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2023 Benefits & Incentives
2023 Benefits & Incentives
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.
*Salaries and Benefits could vary for employees at Chambersburg Hospital.
These benefits are effective January 1, 2023.
Positions that are eligible for a sign-on bonus are designated with a ‘’ in the ‘Sign-on Bonus’ column on the far right of the Career Opportunities search results. To learn more about the sign-on bonus level, position and WellSpan Health’s benefits, please contact the talent acquisition consultant associated with the position by using the contact information to the right of each posting.
WellSpan offers a generous compensation and benefits package, which includes paid time off (PTO) that begins accumulating for new employees starting their first day.
The "PTO Bridging" program will allow new, eligible WellSpan employees to enter WellSpan's PTO program based on their total years of relevant work experience at most recent employer, instead of starting at the base level.
Eligible positions must be full-time hires in one of the positions below with five or more years of experience in that position. Positions eligible for the PTO Bridging program include:
- Clinical nurses – acute care & specialty
- Respiratory therapists
- Pharmacists
- Physical therapists
- Occupational therapists
- Speech language pathologists
- Licensed mental health professionals
- Surgical technologists
- Medical technologists
- Medical lab technicians
- Radiographers
- CT technologists
- Ultrasound technologists
- Cardiac sonographers
WellSpan offers a generous compensation and benefits package, which includes paid time off (PTO) that begins accumulating for new employees starting their first day.
The "PTO Bridging" program will allow new, eligible WellSpan employees to enter WellSpan's PTO program based on their total years of relevant work experience at most recent employer, instead of starting at the base level.
Eligible positions must be full-time hires in one of the positions below with five or more years of experience in that position. Positions eligible for the PTO Bridging program include:
- Clinical nurses – acute care & specialty
- Respiratory therapists
- Pharmacists
- Physical therapists
- Occupational therapists
- Speech language pathologists
- Licensed mental health professionals
- Surgical technologists
- Medical technologists
- Medical lab technicians
- Radiographers
- CT technologists
- Ultrasound technologists
- Cardiac sonographers
WellSpan offers 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
- Employee commitment to WellSpan will vary based on the value of investment WellSpan has made for an individual to complete the educational requirements.
Forgivable Loan Program
Through this program, WellSpan will pay tuition and related expenses directly to the school on behalf of the student/employee. These payments to the school will be excused on a per-pay basis after the employee has completed the program and is working at WellSpan in the specific position for which the loan was approved.
Educational Partners
Listed below are links to institutions of higher learning used by WellSpan employees to pursue their educational goals. WellSpan does not enter into exclusive partnerships or endorse one school over another, but rather recognizes that each school offers its own unique opportunities and advantages for WellSpan employees.
The schools listed below represent those institutions with whom WellSpan has an active affiliation agreement or are approved institutions under WellSpan's educational reimbursement program and have requested to be recognized on our website.
WellSpan employee benefits at a glance.
Each of our employees has different needs. That’s why WellSpan provides a comprehensive program that lets you choose the benefits that are right for you and your family. Your eligibility for benefits and the premiums you would pay depends upon the entity at which you work, the plan coverage you elect, your employment status and other factors.
- Medical insurance: Select a PPO/POS or High Deductible Health Plan (HDHP) with an HSA, including prescription drug benefits, that meets your needs.
- Dental insurance: Select dental coverage for diagnostic, preventive, restorative and orthodontic services.
- Vision insurance: Select vision coverage for protection against routine expenses associated with vision maintenance.
- Life and accidental death and dismemberment insurance: Provided by WellSpan at no cost.
- Supplemental life and accidental death and dismemberment insurance: Select supplemental life and accidental death and dismemberment insurance available for employee as well as employee's spouse and children.
- Retirement savings plan: Includes WellSpan-funded automatic base contributions, employee voluntary contributions and WellSpan matching contributions. Vested in WellSpan’s contributions after three years of service.
- Paid time off (PTO): Begin earning time off on your first day of employment.
- Short-term disability: Provided by WellSpan at no cost.
- Educational assistance: Financial assistance for qualifying employees who choose to take educational or technical training courses that satisfy degree, certification or registry requirements for employment in a specific position with WellSpan.
- Forgivable loan: Program that pays for tuition and expenses for individuals pursuing education for high-demand, hard-to-fill positions. Eligible positions identified by human resources leadership.
- Flexible spending: Save pre-tax dollars for expenses in dependent care FSA and health care FSA.
- Health Savings Account: Available with the HDHP, offers pre-tax saving with an annual employer contribution.
- Credit union: Available for all employees.
- Employee recreational activities: Discounted tickets, coordinated trips, merchandise and more.
- Childcare: Resources available to assist employees in locating quality childcare 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 up to a total of 6% of your pay in two ways: WellSpan will match 50% of what you contribute immediately upon hire. To receive the full match (2% of pay) you must contribute 4% or more. WellSpan will also contribute a base amount equal to 4% of your pay to the plan after you have worked at WellSpan for one year.* |
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. | 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. |
You will need money to live off of in retirement. The contributions made by WellSpan on your behalf are an important and valuable part of your income but will not be enough to provide for your needs in retirement. You should probably be saving at least 10% of your income. Roth contributions do not reduce your current compensation for income tax purposes, but neither your contribution nor its earnings will be taxed when distributed to you in retirement. Your Roth contributions will be worth more to you in retirement than your pre-tax contributions. |
*New employees with a start date of September 1, 2021 or later must work for at least 1000 hours during one year before becoming eligible for the employer base contribution.
Weekend Option employees have a regular schedule with a specified time commitment for weekend coverage.
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 | You will need money to live off of in retirement. You should probably be saving at least 10% of your income. Pre-tax contributions reduce your compensation for the year for income tax purposes. When you take a distribution from the plan in retirement, both your contribution and any earnings it has made will be taxable. |
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. |
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 up to a total of 6% of your pay in two ways:
WellSpan will match 50% of what you contribute immediately upon hire. To receive the full match (2% of pay) you must contribute 4% or more.
