tax basis

Participate in the Health Care FSA, the Limited Purpose Flexible Spending Account or the Health Savings Account.

1One copay for total cost of frames and lenses when obtained together.
2Medically necessary contact lenses, typically used as part of cataract surgery, are covered at 100% in VBA network and covered up to $250 out of network.
3Premiums shown are per pay period, deducted 26 pay periods per year.

Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
PRN employees do not have a regular schedule but work on an “as needed” basis.
PRN employees are not eligible for Vision benefits.

Vision Benefits of America (VBA)
Standard Plan

Premiums3

Employee: $2.63
Employee and children: $6.17
Employee and spouse: $6.17
Family: $6.17

Network coverage

You may choose to see either a VBA provider or a provider who is not a member of the VBA network. You will receive a higher level of benefits if you see a VBA network provider. If not, you will have to pay for services at the time you receive them, keep your receipt and submit a claim for reimbursement. 

Eye Exam coverage per person (every 12 months)

VBA Network: Plan pays 100% after $10 copay
Out-of-network: Plan pays $35, you pay the remainder

Eyeglass Frames per person
Subject to program limits

VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 - $180 retail) (Per person every 24 months)
Out-of-network: Plan pays $40, you pay the remainder

Eyeglass Lenses per person (every 12 months)

VBA Network: Plan pays 100% after $10 copay1 for materials. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19.
Out-of-network:

  • Single vision: Plan pays $30, you pay the remainder
  • Bifocal: Plan pays $40, you pay the remainder
  • Trifocal: Plan pays $60, you pay the remainder
  • Lenticular: Plan pays $80, you pay the remainder

Contact Lenses per person (every 12 months)2

VBA Network: Plan pays $100, you pay the remainder
Out-of-network: Plan pays $100, you pay the remainder

Reasons to choose this plan

You may want to choose coverage if, in addition to an annual eye exam, you replace your eye wear on a regular basis and your provider is a member of the VBA network. 

Way to reduce costs by paying on a pre-tax basis

Participate in the Health Care FSA, the Limited Purpose Flexible Spending Account or the Health Savings Account.

Vision Benefits of America (VBA)
Buy-Up Plan

Premiums3

Employee: $4.20
Employee and children: $10.91
Employee and spouse: $10.91
Family: $10.91

Network coverage

You may choose to see either a VBA provider or a provider who is not a member of the VBA network. You will receive a higher level of benefits if you see a VBA network provider. If not, you will have to pay for services at the time you receive them, keep your receipt and submit a claim for reimbursement. 

Eye Exam coverage per person (every 12 months)

VBA Network: Plan pays 100% after $10 copay
Out-of-network: Plan pays $35, you pay the remainder

Eyeglass Frames per person
Subject to program limits

VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 – $180 retail) (Per person every 12 months)
Out-of-network: Plan pays $40, you pay the remainder

Eyeglass Lenses per person (every 12 months)

VBA Network: Plan pays 100% after $10 copay1 for materials. Note: The Buy-Up plan allows purchase of both glasses (frames and lenses) AND contact lenses in a 12-month period. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19.
Out-of-network: 

  • Single vision: Plan pays $30, you pay the remainder
  • Bifocal: Plan pays $40, you pay the remainder
  • Trifocal: Plan pays $60, you pay the remainder
  • Lenticular: Plan pays $80, you pay the remainder

Contact Lenses per person (every 12 months)2

VBA Network: Plan pays $150, you pay the remainder
Out-of-network: Plan pays $100, you pay the remainder

Reasons to choose this plan

You may want to choose coverage if, in addition to an annual eye exam, you replace your eye wear on a regular basis and your provider is a member of the VBA network. The Buy-Up plan is appealing if you wear both contact lenses and glasses or like to replace your eyewear more frequently than every 2 years.

Way to reduce costs by paying on a pre-tax basis

Participate in the Health Care FSA, the Limited Purpose Flexible Spending Account or the Health Savings Account.

1One copay for total cost of frames and lenses when obtained together.
2Medically necessary contact lenses, typically used as part of cataract surgery, are covered at 100% in VBA network and covered up to $250 out of network.
3Premiums shown are per pay period, deducted 26 pay periods per year.

For more information, download PDF.

Basic Employee Life and Basic Employee AD&D are provided and paid for automatically by WellSpan for eligible employees. If you choose Supplemental Employee Life, Supplemental Employee AD&D, Spouse Life, Spouse AD&D, Child Life or Child AD&D, you must enroll if you wish to participate.

