A WellSpan
Career:
What’s your goal?
2020 Benefits & Incentives (Effective July 1, 2020)
2020 Benefits & Incentives (Effective July 1, 2020)
When you join the WellSpan Health team, we will be here to support your professional and personal goals. 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 depends 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.
| Position | Full-Time Employee* | Part-Time/Weekend Option Employee^ | Details |
|---|---|---|---|
| Emergency Department RNs |
$20,000 | $10,000 | Minimum 2 years recent experience in specialty required. York Hospital & Ephrata Community Hospital only. |
| Acute Care RNs - Inpatient | $15,000 | $7,500 | Minimum 2 years recent experience in specialty required. York Hospital only. Med/Surg Units include:
|
| Acute Care RNs - Inpatient | $10,000 | $5,000 | Minimum 1 year recent experience in specialty required. York Hospital only. Med/Surg Units include:
|
| Specialty RNs - Inpatient | $15,000 | $7,500 | Minimum 2 years recent experience in specialty required. York Hospital only. Units include:
|
| Specialty RNs - Inpatient | $10,000 | $5,000 | Minimum 1 year recent experience in specialty required. York Hospital only.
Specialties include:
|
| Specialty RNs - Inpatient | $10,000 | $5,000 | Minimum 2 years recent experience in specialty required. Specialties include:
|
| Acute Care RNs | $5,000 | $2,500 | Minimum 2 years experience. Positions include:
|
| VNA Home RNs | $5,000 | $2,500 | Minimum 2 years experience. |
| Registered Respiratory Therapists | $10,000 | $5,000 | Experienced professionals and new graduates considered. |
| Genetic Counselors | $6,000 | $3,000 | Experienced professionals and new graduates considered. |
| Allied Health Professionals | $3,000 | $1,500 | Experienced professionals and new graduates considered. Positions include:
|
| Behavioral Health Professionals | $5,000 | $2,500 | Minimum 2 years experience. Positions include:
|
| Clinical Support Professionals | $1,000 | $500 | Experienced professionals and new graduates considered. Positions include:
|
| Nursing Support Professionals | $1,000 | $500 | Minimum 1 year of experience (obtained within the last 3 years) or newly certified graduate of a patient care/nursing assistant program. Positions include:
|
| Rehabilitation Professionals | $5,000 | $2,500 | Experienced professionals considered. Positions include:
|
| Clinical Pharmacist | $12,000 | $6,000 | Includes both experienced and recent residency graduates. |
* Full-time employment is defined as a 0.75 FTE position (60 or more budgeted hours per two-week pay period).
^ To be eligible for incentives, part-time positions must be 32 to 59 budgeted hours per two-week pay period (minimum 0.4 FTE).
Payment Structure/Commitment:
This program is for new employees to WellSpan only. Previous WellSpan employees must have a break in service of six months or greater to be eligible for sign-on bonus. Internal transfers are not eligible for these incentives.
- 50 percent after successful completion of 90-day introductory period
- 50 percent after successful completion of one year of employment
- 24-month employment commitment: In the event employment is voluntarily terminated within 24 months of official hire date, employee will be required to repay a prorated portion of the original bonus, specifically 1/24th of the original payment for each uncompleted month of service.
Paid-Time-Off Bridging
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 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
Emergency Department RNs
Full-Time Employee*
$20,000
Part-Time/Weekend Option Employee^
$10,000
Minimum 2 years recent experience in specialty required. York Hospital & Ephrata Community Hospital only.
Acute Care RNs - Inpatient
Full-Time Employee*
$15,000
Part-Time/Weekend Option Employee^
$7,500
Minimum 2 years recent experienceMinimum 2 years recent experience in specialty required. York Hospital only. Med/Surg Units include:
- 4 South West
- 5 South
- North 3A
- 5 Main
Acute Care RNs - Inpatient
Full-Time Employee*
$10,000
Part-Time/Weekend Option Employee^
$5,000
Minimum 1 year recent experience in specialty required. York Hospital only. Med/Surg Units include:
- 4 South West
- 5 South
- North 3A
- 5 Main
Specialty RNs - Inpatient
Full-Time Employee*
$15,000
Part-Time/Weekend Option Employee^
$7,500
Minimum 2 years recent experience in specialty required. York Hospital only. Units include:
- NSICU
Specialty RNs - Inpatient
Full-Time Employee*
$10,000
Part-Time/Weekend Option Employee^
$5,000
Minimum 1 year recent experience in specialty required. York Hospital only Specialties include:
- NSICU
Specialty RNs - Inpatient
Full-Time Employee*
$10,000
Part-Time/Weekend Option Employee^
$5,000
Minimum 2 years recent experience in specialty required. Specialties include:
- ED (except York Hospital)
- Behavioral Health Nurse
- ICU/TC-ICU/CCU
- OR/CVOR
- Rehab
- NICU
- Labor & Delivery
- Cath Lab
- CNS Educator
- Vascular/Neuro Interventional
Acute Care RNs
Full-Time Employee*
$5,000
Part-Time/Weekend Option Employee^
$2,500
Minimum 2 years experience. Positions include:
- Med/Surg/Tele
VNA Home RNs
Full-Time Employee*
$5,000
Part-Time/Weekend Option Employee^
$2,500
Minimum 2 years experience.