WellSpan will also contribute a base amount equal to 4% of your pay to the plan after you have worked at WellSpan for one year.*
Vesting of contributions
Employer contributions vest once you work three years for at least 500 hours each year.
Reasons to participate
You will need money to live off of in retirement. The contributions made by WellSpan on your behalf are an important and valuable part of your income.
Pre-Tax Employee Contributions
Amount of contribution
You can make pre-tax contributions up to the annual limit. The annual limit is set by the IRS and changes every year. If you choose to make both pre-tax and after-tax contributions, the total amount you can contribute to both may not exceed the annual limit. Individuals who are age 50 or older by the last day of the year can make additional catch-up contributions.
Vesting of contributions
Your own contributions are 100% vested.
Reasons to participate
You will need money to live off of in retirement. The contributions made by WellSpan on your behalf are an important and valuable part of your income but will not be enough to provide for your needs in retirement. You should probably be saving at least 10% of your income.
Pre-tax contributions reduce your compensation for the year for income tax purposes. When you take a distribution from the plan in retirement, both your contribution and any earnings it has made will be taxable.
After-Tax Employee Contributions - Roth
Amount of contribution
You can make pre-tax contributions up to the annual limit. The annual limit is set by the IRS and changes every year. If you choose to make both pre-tax and after-tax contributions, the total amount you can contribute to both may not exceed the annual limit. Individuals who are age 50 or older by the last day of the year can make additional catch-up contributions.
Vesting of contributions
Your own contributions are 100% vested.
Reasons to participate
You will need money to live off of in retirement. The contributions made by WellSpan on your behalf are an important and valuable part of your income but will not be enough to provide for your needs in retirement. You should probably be saving at least 10% of your income.
Roth contributions do not reduce your current compensation for income tax purposes, but neither your contribution nor its earnings will be taxed when distributed to you in retirement. Your Roth contributions will be worth more to you in retirement than your pre-tax contributions.
*New employees with a start date of September 1, 2021 or later must work for at least 1000 hours during one year before becoming eligible for the employer base contribution.
Weekend Option employees have a regular schedule with a specified time commitment for weekend coverage.
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
You will need money to live off of in retirement. You should probably be saving at least 10% of your income.
Pre-tax contributions reduce your compensation for the year for income tax purposes. When you take a distribution from the plan in retirement, both your contribution and any earnings it has made will be taxable.
After-Tax Employee Contributions - Roth
Amount of contribution
You can make pre-tax contributions up to the annual limit. The annual limit is set by the IRS and changes every year. If you choose to make both pre-tax and after-tax contributions, the total amount you can contribute to both may not exceed the annual limit. Individuals who are age 50 or older by the last day of the year can make additional catch-up contributions.
Vesting of contributions
Your own contributions are 100% vested.
Reasons to participate
You will need money to live off of in retirement. You should probably be saving at least 10% of your income.
After-tax Roth contributions do not reduce your current compensation for income tax purposes, but neither your contribution nor its earnings will be taxed when distributed to you in retirement. Your Roth contributions will be worth more to you in retirement than your pre-tax contributions.
In addition to Paid Time Off, WellSpan observes 6 paid holidays.
Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).
In addition to paid time off, WellSpan observes the following paid holidays:
- New Year’s Day
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving
- Christmas
If the holiday falls on a day you would be normally scheduled to work, you will receive holiday pay up to eight hours even if you don’t work.
If you are an hourly employee and you must work on a holiday, you will be paid your normal pay and receive holiday premium (essentially time and a half).
In addition, if you must work on a holiday, you can work with your manager to schedule an alternative day off during which you can use your allocated normal pay for the holiday on another day.
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
Weekend Option employees have a regular schedule with a specified time commitment for weekend coverage.
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 holiday pay up to eight hours even if you don’t work.
If you are an hourly employee and you must work on a holiday, you will be paid your normal pay and receive holiday premium (essentially time and a half).
In addition, if you must work on a holiday, you can work with your manager to schedule an alternative day off during which you can use your allocated normal pay for the holiday on another day.
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
Weekend Option employees have a regular schedule with a specified time commitment for weekend coverage.
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 and Supervisors |
|
|---|---|
Years of Service |
Accrual per Hour Paid |
0 to 5 |
.0924 |
6 to 10 |
.1116 |
11 to 15 |
.1193 |
16 to 20 |
.1270 |
Over 20 years |
.1308 |
Leadership |
|
|---|---|
Years of Service |
Accrual per Hour Paid |
0 to 5 |
.0924 |
6 to 10 |
.1116 |
11 to 15 |
.1193 |
16 to 20 |
.1270 |
Over 20 years |
.1308 |
To calculate the number of days you would accrue in a year, multiply the Accrual per Hour Paid times the number of hours you expect to be paid for in the year. For example, if you are a new hire who will be paid on an hourly basis and are scheduled to work 40-hour weeks, your calculation would be 2080 hours times .0731 for a total of approximately 152 hours. This provides you with about 19 eight-hour days for each of your first 5 years of service.
PTO accrues on overtime but stops accruing after 80 hours in a pay period.
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
Each year, you will accrue hours based on your years of service as follows:
Hourly Employees |
|
|---|---|
Years of Service |
Accrual per Hour Paid |
0 to 10 |
.0731 |
11 to 20 |
.0924 |
Over 20 years |
.1116 |
Salaried Employees and Supervisors |
|
|---|---|
Years of Service |
Accrual per Hour Paid |
0 to 5 |
.0924 |
6 to 10 |
.1116 |
11 to 15 |
.1193 |
16 to 20 |
.1270 |
Over 20 years |
.1308 |
Leadership |
|
|---|---|
Years of Service |
Accrual per Hour Paid |
0 to 5 |
.1155 |
6 to 10 |
.1347 |
11 to 15 |
.1424 |
16 to 20 |
.1501 |
Over 20 years |
.1539 |
To calculate the number of days you would accrue in a year, multiply the accrual per hour paid times the number of hours you expect to be paid for in the year. For example, if you are a new hire who will be paid on an hourly basis and are scheduled to work 20-hour weeks, your calculation would be 1040 hours times .0731 for a total of approximately 76 hours. This provides you with about 19 four-hour days for each of your first 5 years of service.
