A WellSpan
Career:

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.

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.

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)

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)

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)

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.

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.

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.

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.

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.

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.

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

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.

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

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

Reasons to choose coverage

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

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.

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.

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.