Registered Respiratory Therapists
Full-Time Employee*
$10,000
Part-Time/Weekend Option Employee^
$5,000
Experienced professionals and new graduates considered.
Genetic Counselors
Full-Time Employee*
$6,000
Part-Time/Weekend Option Employee^
$3,000
Experienced professionals and new graduates considered.
Allied Health Professionals
Full-Time Employee*
$3,000
Part-Time/Weekend Option Employee^
$1,500
Experienced professionals and new graduates considered. Positions include:
- Medical lab scientist
- Surgical technologist (OR techs)
- Cardiovascular technologist
Behavioral Health Professionals
Full-Time Employee*
$5,000
Part-Time/Weekend Option Employee^
$2,500
Minimum 2 years experience. Positions include:
- Licensed mental health professionals
- Allied mental health professionals
- Family-based therapists
- Psychologists
Clinical Support Professionals
Full-Time Employee*
$1,000
Part-Time/Weekend Option Employee^
$500
Experienced professionals and new graduates considered. Positions include:
- Medical assistants
- Pharmacy technicians (York Hospital)
- Psychiatric technicians
- Sterile processing technicians
- Certified Peer Specialist
- Phlebotomist
- Medical lab technicians
Nursing Support Professionals
Full-Time Employee*
$1,000
Part-Time/Weekend Option Employee^
$500
Minimum 1 year of experience (obtained within the last 3 years) or newly certified graduate of a patient care/nursing assistant program. Positions include:
- Nursing assistants
- Emergency Department: $2,500 for minimum 1 year of experience (for York Hospital)
- Unit secretary/nursing assistants
- Emergency nursing assistants (ENA)
Rehabilitation Professionals
Full-Time Employee*
$5,000
Part-Time/Weekend Option Employee^
$2,500
Experienced professionals considered. Positions include:
- Physical therapist
- Occupational therapist
- Speech language pathologist
Clinical Pharmacist
Full-Time Employee*
$12,000
Part-Time/Weekend Option Employee^
$6,000
Includes both experienced and recent residency graduates.
* Full-time employment is defined as a 0.75 FTE position (60 or more budgeted hours per two-week pay period).
^ To be eligible for incentives, part-time positions must be 32 to 59 budgeted hours per two-week pay period (minimum 0.4 FTE).
Payment Structure/Commitment:
This program is for new employees to WellSpan only. Previous WellSpan employees must have a break in service of six months or greater to be eligible for sign-on bonus. Internal transfers are not eligible for these incentives.
- 50 percent after successful completion of 90-day introductory period
- 50 percent after successful completion of one year of employment
- 24-month employment commitment: In the event employment is voluntarily terminated within 24 months of official hire date, employee will be required to repay a prorated portion of the original bonus, specifically 1/24th of the original payment for each uncompleted month of service.
Paid-Time-Off Bridging
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 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
WellSpan offers educational assistance for qualified employees. Our programs include:
Tuition Reimbursement
Eligibility and Program Details:
- Full-time, part-time and PRN status employees working at least 32 hours per pay period and 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.
- Reimbursable amounts are calculated based on the number of hours worked and the cost per credit, up to a per-credit maximum.
- Full-time (70+ hours per pay period): 85 percent of per-credit established maximum
- Part-time (32-69 hours per pay period): 50 percent of per-credit established maximum
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.
Bev Malloy Nursing Scholarship
The Bev Malloy Memorial Nursing Scholarship is available to all WellSpan Health staff members who have been employed a minimum of one year at acceptable performance and behavioral levels. It also is available to volunteers who have been with WellSpan Health in that capacity for one year.
The $2,500 scholarship is a perpetual memorial to Bev Malloy, a dedicated nurse, nurse recruiter and community servant. The scholarship funds are specifically designed for nursing.
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.
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 traditional indemnity option, 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 insurance: Provided by WellSpan at no cost.
- Supplemental life insurance: Select supplemental life 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.
- Credit union: Available for all employees.
- Employee recreational activities: Discounted tickets, coordinated trips, merchandise and more.
- Child care: Resources available to assist employees in locating quality child care in our community.
- Complimentary medicine discounts: Receive an employee discount for services provided at the WellSpan Center for Mind/Body Health.
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 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* | Pre-Tax Employee Contributions | After-Tax Employee Contributions - Roth | |
|---|---|---|---|
| Amount of contribution | WellSpan contributes an 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% + 2% match). | 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. | 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 | Employer contributions vest once you work three years for at least 500 hours each year. | Your own contributions are 100% vested. | 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. | 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. |
*Effective July 1, 2020, Wellspan has temporarily reduced its contribution to 2% of your pay and suspended its matching contribution due to COVID-19.
Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods.
PRN employees do not have a regular schedule but work on an “as needed” basis.
| Employer Contributions | Pre-Tax Employee Contributions | After-Tax Employee Contributions - Roth | |
|---|---|---|---|
| Amount of contribution | Weekend Option and PRN employees are not eligible for employer contributions. | 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. | 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. | Your own contributions are 100% vested. | |
| Reasons to participate | 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. 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. You will need money to live off of in retirement. You should probably be saving at least 10% of your income. |
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 an 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% + 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 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 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
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
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.