PTO accrues on overtime but stops accruing after 80 hours in a pay period.
Weekend Option employees have a regular schedule with a specified time commitment for weekend coverage.
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 and Supervisors |
|
|---|---|
Years of Service |
Accrual per Hour Paid |
0 to 5 |
.0924 |
6 to 10 |
.1116 |
11 to 15 |
.1193 |
16 to 20 |
.1270 |
Over 20 years |
.1308 |
Leadership |
|
|---|---|
Years of Service |
Accrual per Hour Paid |
0 to 5 |
.0924 |
6 to 10 |
.1116 |
11 to 15 |
.1193 |
16 to 20 |
.1270 |
Over 20 years |
.1308 |
To calculate the number of days you would accrue in a year, multiply the Accrual per Hour Paid times the number of hours you expect to be paid for in the year. For example, if you are a new hire who will be paid on an hourly basis and are scheduled to work 40-hour weeks, your calculation would be 2080 hours times .0731 for a total of approximately 152 hours. This provides you with about 19 eight-hour days for each of your first 5 years of service.
PTO accrues on overtime but stops accruing after 80 hours in a pay period.
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
Each year, you will accrue hours based on your years of service as follows:
Hourly Employees |
|
|---|---|
Years of Service |
Accrual per Hour Paid |
0 to 10 |
.0731 |
11 to 20 |
.0924 |
Over 20 years |
.1116 |
Salaried Employees and Supervisors |
|
|---|---|
Years of Service |
Accrual per Hour Paid |
0 to 5 |
.0924 |
6 to 10 |
.1116 |
11 to 15 |
.1193 |
16 to 20 |
.1270 |
Over 20 years |
.1308 |
Leadership |
|
|---|---|
Years of Service |
Accrual per Hour Paid |
0 to 5 |
.1155 |
6 to 10 |
.1347 |
11 to 15 |
.1424 |
16 to 20 |
.1501 |
Over 20 years |
.1539 |
To calculate the number of days you would accrue in a year, multiply the accrual per hour paid times the number of hours you expect to be paid for in the year. For example, if you are a new hire who will be paid on an hourly basis and are scheduled to work 20-hour weeks, your calculation would be 1040 hours times .0731 for a total of approximately 76 hours. This provides you with about 19 four-hour days for each of your first 5 years of service.
PTO accrues on overtime but stops accruing after 80 hours in a pay period.
Weekend Option employees have a regular schedule with a specified time commitment for weekend coverage.
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. The Enhanced tier features WellSpan and other select providers and facilities. The plans also provide coverage at a Core level which features providers from the Capital Blue Cross network. Of course, the plan provides some coverage for out of network services as well.
Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).
Note that all employees are eligible to pay the full-time rates for the medical plan if they have an FTE of .75 or worked an average of 30 hours per week during the prior year, regardless of their status.
| 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 $72.13 or more receiving the wellness incentive of $13.85 per pay period.1 | Employee: $50.26 Employee and children: $137.51 Employee and spouse: $164.89 Family: $177.25 |
Employee: $20.77 Employee and children: $84.00 Employee and spouse: $104.30 Family: $113.53 |
Employee: $15.23 Employee and children: $42.92 Employee and spouse: $76.15 Family: $95.53 |
| Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $13.85 per pay period.1 | Employee: $43.45 Employee and children: $128.71 Employee and spouse: $155.03 Family: $166.90 |
Employee: $18.92 Employee and children: $78.46 Employee and spouse: $98.30 Family: $106.61 |
Employee: $13.38 Employee and children: $39.23 Employee and spouse: $69.69 Family: $87.69 |
| Premiums for an employee with an hourly pay rate of $16.51 to $33.66 receiving the wellness incentive of $13.85 per pay period.1 | Employee: $36.34 Employee and children: $103.38 Employee and spouse: $128.30 Family: $137.86 |
Employee: $18.00 Employee and children: $76.61 Employee and spouse: $95.53 Family: $103.84 |
Employee: $12.92 Employee and children: $38.77 Employee and spouse: $69.23 Family: $86.77 |
| Premiums for an employee with an hourly pay rate of $16.50 or less receiving the wellness incentive of $13.85 per pay period.1 | Employee: $32.07 Employee and children: $96.00 Employee and spouse: $120.00 Family: $127.38 |
Employee: $17.53 Employee and children: $75.23 Employee and spouse: $94.15 Family: $102.00 |
Employee: $12.46 Employee and children: $37.84 Employee and spouse: $67.84 Family: $85.38 |
| Annual deductible | Enhanced Network: $200 Core Network: $350 per individual Out-of-network: $800 |
Enhanced Network: $550 individual/$1100 family Core Network: $1200 individual/$2400 family Out-of-network: $2050 individual/$4050 family |
Enhanced Network: $1500 individual/$3000 family Core Network: $1500 individual/$3000 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 healthcare 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). WellSpan provides employer contributions to the HS A for employees who choose this plan ($600 individual/$1200 any other coverage). |
| 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 PDF | ||
1An annual wellness incentive is available to reduce your premiums by $13.85 per pay period if you complete certain wellness activities. Premiums shown are per pay period, deducted 26 pay periods per year.
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Weekend Option employees have a regular schedule with a specified time commitment for weekend coverage.