Basic Employee Life and Basic Employee AD&D are provided and paid for automatically by WellSpan for eligible employees. If you choose Supplemental Employee Life, Supplemental Employee AD&D, Spouse Life, Spouse AD&D, Child Life or Child AD&D, you must enroll if you wish to participate.

Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).

For the Employee:

Basic Employee Life

Coverage amount

For hourly employees, your beneficiaries will receive an amount equal to your annual pay in the event of your death. For salaried employees and supervisors, the benefit is equal to one and one-half times your annual pay.

Certain leadership and clinical jobs are covered in an amount equal to two or two and one-half times pay.

Maximum benefit

The benefit is limited to $500,000.

Premium1

None, your employer provides this benefit to you at no cost.

Tax impact

Life insurance received by your beneficiaries in the event of your death is not taxable. However, the value of the coverage you receive (to the extent your pay exceeds $50,000 annually) is taxable each year. To avoid the additional tax liability, you may waive coverage of the benefit over $50,000.

Do you need to get a physical before being covered or otherwise demonstrate evidence of insurability (EOI)?

No EOI required.

Reasons to choose coverage

N/A; your employer automatically provides this benefit. You may want to waive coverage of the benefit over $50,000 if you do not have beneficiaries who depend on your income and you do not wish to pay taxes on the value of the benefit.

Basic Employee Accidental Death and Dismemberment (AD&D)

Coverage amount

For hourly employees, your beneficiaries will receive an amount equal to your annual pay in the event of your accidental death. For salaried employees and supervisors, the benefit is equal to one and one-half times your annual pay. Certain leadership and clinical jobs are covered in an amount equal to two or two and one-half times pay.

In addition, your beneficiaries will receive a variety of additional benefits depending on the circumstances. Additional benefits may include a sum of money for your dependents’ education, training or child care.

Dismemberment benefits will be paid to you if you lose functionality of some part of your body such as loss of sight, hearing, hands, feet or similar.

Maximum benefit

The benefit is limited to $500,000.

Premium1

None, your employer provides this benefit to you at no cost.

Tax impact

Life insurance or AD&D benefits received by you or your beneficiaries is not taxable. However, the value of the coverage you receive (to the extent your pay exceeds $50,000 annually) is taxable each year. To avoid the additional tax liability, you may waive coverage of the benefit over $50,000.

Do you need to get a physical before being covered or otherwise demonstrate evidence of insurability (EOI)?

No EOI required.

Reasons to choose coverage

N/A; your employer automatically provides this benefit.

Supplemental Employee Life

Coverage amount

You may choose up to five times your annual pay in addition to your Basic Life coverage. Coverage is provided in increments of your annual pay.

Maximum benefit

This benefit is limited to $1,000,000.

Premium1

Per $1,000 of coverage (rounded)
Your Age
Rate
Under 25
$0.02
25-29
$0.03
30-34
$0.04
35-39
$0.04
40-44
$0.05
45-49
$0.07
50-54
$0.11
55-59
$0.22
60-64
$0.30
65-69
$0.59
70 and older
$0.95

Tax impact

Life insurance received by your beneficiaries in the event of your death is not taxable. The value of the coverage is not taxable either because it is paid for by the employee.

Do you need to get a physical before being covered or otherwise demonstrate evidence of insurability (EOI)?

If you enroll for this coverage within 31 days of hire, no EOI is required for coverage up to $500,000.

Reasons to choose coverage

You would choose supplemental insurance if you would like to provide more than the basic life insurance amount to your beneficiaries. This is particularly important if your family depends on your income to pay bills and if your beneficiaries will not be well situated to replace your income or otherwise take care of expenses in the event of your death.

Supplemental Employee AD&D

Coverage amount

You may choose an additional amount not to exceed five times your annual pay in addition to your Basic Employee AD&D coverage. Coverage is provided in increments of $10,000.

Maximum benefit

This benefit is limited to $500,000.

Premium1

$0.010 per $1,000 of coverage.

Tax impact

Life insurance or AD&D benefits received by you or your beneficiaries is not taxable. The value of the coverage is not taxable either because it is paid for by the employee.

Do you need to get a physical before being covered or otherwise demonstrate evidence of insurability (EOI)?

No EOI required.

Reasons to choose coverage

You would choose supplemental AD&D insurance if you would like to provide more than the basic life insurance and AD&D amounts to your beneficiaries in the event of your accidental death or if you are particularly concerned about the loss of functionality of part of your body as the result of an accident. In addition, AD&D insurance has lower premiums than life insurance (because it only pays out in the event of an accident) and may be a more affordable alternative for you.