*Effective July 1, 2020, Wellspan has temporarily reduced its contribution to 2% of your pay and suspended its matching contribution due to COVID-19.
Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods.
PRN employees do not have a regular schedule but work on an “as needed” basis.
Employer Contributions
Amount of contribution
Weekend Option and 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
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.
You will need money to live off of in retirement. You should probably be saving at least 10% of your income.
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
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.
You will need money to live off of in retirement. You should probably be saving at least 10% of your income.
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 your normal pay up to eight hours even if you don’t work. Holidays are prorated based on the employee’s standard hours. This means that you receive up to 8 hours for each holiday even if you are scheduled for longer days or less if your FTE is less.
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).
Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods.
PRN employees do not have a regular schedule but work on an “as needed” basis.
Part-time 1, Part-time 2, Weekend Option and PRN employees are not eligible for holiday pay.
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 your normal pay up to eight hours even if you don’t work. Holidays are prorated based on the employee’s standard hours. This means that you receive up to 8 hours for each holiday even if you are scheduled for longer days or less if your FTE is less.
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).
Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods.
PRN employees do not have a regular schedule but work on an “as needed” basis.
Part-time 1, Part-time 2, Weekend Option and PRN employees are not eligible for holiday pay.
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 Physician 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 |
|
|---|---|
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 |
|
|---|---|
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 9½ 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.
Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods.
PRN employees do not have a regular schedule but work on an “as needed” basis.
Weekend Option 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 Physician 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 |
|
|---|---|
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 |
|
|---|---|
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 9½ 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.
Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods.
PRN employees do not have a regular schedule but work on an “as needed” basis.
Weekend Option and 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.
For medical plan purposes only, full-time employees have a regular schedule of at least 60 hours per pay period (FTE of .75 to 1.0). Note that all employees are eligible to pay the full-time rates for the medical plan if they actually work 30 hours per week, regardless of their status.
| WellSpan Plus | WellSpan Standard | WellSpan High Deductible | |
|---|---|---|---|
| Type of Plan | Point-of-Service/Preferred Provider Organization (POS/PPO) | Point-of-Service/Preferred Provider Organization (POS/PPO) | High Deductible Health Plan (HDHP) |
| Premiums for an employee with an hourly pay rate of $13.51 or more receiving the wellness incentive of $15 per pay period1 | Employee: $29 Employee and Children: $105 Employee and Spouse: $130 Family: $138 |
Employee: $18 Employee and Children: $78 Employee and Spouse: $98 Family: $106 |
Employee: $13 Employee and Children: $40 Employee and Spouse: $72 Family: $91 |
| Premiums for an employee with an hourly pay rate of $13.50 or less receiving the wellness incentive of $15 per pay period1 | Employee: $24 Employee and Children: $94 Employee and Spouse: $110 Family: $123 |
Employee: $14 Employee and Children: $70 Employee and Spouse: $83 Family: $92 |
Employee: $10 Employee and Children: $37 Employee and Spouse: $70 Family: $85 |
| Annual deductible | Enhanced Network: None Core Network: $300 per individual Out-of-Network: $800 |
Enhanced Network: None Core Network: $1,050 individual/$2,050 family Out-of-Network: $2,050 individual/$4,050 family |
Enhanced Network: $1,400 individual/$2,800 family Core Network: $1400 individual/$2,800 family Out-of-Network: $2,800 individual/$5,600 family |
| Reasons to choose this plan | This plan has highest premiums, but the lowest deductibles and costs when you receive care. Your health care costs are more predictable. Most employees choose this plan. | The premiums on this plan are lower than the WellSpan Plus plan, but higher deductibles and costs when you receive care. | 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). |
| Way to reduce costs by paying on a pre-tax basis | Participate in the Health Care Flexible Spending Account (FSA) | Participate in the Health Care Flexible Spending Account (FSA) | Participate in the Health Savings Account (HSA) Participate in the Limited Purpose Flexible Spending Account (FSA) |
For more information, download a PDF to compare all three plans.
1An annual wellness incentive is available to reduce your premiums by $15 per pay period if you complete a Personal Health Assessment and a Wellness Screening. Premiums shown are per pay period, deducted 24 pay periods per year.