Note that all employees are eligible to pay the full-time rates for the medical plan if they have an FTE of .75 or worked an average of 30 hours per week during the prior year, regardless of their status.
| 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 $72.13 or more receiving the wellness incentive of $13.85 per pay period.1 | Employee: $115.84 Employee and children: $268.61 Employee and spouse: $311.07 Family: $334.61 |
Employee: $88.15 Employee and children: $205.38 Employee and spouse: $235.38 Family: $253.38 |
Employee: $60.46 Employee and children: $146.77 Employee and spouse: $179.07 Family: $214.61 |
| Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $13.85 per pay period.1 | Employee: $107.07 Employee and children: $239.07 Employee and spouse: $291.23 Family: $296.30 |
Employee: $87.23 Employee and children: $203.07 Employee and spouse: $232.61 Family: $250.61 |
Employee: $60.00 Employee and children: $144.92 Employee and spouse: $177.23 Family: $212.30 |
| Premiums for an employee with an hourly pay rate of $16.51 to $33.66 receiving the wellness incentive of $13.85 per pay period.1 | Employee: $94.15 Employee and children: $208.83 Employee and spouse: $249.65 Family: $260.78 |
Employee: $85.85 Employee and children: $199.84 Employee and spouse: $229.38 Family: $246.92 |
Employee: $59.53 Employee and children: $144.46 Employee and spouse: $176.30 Family: $210.92 |
| Premiums for an employee with an hourly pay rate of $16.50 or less receiving the wellness incentive of $13.85 per pay period.1 | Employee: $87.69 Employee and children: $194.52 Employee and spouse: $235.81 Family: $246.96 |
Employee: $85.38 Employee and children: $198.92 Employee and spouse: $228.00 Family: $245.53 |
Employee: $59.07 Employee and children: $143.53 Employee and spouse: $175.38 Family: $210.00 |
| Annual deductible | Enhanced Network: $200 Core Network: $350 per individual Out-of-network: $800 |
Enhanced Network: $550 individual/$1100 family Core Network: $1200 individual/$2400 family Out-of-network: $2050 individual/$4050 family |
Enhanced Network: $1500 individual/$3000 family Core Network: $1500 individual/$3000 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 healthcare costs are more predictable. Also, premiums are taken from your paycheck on a pre-tax basis. 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). WellSpan provides employer contributions to the HS A for employees who choose this plan ($600 individual/$1200 any other coverage). |
| 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 PDF | ||
1An annual wellness incentive is available to reduce your premiums by $13.85 per pay period if you complete certain wellness activities. Premiums shown are per pay period, deducted 26 pay periods per year.
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
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 have an FTE of .75 or worked an average of 30 hours per week during the prior year, 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 $72.13 or more receiving the wellness incentive of $13.85 per pay period.1 | Employee: $295.84 Employee and children: $637.38 Employee and spouse: $724.15 Family: $780.00 |
Employee: $210.92 Employee and children: $489.23 Employee and spouse: $554.77 Family: $597.23 |
Employee: $141.23 Employee and children: $338.77 Employee and spouse: $403.84 Family: $433.38 |
| Premiums for an Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $13.85 per pay period.1 | Employee: $289.84 Employee and children: $624.92 Employee and spouse: $710.31 Family: $764.77 |
Employee: $208.61 Employee and children: $484.15 Employee and spouse: $549.23 Family: $591.23 |
Employee: $139.38 Employee and children: $335.07 Employee and spouse: $399.69 Family: $429.23 |
| Premiums for an employee with an hourly pay rate of $16.51 to $33.66 receiving the wellness incentive of $13.85 per pay period.1 | Employee: $282.92 Employee and children: $610.61 Employee and spouse: $694.15 Family: $747.23 |
Employee: $205.38 Employee and children: $476.77 Employee and spouse: $540.92 Family: $582.00 |
Employee: $138.92 Employee and children: $333.69 Employee and spouse: $397.38 Family: $426.92 |
| Premiums for an employee with an hourly pay rate of $16.50 or less receiving the wellness incentive of $13.85 per pay period.1 | Employee: $281.07 Employee and children: $606.46 Employee and spouse: $689.07 Family: $742.15 |
Employee: $204.46 Employee and children: $474.46 Employee and spouse: $538.15 Family: $579.23 |
Employee: $138.00 Employee and children: $331.84 Employee and spouse: $395.53 Family: $424.61 |
| Annual deductible | Enhanced Network: $200 Core Network: $350 per individual Out-of-network: $800 |
Enhanced Network: $550 individual/$1100 family Core Network: $1200 individual/$2400 family Out-of-network: $2050 individual/$4050 family |
Enhanced Network: $1500 individual/$3000 family Core Network: $1500 individual/$3000 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 healthcare costs are more predictable. Also, premiums are taken from your paycheck on a pre-tax basis. 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). WellSpan provides employer contributions to the HS A for employees who choose this plan ($600 individual/$1200 any other coverage). |
| 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 PDF | ||
1An annual wellness incentive is available to reduce your premiums by $13.85 per pay period if you complete certain wellness activities. Premiums shown are per pay period, deducted 26 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. The Enhanced tier features WellSpan and other select providers and facilities. The plans also provide coverage at a Core level which features providers from the Capital Blue Cross network. Of course, the plan provides some coverage for out of network services as well.
Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).
Note that all employees are eligible to pay the full-time rates for the medical plan if they have an FTE of .75 or worked an average of 30 hours per week during the prior year, regardless of their status.
WellSpan Plus
Type of Plan
Point-of-Service/Preferred Provider Organization (POS/PPO)
Premiums for an employee with an hourly pay rate of $72.13 or more receiving the wellness incentive of $13.85 per pay period.1
Employee: $50.26
Employee and children: $137.51
Employee and spouse: $164.89
Family: $177.25
Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $13.85 per pay period.1
Employee: $43.45
Employee and children: $128.71
Employee and spouse: $155.03
Family: $166.90
Premiums for an employee with an hourly pay rate of $16.51 to $33.66 receiving the wellness incentive of $13.85 per pay period.1
Employee: $36.34
Employee and children: $103.38
Employee and spouse: $128.30
Family: $137.86
Premiums for an employee with an hourly pay rate of $16.50 or less receiving the wellness incentive of $13.85 per pay period.1
Employee: $32.07
Employee and children: $96.00
Employee and spouse: $120.00
Family: $127.38
Annual deductible
Enhanced Network: $200
Core Network: $350 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 healthcare costs are more predictable. Most employees choose this plan.