1Premiums shown are per pay period and have been rounded, deducted 26 pay periods per year.

For the Employee’s Dependents:

Spouse Life

Eligibility

Full and part-time employees are eligible. If your spouse is employed by WellSpan, they are not eligible for this coverage as your dependent.

Do your dependents need to get a physical before being covered or otherwise demonstrate evidence of insurability?

If you enroll for this coverage within 31 days of hire, no EOI is required for coverage up to $30,000.

Coverage

You may choose an amount up to the lesser of:

  1. $500,000 or
  2. five times your annual pay

in increments of $10,000.

Premiums1

Per $1,000 of coverage (rounded)
Spouse’s Age
Rate
Under 25
$0.03
25-29
$0.03
30-34
$0.04
35-39
$0.05
40-44
$0.05
45-49
$0.08
50-54
$0.12
55-59
$0.21
60-64
$0.35
65-69
$0.67
70 and older
$1.09

Reasons to choose coverage

You depend on your spouse’s income to pay bills and your spouse does not have insurance coverage or other savings that you will receive upon death.

Spouse Accidental Death and Dismemberment (AD&D)

Eligibility

Full and part-time employees are eligible. If your spouse is employed by WellSpan, they are not eligible for this coverage as your dependent.

Do your dependents need to get a physical before being covered or otherwise demonstrate evidence of insurability?

No EOI required.

Coverage

You may choose an amount up to the least of:

  1. $500,000 or
  2. five times your annual pay or
  3. your own AD&D coverage

in increments of $10,000.

Premiums1

$0.011 per $1,000 of coverage.

Reasons to choose coverage

You would choose Spouse AD&D insurance if you would like more than the basic life insurance amount for you and your family in the event of your spouse’s accidental death or if you are particularly concerned about the loss of functionality of part of your spouse’s body as the result of an accident. In addition, AD&D insurance has lower premiums than life insurance (because it only pays out in the event of an accident) and may be a more affordable alternative for you.

Child Life

Eligibility

Full and part-time employees are eligible. For unmarried children from the age of 14 days to 26 years. The coverage is for each of your children, regardless of how many you have. If your child is employed by WellSpan, they are not eligible for this coverage as your dependent.

Do your dependents need to get a physical before being covered or otherwise demonstrate evidence of insurability?

No EOI required.

Coverage

You may choose from coverage equal to $2,500, $5,000 or $10,000.

Premiums1

Coverage
Rate
$2,500
$0.18
$5,000
$0.37
$10,000
$0.74

Reasons to choose coverage

You probably don’t need life insurance for your children unless your circumstances are unusual.

Child Accidental Death and Dismemberment (AD&D)

Eligibility

Full and part-time employees are eligible. For unmarried children from the age of 14 days to 26 years. The coverage is for each of your children, regardless of how many you have. If your child is employed by WellSpan, they are not eligible for this coverage as your dependent.

Do your dependents need to get a physical before being covered or otherwise demonstrate evidence of insurability?

No EOI required.

Coverage

You may choose from coverage equal to $2,000, $4,000, $6,000, $8,000 or $10,000.

Premiums1

$0.011 per $1,000 of coverage.

Reasons to choose coverage

You probably don’t need AD&D insurance for your children unless your circumstances are unusual.

1Premiums shown are per pay period and have been rounded, deducted 26 pay periods per year.

Spending and Savings Accounts allow holders to save money by paying for expenses with pre-tax dollars. You must enroll if you wish to participate. You may enroll in more than one if you are eligible.

Spending and Savings Accounts allow holders to save money by paying for expenses with pre-tax dollars. You must enroll if you wish to participate. You may enroll in more than one if you are eligible.

Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
PRN employees do not have a regular schedule but work on an “as needed” basis.
PRN employees are not eligible to participate in the Spending or Savings Accounts.

Health Care Flexible Spending Account (FSA)

Eligibility to participate

You must not be enrolled in a health savings account. You must work full, part-time 1 or Weekend Option.

Eligible expenses

Medical, prescription, dental, orthodontia, vision expenses and more incurred during the plan year for you or your dependents. Expenses do not need to be associated with a WellSpan-sponsored plan.

Timeframe for reimbursement

Must be submitted by March 31 of the following calendar year.

Other rules for reimbursement

You may use the debit card that is provided. Remember to keep receipts as transactions may be subject to review.