For medical plan purposes only, part-time 1 employees have a regular schedule of 32 to 59 hours per pay period (FTE at least .40 but less than .75). Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods. Note that all employees are eligible to pay the full-time rates for the medical plan if they actually work 30 hours per week, regardless of their status.
| WellSpan Plus | WellSpan Standard | WellSpan High Deductible | |
|---|---|---|---|
| Type of Plan | Point-of-Service/Preferred Provider Organization (POS/PPO) | Point-of-Service/Preferred Provider Organization (POS/PPO) | High Deductible Health Plan (HDHP) |
| Premiums for an employee with an hourly pay rate of $13.51 or more receiving the wellness incentive of $15 per pay period1 | Employee: $117 Employee and Children: $272 Employee and Spouse: $315 Family: $339 |
Employee: $91 Employee and Children: $212 Employee and Spouse: $243 Family: $262 |
Employee: $63 Employee and Children: $153 Employee and Spouse: $187 Family: $224 |
| Premiums for an employee with an hourly pay rate of $13.50 or less receiving the wellness incentive of $15 per pay period1 | Employee: $100 Employee and Children: $232 Employee and Spouse: $268 Family: $286 |
Employee: $75 Employee and Children: $179 Employee and Spouse: $206 Family: $220 |
Employee: $61 Employee and Children: $151 Employee and Spouse: $182 Family: $198 |
| Annual deductible | Enhanced Network: None Core Network: $300 per individual Out-of-Network: $800 |
Enhanced Network: None Core Network: $1050 individual/$2050 family Out-of-Network: $2050 individual/$4050 family |
Enhanced Network: $1400 individual/$2800 family Core Network: $1400 individual/$2800 family Out-of-Network: $2800 individual/$5600 family |
| Reasons to choose this plan | This plan has highest premiums, but the lowest deductibles and costs when you receive care. Your health care costs are more predictable. Most employees choose this plan. | The premiums on this plan are lower than the WellSpan Plus plan, but higher deductibles and costs when you receive care. | 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). |
| Way to reduce costs by paying on a pre-tax basis | Participate in the Health Care Flexible Spending Account (FSA) | Participate in the Health Care Flexible Spending Account (FSA) | Participate in the Health Savings Account (HSA) Participate in the Limited Purpose Flexible Spending Account (FSA) |
For more information, download a PDF to compare all three plans.
1An annual wellness incentive is available to reduce your premiums by $15 per pay period if you complete a Personal Health Assessment and a Wellness Screening. Premiums shown are per pay period, deducted 24 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. Note that all employees are eligible to pay the full-time rates for the medical plan if they actually work 30 hours per week, regardless of their status.
| WellSpan Plus | WellSpan Standard | WellSpan High Deductible | |
|---|---|---|---|
| Type of Plan | Point-of-Service/Preferred Provider Organization (POS/PPO) | Point-of-Service/Preferred Provider Organization (POS/PPO) | High Deductible Health Plan (HDHP) |
| Premiums for an employee with an hourly pay rate of $13.51 or more receiving the wellness incentive of $15 per pay period1 | Employee: $300 Employee and Children: $647 Employee and Spouse: $735 Family: $792 |
Employee: $218 Employee and Children: $506 Employee and Spouse: $574 Family: $618 |
Employee: $147 Employee and Children: $354 Employee and Spouse: $422 Family: $453 |
| Premiums for an employee with an hourly pay rate of $13.50 or less receiving the wellness incentive of $15 per pay period1 | Employee: $249 Employee and Children: $516 Employee and Spouse: $590 Family: $634 |
Employee: $198 Employee and Children: $403 Employee and Spouse: $457 Family: $492 |
Employee: $141 Employee and Children: $339 Employee and Spouse: $396 Family: $427 |
| Annual deductible | Enhanced Network: None Core Network: $300 per individual Out-of-Network: $800 |
Enhanced Network: None Core Network: $1050 individual/$2050 family Out-of-Network: $2050 individual/$4050 family |
Enhanced Network: $1400 individual/$2800 family Core Network: $1400 individual/$2800 family Out-of-Network: $2800 individual/$5600 family |
| Reasons to choose this plan | This plan has highest premiums, but the lowest deductibles and costs when you receive care. Your health care costs are more predictable. Most employees choose this plan. | The premiums on this plan are lower than the WellSpan Plus plan, but higher deductibles and costs when you receive care. | 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). |
| Way to reduce costs by paying on a pre-tax basis | Participate in the Health Care Flexible Spending Account (FSA) | Participate in the Health Care Flexible Spending Account (FSA) | Participate in the Health Savings Account (HSA) Participate in the Limited Purpose Flexible Spending Account (FSA) |
For more information, download a PDF to compare all three plans.
1An annual wellness incentive is available to reduce your premiums by $15 per pay period if you complete a Personal Health Assessment and a Wellness Screening. Premiums shown are per pay period, deducted 24 pay periods per year.
You have the choice of three medical plan options. You must enroll and choose one of these plans if you wish to participate.
For medical plan purposes only, full-time employees have a regular schedule of at least 60 hours per pay period (FTE of .75 to 1.0). Note that all employees are eligible to pay the full-time rates for the medical plan if they actually work 30 hours per week, regardless of their status.