Way to reduce costs by paying on a pre-tax basis
Participate in the Health Care Flexible Spending Account (FSA)
WellSpan Standard
Type of Plan
Point-of-Service/Preferred Provider Organization (POS/PPO)
Premiums for an employee with an hourly pay rate of $72.13 or more receiving the wellness incentive of $13.85 per pay period.1
Employee: $20.77
Employee and children: $84.00
Employee and spouse: $104.30
Family: $113.53
Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $13.85 per pay period.1
Employee: $18.92
Employee and children: $78.46
Employee and spouse: $98.30
Family: $106.61
Premiums for an employee with an hourly pay rate of $16.51 to $33.66 receiving the wellness incentive of $13.85 per pay period.1
Employee: $18.00
Employee and children: $76.61
Employee and spouse: $95.53
Family: $103.84
Premiums for an employee with an hourly pay rate of $16.50 or less receiving the wellness incentive of $13.85 per pay period.1
Employee: $17.53
Employee and children: $75.23
Employee and spouse: $94.15
Family: $102.00
Annual deductible
Enhanced Network: $550 individual/$1100 family
Core Network: $1200 individual/$2400 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 $72.13 or more receiving the wellness incentive of $13.85 per pay period.1
Employee: $15.23
Employee and children: $42.92
Employee and spouse: $76.15
Family: $95.53
Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $13.85 per pay period.1
Employee: $13.38
Employee and children: $39.23
Employee and spouse: $69.69
Family: $87.69
Premiums for an employee with an hourly pay rate of $16.51 to $33.66 receiving the wellness incentive of $13.85 per pay period.1
Employee: $12.92
Employee and children: $38.77
Employee and spouse: $69.23
Family: $86.77
Premiums for an employee with an hourly pay rate of $16.50 or less receiving the wellness incentive of $13.85 per pay period.1
Employee: $12.46
Employee and children: $37.84
Employee and spouse: $67.84
Family: $85.38
Annual deductible
Enhanced Network: $1500 individual/$3000 family
Core Network: $1500 individual/$3000 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). WellSpan provides employer contributions to the HS A for employees who choose this plan ($600 individual/$1200 any other coverage).
Way to reduce costs by paying on a pre-tax basis
Participate in the Health Savings Account (HSA)
Participate in the Limited Purpose Flexible Spending Account (FSA)
1An annual wellness incentive is available to reduce your premiums by $13.85 per pay period if you complete certain wellness activities. Premiums shown are per pay period, deducted 26 pay periods per year.
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Weekend Option employees have a regular schedule with a specified time commitment for weekend coverage.
Note that all employees are eligible to pay the full-time rates for the medical plan if they have an FTE of .75 or worked an average of 30 hours per week during the prior year, regardless of their status.
WellSpan Plus
Type of Plan
Point-of-Service/Preferred Provider Organization (POS/PPO)
Premiums for an employee with an hourly pay rate of $72.13 or more receiving the wellness incentive of $13.85 per pay period.1
Employee: $115.84
Employee and children: $268.61
Employee and spouse: $311.07
Family: $334.61
Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $13.85 per pay period.1
Employee: $107.07
Employee and children: $239.07
Employee and spouse: $291.23
Family: $296.30
Premiums for an employee with an hourly pay rate of $16.51 to $33.66 receiving the wellness incentive of $13.85 per pay period.1
Employee: $94.15
Employee and children: $208.83
Employee and spouse: $249.65
Family: $260.78
Premiums for an employee with an hourly pay rate of $16.50 or less receiving the wellness incentive of $13.85 per pay period.1
Employee: $87.69
Employee and children: $194.52
Employee and spouse: $235.81
Family: $246.96
Annual deductible
Enhanced Network: $200
Core Network: $350 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 healthcare costs are more predictable. Also, premiums are taken from your paycheck on a pre-tax basis. Most employees choose this plan.
Way to reduce costs by paying on a pre-tax basis
Participate in the Health Care Flexible Spending Account (FSA)
WellSpan Standard
Type of Plan
Point-of-Service/Preferred Provider Organization (POS/PPO)
Premiums for an employee with an hourly pay rate of $72.13 or more receiving the wellness incentive of $13.85 per pay period.1
Employee: $88.15
Employee and children: $205.38
Employee and spouse: $235.38
Family: $253.38
Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $13.85 per pay period.1
Employee: $87.23
Employee and children: $203.07
Employee and spouse: $232.61
Family: $250.61
Premiums for an employee with an hourly pay rate of $16.51 to $33.66 receiving the wellness incentive of $13.85 per pay period.1
Employee: $85.85
Employee and children: $199.84
Employee and spouse: $229.38
Family: $246.92
Premiums for an employee with an hourly pay rate of $16.50 or less receiving the wellness incentive of $13.85 per pay period.1
Employee: $85.38
Employee and children: $198.92
Employee and spouse: $228.00
Family: $245.53
Annual deductible
Enhanced Network: $550 individual/$1100 family
Core Network: $1200 individual/$2400 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 $72.13 or more receiving the wellness incentive of $13.85 per pay period.1
Employee: $60.46
Employee and children: $146.77
Employee and spouse: $179.07
Family: $214.61
Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $13.85 per pay period.1
Employee: $60.00
Employee and children: $144.92
Employee and spouse: $177.23
Family: $212.30
Premiums for an employee with an hourly pay rate of $16.51 to $33.66 receiving the wellness incentive of $13.85 per pay period.1
Employee: $59.53
Employee and children: $144.46
Employee and spouse: $176.30
Family: $210.92
Premiums for an employee with an hourly pay rate of $16.50 or less receiving the wellness incentive of $13.85 per pay period.1
Employee: $59.07
Employee and children: $143.53
Employee and spouse: $175.38
Family: $210.00
Annual deductible
Enhanced Network: $1500 individual/$3000 family
Core Network: $1500 individual/$3000 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). WellSpan provides employer contributions to the HS A for employees who choose this plan ($600 individual/$1200 any other coverage).