Annual contribution limits

Minimum: $120
Maximum: $3,050

Rollover of funds from year to year

You can carry over up to $610 of unused funds into the following plan year.

Portability from one employer to the next

None

Limited Purpose Flexible Spending Account (FSA)

Eligibility to participate

You must be enrolled in a health savings account to participate. You must work full, part-time 1 or Weekend Option.

Eligible expenses

Eligible dental, orthodontia and vision expenses incurred during the plan year.

Timeframe for reimbursement

Must be submitted by March 31 of the following calendar year.

Other rules for reimbursement

You may use the debit card that is provided. Remember to keep receipts as transactions may be subject to review.

Annual contribution limits

Minimum: $120
Maximum: $3,050

Rollover of funds from year to year

You can carry over up to $610 of unused funds into the following plan year.

Portability from one employer to the next

None

Dependent Day Care Flexible Spending Account (FSA)

Eligibility to participate

You must work full, part-time 1 or Weekend Option and your spouse must either work full or part-time 1 or attend school full-time.

Eligible expenses

Child care for children under age 13 or day care for a dependent or disabled parent incurred during the plan year.

Timeframe for reimbursement

Must be submitted by March 31 of the following calendar year.

Other rules for reimbursement

You must submit a claim form and evidence of payment either online or through the mobile app. Remember to keep receipts as transactions may be subject to review.

Annual contribution limits

Minimum: $120
Maximum: $5,000 combined for both you and your spouse.

Rollover of funds from year to year

None

Portability from one employer to the next

None

Health Savings Account (HSA)

Eligibility to participate

You must be enrolled in a high deductible health plan to participate. If you enroll in Medicare or are automatically enrolled in Medicare Part A, you cannot make contributions. However, you may continue to use any remaining funds in your HSA. You must work full, part-time 1 or Weekend Option. 

Eligible expenses

Deductibles, copays and coinsurance; eligible prescriptions; vision care, including LASIK; dental care, including orthodontia.

Timeframe for reimbursement

Because the funds are not tied to a specific plan year, you can use them any time.

Other rules for reimbursement

If you use the PayFlex Card or pay your provider using the online feature, you’ll pay for the expense automatically from your account so no need to be reimbursed. If you pay using cash, check or credit card, you’ll withdraw funds from your HSA to pay yourself back.

Annual contribution limits

WellSpan contributes $700 for employees who elect employee-only coverage and $1,400 for other coverage prorated by hire date.

Annual contribution limits for the employer contribution and employee contribution combined:
Employee-only coverage: $4,150
Any other coverage: $8,300

55 and older: $1,000 catch-up

Rollover of funds from year to year

Unused funds roll over from year to year.

Portability from one employer to the next

Your HSA is yours to keep even if you leave or retire. You may roll over an account you started with a previous employer.

Short Term and Long Term Disability Pay are provided and paid for automatically by WellSpan for eligible employees. If you are sick or injured with a minor illness and must miss a few days of work, you will use your paid time off to replace your pay. If your illness is significant and requires more than a week away from work, you can access the short-term disability plan for up to 90 calendar days. If the disability is determined to affect you long-term, you will receive benefits from the long-term disability plan (if eligible).

Short Term and Long Term Disability Pay are provided and paid for automatically by WellSpan for eligible employees. If you are sick or injured with a minor illness and must miss a few days of work, you will use your paid time off to replace your pay. If your illness is significant and requires more than a week away from work, you can access the short-term disability plan for up to 90 calendar days. If the disability is determined to affect you long-term, you will receive benefits from the long-term disability plan (if eligible).

Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).

Short Term Disability (STD)

Eligibility

Full-time employees are eligible after 90 days of employment.

When the benefit begins

The plan will begin paying you after one week of disability.

Premiums

N/A; this benefit is provided by your employer.

Coverage

You will receive 60% of your salary for 90 calendar days after the one-week elimination period.

Reasons to use this plan

This benefit means that you will continue to receive income while you are not working. You can access this benefit instead of using up all of your PTO or going unpaid.

Ways to supplement the plan payments

If you have PTO available, it will be used to supplement your income. You have to choose this benefit and pay the premiums before you are disabled.

Long Term Disability (LTD)

Eligibility

Full-time employees are eligible the first of the month after hire date.*

When the benefit begins

The plan will begin paying you after three months of disability.

Premiums

N/A; this benefit is provided by your employer.

Coverage

You will receive 50% of your salary to a maximum of $13,000 per month.

Reasons to use this plan

This benefit means that you will continue to receive income while you are not working.