WellSpan Plus
Type of Plan
Point-of-Service/Preferred Provider Organization (POS/PPO)
Premiums for an employee with an hourly pay rate of $13.51 or more receiving the wellness incentive of $15 per pay period1
Employee: $29
Employee and Children: $105
Employee and Spouse: $130
Family: $138
Premiums for an employee with an hourly pay rate of $13.50 or less receiving the wellness incentive of $15 per pay period1
Employee: $24
Employee and Children: $94
Employee and Spouse: $110
Family: $123
Annual deductible
Enhanced Network: None
Core Network: $300 per individual
Out-of-Network: $800
Reasons to choose this plan
This plan has highest premiums, but the lowest deductibles and costs when you receive care. Your health care 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 $13.51 or more receiving the wellness incentive of $15 per pay period1
Employee: $18
Employee and Children: $78
Employee and Spouse: $98
Family: $106
Premiums for an employee with an hourly pay rate of $13.50 or less receiving the wellness incentive of $15 per pay period1
Employee: $14
Employee and Children: $70
Employee and Spouse: $83
Family: $92
Annual deductible
Enhanced Network: None
Core Network: $1,050 individual/$2,050 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 $13.51 or more receiving the wellness incentive of $15 per pay period1
Employee: $13
Employee and Children: $40
Employee and Spouse: $72
Family: $91
Premiums for an employee with an hourly pay rate of $13.50 or less receiving the wellness incentive of $15 per pay period1
Employee: $10
Employee and Children: $37
Employee and Spouse: $70
Family: $85
Annual deductible
Enhanced Network: $1,400 individual/$2,800 family
Core Network: $1400 individual/$2,800 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).
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 $15 per pay period if you complete a Personal Health Assessment and a Wellness Screening. Premiums shown are per pay period, deducted 24 pay periods per year.
For medical plan purposes only, part-time 1 employees have a regular schedule of 32 to 59 hours per pay period (FTE at least .40 but less than .75). Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods. Note that all employees are eligible to pay the full-time rates for the medical plan if they actually work 30 hours per week, regardless of their status.
WellSpan Plus
Type of Plan
Point-of-Service/Preferred Provider Organization (POS/PPO)
Premiums for an employee with an hourly pay rate of $13.51 or more receiving the wellness incentive of $15 per pay period1
Employee: $117
Employee and Children: $272
Employee and Spouse: $315
Family: $339
Premiums for an employee with an hourly pay rate of $13.50 or less receiving the wellness incentive of $15 per pay period1
Employee: $100
Employee and Children: $232
Employee and Spouse: $268
Family: $286
Annual deductible
Enhanced Network: None
Core Network: $300 per individual
Out-of-Network: $800
Reasons to choose this plan
This plan has highest premiums, but the lowest deductibles and costs when you receive care. Your health care 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 $13.51 or more receiving the wellness incentive of $15 per pay period1
Employee: $91
Employee and Children: $212
Employee and Spouse: $243
Family: $262
Premiums for an employee with an hourly pay rate of $13.50 or less receiving the wellness incentive of $15 per pay period1
Employee: $75
Employee and Children: $179
Employee and Spouse: $206
Family: $220
Annual deductible
Enhanced Network: None
Core Network: $1050 individual/$2050 family
Out-of-Network: $2050 individual/$4050 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 $13.51 or more receiving the wellness incentive of $15 per pay period1
Employee: $63
Employee and Children: $153
Employee and Spouse: $187
Family: $224
Premiums for an employee with an hourly pay rate of $13.50 or less receiving the wellness incentive of $15 per pay period1
Employee: $61
Employee and Children: $151
Employee and Spouse: $182
Family: $198
Annual deductible
Enhanced Network: $1400 individual/$2800 family
Core Network: $1400 individual/$2800 family
Out-of-Network: $2800 individual/$5600 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).
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 $15 per pay period if you complete a Personal Health Assessment and a Wellness Screening. Premiums shown are per pay period, deducted 24 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. Note that all employees are eligible to pay the full-time rates for the medical plan if they actually work 30 hours per week, regardless of their status.
WellSpan Plus
Type of Plan
Point-of-Service/Preferred Provider Organization (POS/PPO)
Premiums for an employee with an hourly pay rate of $13.51 or more receiving the wellness incentive of $15 per pay period1
Employee: $300
Employee and Children: $647
Employee and Spouse: $735
Family: $792
Premiums for an employee with an hourly pay rate of $13.50 or less receiving the wellness incentive of $15 per pay period1
Employee: $249
Employee and Children: $516
Employee and Spouse: $590
Family: $634
Annual deductible
Enhanced Network: None
Core Network: $300 per individual
Out-of-Network: $800
Reasons to choose this plan
This plan has highest premiums, but the lowest deductibles and costs when you receive care. Your health care 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 $13.51 or more receiving the wellness incentive of $15 per pay period1
Employee: $218
Employee and Children: $506
Employee and Spouse: $574
Family: $618
Premiums for an employee with an hourly pay rate of $13.50 or less receiving the wellness incentive of $15 per pay period1
Employee: $198
Employee and Children: $403
Employee and Spouse: $457
Family: $492
Annual deductible
Enhanced Network: None
Core Network: $1050 individual/$2050 family
Out-of-Network: $2050 individual/$4050 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 $13.51 or more receiving the wellness incentive of $15 per pay period1
Employee: $147
Employee and Children: $354
Employee and Spouse: $422
Family: $453
Premiums for an employee with an hourly pay rate of $13.50 or less receiving the wellness incentive of $15 per pay period1
Employee: $141
Employee and Children: $339
Employee and Spouse: $396
Family: $427
Annual deductible
Enhanced Network: $1400 individual/$2800 family
Core Network: $1400 individual/$2800 family
Out-of-Network: $2800 individual/$5600 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).