Way to reduce costs by paying on a pre-tax basis
Participate in the Health Savings Account (HSA)
Participate in the Limited Purpose Flexible Spending Account (FSA)
1An annual wellness incentive is available to reduce your premiums by $13.85 per pay period if you complete certain wellness activities. Premiums shown are per pay period, deducted 26 pay periods per year.
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
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 have an FTE of .75 or worked an average of 30 hours per week during the prior year, 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 $72.13 or more receiving the wellness incentive of $13.85 per pay period.1
Employee: $295.84
Employee and children: $637.38
Employee and spouse: $724.15
Family: $780.00
Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $13.85 per pay period.1
Employee: $289.84
Employee and children: $624.92
Employee and spouse: $710.31
Family: $764.77
Premiums for an employee with an hourly pay rate of $16.51 to $33.66 receiving the wellness incentive of $13.85 per pay period.1
Employee: $282.92
Employee and children: $610.61
Employee and spouse: $694.15
Family: $747.23
Premiums for an employee with an hourly pay rate of $16.50 or less receiving the wellness incentive of $13.85 per pay period.1
Employee: $281.07
Employee and children: $606.46
Employee and spouse: $689.07
Family: $742.15
Annual deductible
Enhanced Network: $200
Core Network: $350 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 healthcare costs are more predictable. Also, premiums are taken from your paycheck on a pre-tax basis. Most employees choose this plan.
Way to reduce costs by paying on a pre-tax basis
Participate in the Health Care Flexible Spending Account (FSA)
WellSpan Standard
Type of Plan
Point-of-Service/Preferred Provider Organization (POS/PPO)
Premiums for an employee with an hourly pay rate of $72.13 or more receiving the wellness incentive of $13.85 per pay period.1
Employee: $210.92
Employee and children: $489.23
Employee and spouse: $554.77
Family: $597.23
Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $13.85 per pay period.1
Employee: $208.61
Employee and children: $484.15
Employee and spouse: $549.23
Family: $591.23
Premiums for an employee with an hourly pay rate of $16.51 to $33.66 receiving the wellness incentive of $13.85 per pay period.1
Employee: $205.38
Employee and children: $476.77
Employee and spouse: $540.92
Family: $582.00
Premiums for an employee with an hourly pay rate of $16.50 or less receiving the wellness incentive of $13.85 per pay period.1
Employee: $204.46
Employee and children: $474.46
Employee and spouse: $538.15
Family: $579.23
Annual deductible
Enhanced Network: $550 individual/$1100 family
Core Network: $1200 individual/$2400 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 $72.13 or more receiving the wellness incentive of $13.85 per pay period.1
Employee: $141.23
Employee and children: $338.77
Employee and spouse: $403.84
Family: $433.38
Premiums for an employee with an hourly pay rate of $33.67 to $72.12 receiving the wellness incentive of $13.85 per pay period.1
Employee: $139.38
Employee and children: $335.07
Employee and spouse: $399.69
Family: $429.23
Premiums for an employee with an hourly pay rate of $16.51 to $33.66 receiving the wellness incentive of $13.85 per pay period.1
Employee: $138.92
Employee and children: $333.69
Employee and spouse: $397.38
Family: $426.92
Premiums for an employee with an hourly pay rate of $16.50 or less receiving the wellness incentive of $13.85 per pay period.1
Employee: $138.00
Employee and children: $331.84
Employee and spouse: $395.53
Family: $424.61
Annual deductible
Enhanced Network: $1500 individual/$3000 family
Core Network: $1500 individual/$3000 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). WellSpan provides employer contributions to the HS A for employees who choose this plan ($600 individual/$1200 any other coverage).
Way to reduce costs by paying on a pre-tax basis
Participate in the Health Savings Account (HSA)
Participate in the Limited Purpose Flexible Spending Account (FSA)
1An annual wellness incentive is available to reduce your premiums by $13.85 per pay period if you complete certain wellness activities. Premiums shown are per pay period, deducted 26 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 | Population Health Dental | |
|---|---|---|
| Premiums1 | Employee: $3.69 Employee and children: $11.54 Employee and spouse: $8.08 Family: $16.15 |
Employee: $4.61 Employee and children: $14.52 Employee and spouse: $10.17 Family: $20.34 |
| 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 Population Health dental plan, so your level of benefits will not depend on which provider you choose. Your dentist may or may not automatically submit your claim for you. If not, you will have to pay for services at the time you receive them, keep your receipt, and submit a claim for reimbursement. You may also be responsible for charges that exceed the Population Health Dental Plan allowance. |
| Annual maximum | The maximum amount the plan will pay is $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. |
| For more information | Download PDF | |
1Premiums shown are per pay period, deducted 26 pay periods per year.
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Weekend Option employees have a regular schedule with a specified time commitment for weekend coverage.
| Delta Dental | Population Health Dental | |
|---|---|---|
| Premiums1 | Employee: $9.20 Employee and children: $23.87 Employee and spouse: $16.71 Family: $33.42 |
Employee: $13.81 Employee and children: $24.74 Employee and spouse: $17.33 Family: $34.64 |
| 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 Population Health dental plan, so your level of benefits will not depend on which provider you choose. Your dentist may or may not automatically submit your claim for you. If not, you will have to pay for services at the time you receive them, keep your receipt, and submit a claim for reimbursement. You may also be responsible for charges that exceed the Population Health Dental Plan allowance. |
| Annual maximum | The maximum amount the plan will pay is $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. |
| For more information | Download PDF | |
1Premiums shown are per pay period, deducted 26 pay periods per year.