Ways to supplement the plan payments

There is a Buy-Up benefit available to employees for coverage equal to an additional 10% of your pay.

LTD Buy-Up Option

Eligibility

If you are a full-time employee eligible for Basic LTD at 50% of pay, you may purchase additional coverage by electing the LTD Buy-Up option.

When the benefit begins

The plan will begin paying you after three months of disability.

Premiums

$0.06 per $100 of monthly covered income.

Coverage

You will receive an additional 10% of pay – for a total LTD benefit equal to 60% of pay. The maximum benefit for Basic LTD and the Buy-Up option combined is $13,000 per month.

Reasons to use this plan

You would like to have more than the Basic LTD coverage of 50%.

*Part-time leaders and physicians are eligible for Long Term Disability under the same terms (but at higher coverage levels) as full-time employees.

Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).

Short Term Disability (STD)

Eligibility

Part-time employees are eligible after 90 days of employment.

When the benefit begins

The plan will begin paying you after one week of disability.

Premiums

N/A; this benefit is provided by your employer.

Coverage

You will receive 60% of your salary for 90 calendar days after the one-week elimination period.

Reasons to use this plan

This benefit means that you will continue to receive income while you are not working. You can access this benefit instead of using up all of your PTO or going unpaid.

Ways to supplement the plan payments

If you have PTO available, it will be used to supplement your income. You have to choose this benefit and pay the premiums before you are disabled.

Long Term Disability (LTD)

Eligibility

Part-time employees are not eligible for this benefit.*

LTD Buy-Up Option

Eligibility

Part-time employees are not eligible for this benefit.

*Part-time leaders and physicians are eligible for Long Term Disability under the same terms as full-time employees but at higher coverage levels.

Overview and Frequently Asked Questions

What is DailyPay?
DailyPay is a voluntary benefit that enables employees to track, save and transfer their earnings on their own schedule.

How does DailyPay work?
DailyPay gives employees more control over their pay. They can use DailyPay to avoid late fees and interest charges and to help plan for expenses by:

  • Monitoring real-time earnings based on hours worked (free)
  • Saving from every paycheck (free)
  • Transferring earnings next-day (free)
  • Transferring earnings instantly ($3.49)

As they work during the week, they will build up their DailyPay Pay Balance.

What is included in DailyPay Pay Balance?
An employee's pay balance is money that they’ve already earned. It’s an approximation of earnings based on the hours they have already worked, minus any withholdings (like taxes, garnishments, etc.).

How does DailyPay work?
DailyPay is available 24/7/365. Employees can transfer any amount of money in their pay balance to their direct deposit checking account, prepaid debit card or payroll card.

It is free to sign up for DailyPay. Similar to an ATM, employees only pay a fee when they make a transfer. Fees are as follows:

Speed Fee per Transfer

Next Business Day Available next business day free
Instant Available instantly $3.49*

*Instant transfers are free if utilizing the Friday by DailyPay option. Learn more at www.dailypay.com.

At the end of the pay period, any remaining balance will automatically be deposited from an employee's DailyPay account into their bank account (at no cost to you) on their regularly scheduled payday.

DailyPay also offers free tools to help employees budget, plan for expenses and work toward financial security:

  1. Balance Update Alerts: Receive text messages as their pay balance goes up, in real-time, based on the hours they work.
  2. Automatic Savings: Allocate a fixed amount of their available balance to automatically be sent to their savings account each pay period.

How to Sign Up
In order to sign up for DailyPay, an employee must currently be paid through direct deposit.
There are three ways to sign up:

  1. Download the free app from the App Store or Google Play Store
  2. Go to my.dailypay.com
  3. Text START to 66867

Where to Learn More
Employees can contact DailyPay by phone or chat from Monday to Saturday, 7 a.m. – 10 p.m. ET; Sunday, 12 – 4 p.m. ET.

  1. Call (866) 432-0472
  2. Email employee.support@dailypay.com
  3. Log into their account at www.dailypay.com, go to the “Help” page, and click the “Live Chat” button at the bottom

Employees can also visit dailypay.com/employee for more information, including videos, FAQs and employee testimonials.

Does DailyPay have a mobile app?
Yes! You can download DailyPay for free from the App Store for iPhone or Google Play Store for Android.

What if I don’t make a transfer during a pay period?
If you make no transfers during a given pay period, then your entire pay balance will be deposited into your bank account (at no cost to you) on your regularly scheduled payday.