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 $15 per pay period if you complete a Personal Health Assessment and a Wellness Screening. Premiums shown are per pay period, deducted 24 pay periods per year.
For more information, download a PDF to compare all three plans.
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).
| Delta Dental | SCP Dental | |
|---|---|---|
| Premiums1 | Employee: $3.36 Family: $10.16 |
Employee: $4.19 Family: $12.79 |
| Annual deductible | None | Per Person: $50 Family: $150 |
| 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. | There is no network for the SCP 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 SCP Dental Plan allowance. |
| Annual maximum | The maximum amount the plan will pay is $1500 per plan year for each covered individual. | The maximum amount the plan will pay is $1500 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. | 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 24 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).
Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods.
| Delta Dental | SCP Dental | |
|---|---|---|
| Premiums1 | Employee: $8.37 Family: $21.02 |
Employee: $12.57 Family: $21.79 |
| Annual deductible | None | Per Person: $50 Family: $150 |
| 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. | There is no network for the SCP 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 SCP Dental Plan allowance. |
| Annual maximum | The maximum amount the plan will pay is $1500 per plan year for each covered individual. | The maximum amount the plan will pay is $1500 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. | 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 24 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.
| Delta Dental | SCP Dental | |
|---|---|---|
| Premiums1 | Employee: $15.73 Family: $40.09 |
Employee: $24.36 Family: $51.26 |
| Annual deductible | None | Per Person: $50 Family: $150 |
| 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. | There is no network for the SCP 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 SCP Dental Plan allowance. |
| Annual maximum | The maximum amount the plan will pay is $1500 per plan year for each covered individual. | The maximum amount the plan will pay is $1500 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. | 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 24 pay periods per year.
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).
Delta Dental
Premiums1
Employee: $3.36
Family: $10.16
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 $1500 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.
SCP Dental
Premiums1
Employee: $4.19
Family: $12.79
Annual deductible
Per Person: $50
Family: $150
Network
There is no network for the SCP 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 SCP Dental Plan allowance.
Annual maximum
The maximum amount the plan will pay is $1500 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 24 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).
Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods.
Delta Dental
Premiums1
Employee: $8.37
Family: $21.02
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 $1500 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.
SCP Dental
Premiums1
Employee: $12.57
Family: $21.79
Annual deductible
Per Person: $50
Family: $150
Network
There is no network for the SCP 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 SCP Dental Plan allowance.
Annual maximum
The maximum amount the plan will pay is $1500 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 24 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.
Delta Dental
Premiums1
Employee: $15.73
Family: $40.09
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 $1500 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.
SCP Dental
Premiums1
Employee: $24.36
Family: $51.26
Annual deductible
Per Person: $50
Family: $150
Network
There is no network for the SCP 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 SCP Dental Plan allowance.
Annual maximum
The maximum amount the plan will pay is $1500 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 24 pay periods per year.
There is one vision plan 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).
| Vision Benefits of America (VBA) | |
|---|---|
| Premiums3 | Employee: $1.19 Family: $2.82 |
| Network coverage | You may choose to see either a VBA provider or a provider that 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 (every 24 months) Subject to program limits |
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 - $180 retail) 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:
|
| 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 eyewear on a regular basis and your provider is a member of the VBA network. Remember that the health of your eyes is already covered under WellSpan’s medical plans, which includes a preventive care exam every year. |
| Way to reduce costs by paying on a pre-tax basis | Participate in the Healthcare 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 24 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).
Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods.
| Vision Benefits of America (VBA) | |
|---|---|
| Premiums3 | Employee: $1.88 Family: $4.38 |
| Network coverage | You may choose to see either a VBA provider or a provider that 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 (every 24 months) Subject to program limits |
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 - $180 retail) 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:
|
| 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 eyewear on a regular basis and your provider is a member of the VBA network. Remember that the health of your eyes is already covered under WellSpan’s medical plans, which includes a preventive care exam every year. |
| Way to reduce costs by paying on a pre-tax basis | Participate in the Healthcare 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 24 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.
| Vision Benefits of America (VBA) | |
|---|---|
| Premiums3 | Employee: $3.16 Family: $7.43 |
| Network coverage | You may choose to see either a VBA provider or a provider that 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 (every 24 months) Subject to program limits |
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 - $180 retail) 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:
|
| 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 eyewear on a regular basis and your provider is a member of the VBA network. Remember that the health of your eyes is already covered under WellSpan’s medical plans, which includes a preventive care exam every year. |
| Way to reduce costs by paying on a pre-tax basis | Participate in the Healthcare 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 24 pay periods per year.
There is one vision plan 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).
Vision Benefits of America (VBA)
Premiums3
Employee: $1.19
Family: $2.82
Network coverage
You may choose to see either a VBA provider or a provider that 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 (every 24 months)
Subject to program limits
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 - $180 retail)
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 eyewear on a regular basis and your provider is a member of the VBA network. Remember that the health of your eyes is already covered under WellSpan’s medical plans, which includes a preventive care exam every year.
Way to reduce costs by paying on a pre-tax basis
Participate in the Healthcare 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 24 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).
Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods.
Vision Benefits of America (VBA)
Premiums3
Employee: $1.88
Family: $4.38
Network coverage
You may choose to see either a VBA provider or a provider that 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 (every 24 months)
Subject to program limits
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 - $180 retail)
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 eyewear on a regular basis and your provider is a member of the VBA network. Remember that the health of your eyes is already covered under WellSpan’s medical plans, which includes a preventive care exam every year.
Way to reduce costs by paying on a pre-tax basis
Participate in the Healthcare 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 24 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.
Vision Benefits of America (VBA)
Premiums3
Employee: $3.16
Family: $7.43
Network coverage
You may choose to see either a VBA provider or a provider that 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 (every 24 months)
Subject to program limits
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 - $180 retail)
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 eyewear on a regular basis and your provider is a member of the VBA network. Remember that the health of your eyes is already covered under WellSpan’s medical plans, which includes a preventive care exam every year.
Way to reduce costs by paying on a pre-tax basis
Participate in the Healthcare 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 24 pay periods per year.
Basic Life Insurance and Basic AD&D are provided and paid for automatically by WellSpan for eligible employees. If you choose Supplemental Life Insurance, Spouse Life Insurance or Child Life Insurance, 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 Life Insurance | Basic Accidental Death and Dismemberment (AD&D) Insurance | Supplemental Life Insurance | |||||||||||||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| 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, 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. |
For hourly employees, your beneficiaries will receive an amount equal to your annual pay in the event of your accidental death. For salaried employees, 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. |
You may choose one, two or three times your annual pay in addition to your Basic Life and AD&D coverage. | ||||||||||||||||||||||||||
| Maximum benefit | The benefit is limited to $500,000. | The benefit is limited to $500,000. | The benefit is limited to $500,000. | ||||||||||||||||||||||||||
| Premium1 | None, your employer provides this benefit to you at no cost. | 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. | 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. | 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. | ||||||||||||||||||||||||||
| 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. | N/A, your employer automatically provides this benefit. | 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. | ||||||||||||||||||||||||||
1Premiums shown are per pay period and have been rounded, deducted 24 pay periods per year.
For the Employee’s Dependents:
| Spouse Life Insurance | Child Life Insurance | |||||||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| 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. | Full and part-time employees are eligible. For 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? | If you enroll for this coverage within 31 days of hire or 31 days of a qualified event, eligibility is automatic. If you choose this coverage at any other time, you will need to provide evidence of insurability and coverage may be declined. | If you enroll for this coverage within 31 days of hire or 31 days of a qualified event, eligibility is automatic. | ||||||||||||||||||||
| Premiums1 |
|
|
||||||||||||||||||||
| 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. | You probably don’t need life insurance for your children unless your circumstances are unusual. |
1Premiums shown are per pay period and have been rounded, deducted 24 pay periods per year.
Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods.
PRN employees do not have a regular schedule but work on an “as needed” basis.
Weekend Option and PRN employees are not eligible for life insurance benefits.
Basic Life Insurance and Basic AD&D are provided and paid for automatically by WellSpan for eligible employees. If you choose Supplemental Life Insurance, Spouse Life Insurance or Child Life Insurance, 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 Life Insurance
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, 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.
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 Accidental Death and Dismemberment (AD&D) Insurance
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, 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.
Reasons to choose coverage
N/A, your employer automatically provides this benefit.
Supplemental Life Insurance
Coverage amount
You may choose one, two or three times your annual pay in addition to your Basic Life and AD&D coverage.
Maximum benefit
The benefit is limited to $500,000.
Premium1
Per $1000 of coverage (rounded) |
|
Your 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 |
$0.22 |
60-64 |
$0.33 |
65-69 |
$0.64 |
70 and older |
$1.03 |
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.
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.
1Premiums shown are per pay period and have been rounded, deducted 24 pay periods per year.
For the Employee’s Dependents:
Spouse Life Insurance
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 or 31 days of a qualified event, eligibility is automatic. If you choose this coverage at any other time, you will need to provide evidence of insurability and coverage may be declined.
Premiums1
Coverage |
Rate |
$5,000 |
$0.50 |
$10,000 |
$1.00 |
$20,000 |
$2.00 |
$30,000 |
$3.00 |
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.
Child Life Insurance
Eligibility
Full and part-time employees are eligible. For 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?
If you enroll for this coverage within 31 days of hire or 31 days of a qualified event, eligibility is automatic.
Premiums1
Coverage |
Rate |
$2,500 |
$0.20 |
$5,000 |
$0.40 |
$10,000 |
$0.80 |
Reasons to choose coverage
You probably don’t need life insurance for your children unless your circumstances are unusual.
1Premiums shown are per pay period and have been rounded, deducted 24 pay periods per year.
Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods.
PRN employees do not have a regular schedule but work on an “as needed” basis.
Weekend Option and PRN employees are not eligible for life insurance benefits.
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).
Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods.
| Health Care Flexible Spending Account (FSA) | Limited Purpose Flexible Spending Account (FSA) | Dependent Day Care Flexible Spending Account (FSA) | Health Savings Account (HSA) | |
|---|---|---|---|---|
| Eligibility to participate | You must not be enrolled in a high deductible health plan. You must work full, part-time 1 or Weekend Option. | You must be enrolled in a high deductible health plan to participate. You must work full, part-time 1 or Weekend Option. | You must work full, part-time or Weekend Option and your spouse must either work full or part-time 1 or attend school full-time. | 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 | Medical, prescription, dental, orthodontia, vision expenses and more incurred during the plan year for you or your dependents. | Eligible dental, orthodontia and vision expenses incurred during the plan year. | Child care for children under age 13 or day care for a dependent or disabled parent incurred during the plan year. | Deductibles, copays and coinsurance; eligible prescriptions; vision care, including LASIK; dental care, including orthodontia. |
| Timeframe for reimbursement | Must be submitted by March 31 of the following calendar year. | Must be submitted by March 31 of the following calendar year. | Must be submitted by March 31 of the following calendar year. | Because the funds are not tied to a specific plan year, you can use them any time. |
| Other rules for reimbursement | You may use the debit card which is provided. Remember to keep receipts as transactions may be subject to review. | You may use the debit card which is provided. Remember to keep receipts as transactions may be subject to review. | 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. | 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 | Minimum: $120 Maximum: $2750 |
Minimum: $120 Maximum: $2750 |
Minimum: $120 Maximum: $5000 combined for both you and your spouse. |
Single coverage: $3550 Family coverage: $7100 55 or older: $1000 catch-up |
| Rollover of funds from year to year | You can carry over up to $500 of unused funds into the following plan year. | You can carry over up to $500 of unused funds into the following plan year. | None | Unused funds roll over from year to year. |
| Portability from one employer to the next | None | None | None | Your HSA is yours to keep even if you leave or retire. You may roll over an account you started with a previous employer. |
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 2 and PRN employees are not eligible to participate in spending and savings accounts.
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).
Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods.
Health Care Flexible Spending Account (FSA)
Eligibility to participate
You must not be enrolled in a high deductible health plan. 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.
Timeframe for reimbursement
Must be submitted by March 31 of the following calendar year.
Other rules for reimbursement
You may use the debit card which is provided. Remember to keep receipts as transactions may be subject to review.
Annual contribution limits
Minimum: $120
Maximum: $2750
Rollover of funds from year to year
You can carry over up to $500 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 high deductible health plan 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 which is provided. Remember to keep receipts as transactions may be subject to review.
Annual contribution limits
Minimum: $120
Maximum: $2750
Rollover of funds from year to year
You can carry over up to $500 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 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: $5000 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
Single coverage: $3550
Family coverage: $7100
55 or older: $1000 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.
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 2 and PRN employees are not eligible to participate in spending and savings accounts.
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 days. If the disability is determined to affect you long-term, you will receive benefits from the long-term disability plan.
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) | Long Term Disability (LTD) | |
|---|---|---|
| Eligibility | Full-time employees are eligible after 90 days of employment. | Full-time hourly employees are eligible after one year of employment. Full-time salaried employees are eligible the first of the month after hire date. |
| When coverage begins | The plan will begin paying you after one week of disability. | The plan will begin paying you after three months of disability. |
| Premiums | N/A, this benefit is provided by your employer. | N/A, this benefit is provided by your employer. |
| Coverage | You will receive 60% of your salary for three months after the one-week elimination period. | 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. You can access this benefit instead of using up all of your PTO or going unpaid. | This benefit means that you will continue to receive income while you are not working. |
| Ways to supplement the plan payments | If you have PTO available, it will be used to supplement your income. In addition, WellSpan offers a supplemental short-term disability plan that will increase the benefits you will receive in the event you are disabled. You have to choose this benefit and pay the premiums before you are disabled. |
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) | Long Term Disability (LTD) | |
|---|---|---|
| Eligibility | Part-time employees are eligible after 90 days of employment. | Part-time employees are not eligible for this benefit. |
| When coverage 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 three months 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. In addition, WellSpan offers a supplemental short-term disability plan that will increase the benefits you will receive in the event you are disabled. You have to choose this benefit and pay the premiums before you are disabled. |
Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods.
PRN employees do not have a regular schedule but work on an “as needed” basis.
Weekend Option and PRN employees are not eligible for Disability Pay.
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 days. If the disability is determined to affect you long-term, you will receive benefits from the long-term disability plan.
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 coverage 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 three months 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. In addition, WellSpan offers a supplemental short-term disability plan that will increase the benefits you will receive in the event you are disabled. You have to choose this benefit and pay the premiums before you are disabled.
Long Term Disability (LTD)
Eligibility
Full-time hourly employees are eligible after one year of employment. Full-time salaried employees are eligible the first of the month after hire date.
When coverage 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.
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 coverage 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 three months 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. In addition, WellSpan offers a supplemental short-term disability plan that will increase the benefits you will receive in the event you are disabled. 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.
Weekend Option employees are scheduled to work a weekend schedule for 24 pay periods.
PRN employees do not have a regular schedule but work on an “as needed” basis.
Weekend Option and PRN employees are not eligible for Disability Pay.