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
PRN employees do not have a regular schedule but work on an “as needed” basis.
| Delta Dental | Population Health Dental | |
|---|---|---|
| Premiums1 | Employee: $12.94 Employee and children: $29.76 Employee and spouse: $25.88 Family: $42.06 |
Employee: $20.54 Employee and children: $44.15 Employee and spouse: $41.07 Family: $58.53 |
| 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 Population Health dental plan, so your level of benefits will not depend on which provider you choose. Your dentist may or may not automatically submit your claim for you. If not, you will have to pay for services at the time you receive them, keep your receipt, and submit a claim for reimbursement. You may also be responsible for charges that exceed the Population Health Dental Plan allowance. |
| Annual maximum | The maximum amount the plan will pay is $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. |
| For more information | Download PDF | |
1Premiums shown are per pay period, deducted 26 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: $3.69
Employee and children: $11.54
Employee and spouse: $8.08
Family: $16.15
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.
Population Health Dental
Premiums1
Employee: $4.61
Employee and children: $14.52
Employee and spouse: $10.17
Family: $20.34
Annual deductible
Per Person: $50
Family: $150
Network
There is no network for the Population Health dental plan, so your level of benefits will not depend on which provider you choose. Your dentist may or may not automatically submit your claim for you. If not, you will have to pay for services at the time you receive them, keep your receipt, and submit a claim for reimbursement. You may also be responsible for charges that exceed the Population Health Dental Plan allowance.
Annual maximum
The maximum amount the plan will pay is $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 26 pay periods per year.
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Weekend Option employees have a regular schedule with a specified time commitment for weekend coverage.
Delta Dental
Premiums1
Employee: $9.20
Employee and children: $23.87
Employee and spouse: $16.71
Family: $33.42
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.
Population Health Dental
Premiums1
Employee: $13.81
Employee and children: $24.74
Employee and spouse: $17.33
Family: $34.64
Annual deductible
Per Person: $50
Family: $150
Network
There is no network for the Population Health dental plan, so your level of benefits will not depend on which provider you choose. Your dentist may or may not automatically submit your claim for you. If not, you will have to pay for services at the time you receive them, keep your receipt, and submit a claim for reimbursement. You may also be responsible for charges that exceed the Population Health Dental Plan allowance.
Annual maximum
The maximum amount the plan will pay is $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 26 pay periods per year.
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
PRN employees do not have a regular schedule but work on an “as needed” basis.
Delta Dental
Premiums1
Employee: $12.94
Employee and children: $29.76
Employee and spouse: $25.88
Family: $42.06
Annual deductible
None
Network
You can choose a dentist who participates in the Delta Dental network or not. You will pay less when you receive care from a Delta Dental provider. If your dentist participates in the Delta Dental network, your claim will be automatically submitted for you. If not, you will have to pay for services at the time you receive them, keep your receipt, and submit a claim for reimbursement. You may also be responsible for charges that exceed the Delta Dental plan allowance.
Annual maximum
The maximum amount the plan will pay is $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.
Population Health Dental
Premiums1
Employee: $20.54
Employee and children: $44.15
Employee and spouse: $41.07
Family: $58.53
Annual deductible
Per Person: $50
Family: $150
Network
There is no network for the Population Health dental plan, so your level of benefits will not depend on which provider you choose. Your dentist may or may not automatically submit your claim for you. If not, you will have to pay for services at the time you receive them, keep your receipt, and submit a claim for reimbursement. You may also be responsible for charges that exceed the Population Health Dental Plan allowance.
Annual maximum
The maximum amount the plan will pay is $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 26 pay periods per year.
There are two vision plans to choose from. You must enroll if you wish to participate.
Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).
| Vision Benefits of America (VBA) Standard Plan |
Vision Benefits of America (VBA) Buy-Up Plan |
|
|---|---|---|
| Premiums3 | Employee: $1.10 Employee and children: $2.60 Employee and spouse: $2.60 Family: $2.60 |
Employee: $2.60 Employee and children: $6.51 Employee and spouse: $6.51 Family: $6.51 |
| 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. | 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 |
VBA Network: Plan pays 100% after $10 copay Out-of-Network: Plan pays $35, you pay the remainder |
| Eyeglass Frames per person Subject to program limits |
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 - $180 retail) (Per person every 24 months) Out-of-Network: Plan pays $40, you pay the remainder |
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 – $180 retail) (Per person every 12 months) Out of Network: Plan pays $40, you pay the remainder |
| Eyeglass Lenses per person (every 12 months) |
VBA Network: Plan pays 100% after $10 copay1 for materials. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19.
Out-of-Network:
|
VBA Network: Plan pays 100% after $10 copay1 for materials. Note: The Buy-Up plan allows purchase of both glasses (frames and lenses) AND contact lenses in a 12-month period. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19. Out of Network:
|
| 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 |
VBA Network: Plan pays $100, you pay the remainder Out of Network: Plan pays $150, 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. | You may want to choose coverage if, in addition to an annual eye exam, you replace your eye wear on a regular basis and your provider is a member of the VBA network. The Buy-Up plan is appealing if you wear both contact lenses and glasses or like to replace your eyewear more frequently than every 2 years. |
| Way to reduce costs by paying on a pre-tax basis | Participate in the Healthcare FSA, the Limited Purpose Flexible Spending Account, or the Health Savings Account. | Participate in the Health Care FSA, the Limited Purpose Flexible Spending Account, or the Health Savings Account. |
| For more information | Download PDF | |
1One copay for total cost of frames and lenses when obtained together.
2Medically necessary contact lenses, typically used as part of cataract surgery, are covered at 100% in VBA network and covered up to $250 out of network.
3Premiums shown are per pay period, deducted 26 pay periods per year.