Is DailyPay a loan?
DailyPay is not a loan. It’s simply an addition to our existing payroll offering that allows employees to access their pay faster than they’d otherwise be able to. The amount of money that you have access to is based on your approved hours — meaning that you’ve already earned this money; it just hasn’t been paid out to you yet.

Employee FAQs

How much money will be available to me?
You will have access to any amount up to, and including, the pay balance shown in your DailyPay account. The pay balance is a percentage of your gross pay.

How often can I use DailyPay?
You can make up to five transfers per day.

What is the maximum and minimum dollar amount I can transfer in one day?
You can transfer up to $1,000. The minimum transfer amount is $5.

When will my remaining paycheck be deposited into my account?
Whether you have made a transfer or not during a given pay period, your balance will be deposited into your account by end of business on your normally scheduled payday. The exact timing will depend on your financial institution.

Can I use DailyPay if I get paper checks?
No, DailyPay is designed to work with employees who are paid via direct deposit, through a checking or savings account, payroll card or prepaid debit card. Learn about the new Friday by DailyPay option at www.dailypay.com.

How quickly will I receive my money?
DailyPay offers two types of transfers: next business day (called “Next”) and instant (called “Now”).

The timing is as follows:

  • Now = money is available instantly, 24/7, including nights, weekends and bank holidays.
  • Next = transfers requested prior to 5:30 p.m. ET are available in the morning of the next business day. Business days are defined as Monday through Friday, excluding bank holidays.
  • Please note: To use DailyPay Now, you will need to enter your debit card or pay card number on the “Account Settings” page. This is because DailyPay Now transfers are sent through a different type of mechanism than regular ACH transfers sent to routing and accounting numbers.

I didn’t receive my welcome email. What happened?
The email may have gone into your “Spam” or “Trash” folders, depending on your email service provider and email preferences. Check both folders and, if possible, search for the word “DailyPay.”

For Gmail users, you can also search in your “All Mail” folder. If you still can’t find the email, please contact DailyPay customer service at 866-432-0472. Their hours of operation are Monday – Saturday, 7 a.m. – 10 p.m. ET; Sunday, 12 – 4 p.m. ET.

I received a notification from my bank about DailyPay. What is this?
Depending on your bank, you might receive a notification about DailyPay after you request your first transfer and/or when you change your direct deposit information. This is called a “prenote” and it’s not a charge — it’s simply a way for DailyPay and us to verify that your account number is correct. You can disregard this notification.

What could cause a delay in my paycheck?
Failure to input correct bank account information or update your new banking information are the most common causes of a delayed paycheck on payday. If you are having issues, please contact our Employee Support line.

What happens when I have a negative Pay Balance on DailyPay?
In the rare circumstance that you do go over your Pay Balance, you can choose among three options to pay back the overdraft amount:

  1. Pay back the funds immediately from your current pay period earnings
  2. Pay back the funds from a different bank or card account
  3. Pay back the funds in installments over three pay periods

How should I update my direct deposit information if I’m currently using DailyPay?
You can update your direct deposit information in DailyPay at any time by going to the “Account Settings” page, scrolling down to the “Bank Accounts” section, and clicking “Add New Bank Account.” If you need help, please reach out to DailyPay customer service at 866-432-0472.

Important note: you do not need to update your direct deposit information with your company directly, just DailyPay.

Employment Benefits

  • Sign-on incentives for new employees
  • Medical, dental and vision insurance
  • Life and accidental death insurance
  • Supplemental life insurance
  • Retirement savings plan
  • Paid time off (PTO)
  • PTO bridging
  • Short-term disability
  • Caregiver Support
  • Financial Education
  • Educational assistance
  • Forgivable loan program for certain roles
  • Flexible spending
  • Credit union
  • Employee recreational activities
  • Minimum wage of $17
  • Enhanced weekend differential effective July 30
Benefits photo

WellSpan investing in teams with $17 minimum wage, new weekend differential.

With a commitment to providing high-quality and compassionate care, we've announced significant investments in our more than 20,000 team members, including:

  • Increasing our organizational minimum wage from $15 to $17 per hour, effective July 2, 2023.
  • Enhancing our weekend differential for most hourly employees, effective July 30.
  • Investing more than $245 million in merit increases, rewards programs, retirement contributions and other forms of support over the past two years.

As the healthcare employer of choice in South Central Pennsylvania, our WellSpan team enjoys competitive salaries, comprehensive benefits packages, generous paid time off and a strong commitment to diversity, equity and inclusion. These investments reflect our dedication to our team members, enabling them to deliver their best every day.

Minimum Wage photo