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Weekend Option employees have a regular schedule with a specified time commitment for weekend coverage.
| Vision Benefits of America (VBA) Standard Plan |
Vision Benefits of America (VBA) Buy-Up Plan |
|
|---|---|---|
| Premiums3 | Employee: $1.74 Employee and children: $4.04 Employee and spouse: $4.04 Family: $4.04 |
Employee: $3.24 Employee and children: $7.95 Employee and spouse: $7.95 Family: $7.95 |
| 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. | 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 |
VBA Network: Plan pays 100% after $10 copay Out-of-Network: Plan pays $35, you pay the remainder |
| Eyeglass Frames per person Subject to program limits |
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 - $180 retail) (Per person every 24 months) Out-of-Network: Plan pays $40, you pay the remainder |
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 – $180 retail) (Per person every 12 months) Out of Network: Plan pays $40, you pay the remainder |
| Eyeglass Lenses per person (every 12 months) |
VBA Network: Plan pays 100% after $10 copay1 for materials. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19.
Out-of-Network:
|
VBA Network: Plan pays 100% after $10 copay1 for materials. Note: The Buy-Up plan allows purchase of both glasses (frames and lenses) AND contact lenses in a 12-month period. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19. Out of Network:
|
| 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 |
VBA Network: Plan pays $100, you pay the remainder Out of Network: Plan pays $150, 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. | You may want to choose coverage if, in addition to an annual eye exam, you replace your eye wear on a regular basis and your provider is a member of the VBA network. The Buy-Up plan is appealing if you wear both contact lenses and glasses or like to replace your eyewear more frequently than every 2 years. |
| Way to reduce costs by paying on a pre-tax basis | Participate in the Healthcare FSA, the Limited Purpose Flexible Spending Account, or the Health Savings Account. | Participate in the Health Care FSA, the Limited Purpose Flexible Spending Account, or the Health Savings Account. |
| For more information | Download PDF | |
1One copay for total cost of frames and lenses when obtained together.
2Medically necessary contact lenses, typically used as part of cataract surgery, are covered at 100% in VBA network and covered up to $250 out of network.
3Premiums shown are per pay period, deducted 26 pay periods per year.
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
PRN employees do not have a regular schedule but work on an “as needed” basis.
| Vision Benefits of America (VBA) Standard Plan |
Vision Benefits of America (VBA) Buy-Up Plan |
|
|---|---|---|
| Premiums3 | Employee: $2.92 Employee and children: $6.86 Employee and spouse: $6.86 Family: $6.86 |
Employee: $3.50 Employee and children: $9.09 Employee and spouse: $9.09 Family: $9.09 |
| 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. | 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 |
VBA Network: Plan pays 100% after $10 copay Out-of-Network: Plan pays $35, you pay the remainder |
| Eyeglass Frames per person Subject to program limits |
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 - $180 retail) (Per person every 24 months) Out-of-Network: Plan pays $40, you pay the remainder |
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 – $180 retail) (Per person every 12 months) Out of Network: Plan pays $40, you pay the remainder |
| Eyeglass Lenses per person (every 12 months) |
VBA Network: Plan pays 100% after $10 copay1 for materials. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19.
Out-of-Network:
|
VBA Network: Plan pays 100% after $10 copay1 for materials. Note: The Buy-Up plan allows purchase of both glasses (frames and lenses) AND contact lenses in a 12-month period. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19. Out of Network:
|
| 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 |
VBA Network: Plan pays $100, you pay the remainder Out of Network: Plan pays $150, 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. | You may want to choose coverage if, in addition to an annual eye exam, you replace your eye wear on a regular basis and your provider is a member of the VBA network. The Buy-Up plan is appealing if you wear both contact lenses and glasses or like to replace your eyewear more frequently than every 2 years. |
| Way to reduce costs by paying on a pre-tax basis | Participate in the Healthcare FSA, the Limited Purpose Flexible Spending Account, or the Health Savings Account. | Participate in the Health Care FSA, the Limited Purpose Flexible Spending Account, or the Health Savings Account. |
| For more information | Download PDF | |
1One copay for total cost of frames and lenses when obtained together.
2Medically necessary contact lenses, typically used as part of cataract surgery, are covered at 100% in VBA network and covered up to $250 out of network.
3Premiums shown are per pay period, deducted 26 pay periods per year.
There are two vision plans to choose from. You must enroll if you wish to participate.
Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).
Vision Benefits of America (VBA)
Standard Plan
Premiums3
Employee: $1.10
Employee and children: $2.60
Employee and spouse: $2.60
Family: $2.60
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
Subject to program limits
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 - $180 retail) (Per person every 24 months)
Out-of-Network: Plan pays $40, you pay the remainder
Eyeglass Lenses per person (every 12 months)
VBA Network: Plan pays 100% after $10 copay1 for materials. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19.
Out-of-Network:
- Single vision: Plan pays $30, you pay the remainder
- Bifocal: Plan pays $40, you pay the remainder
- Trifocal: Plan pays $60, you pay the remainder
- Lenticular: Plan pays $80, you pay the remainder
Contact Lenses per person (every 12 months)2
VBA Network: Plan pays $100, you pay the remainder
Out-of-Network: Plan pays $100, you pay the remainder
Reasons to choose this plan
You may want to choose coverage if, in addition to an annual eye exam, you replace your eyewear on a regular basis and your provider is a member of the VBA network.
Way to reduce costs by paying on a pre-tax basis
Participate in the Healthcare FSA, the Limited Purpose Flexible Spending Account, or the Health Savings Account.
Vision Benefits of America (VBA)
Buy-Up Plan
Premiums3
Employee: $2.60
Employee and children: $6.51
Employee and spouse: $6.51
Family: $6.51
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
Subject to program limits
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 – $180 retail) (Per person every 12 months)
Out of Network: Plan pays $40, you pay the remainder
Eyeglass Lenses per person (every 12 months)
VBA Network: Plan pays 100% after $10 copay1 for materials. Note: The Buy-Up plan allows purchase of both glasses (frames and lenses) AND contact lenses in a 12-month period. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19.
Out of Network:
- Single vision: Plan pays $30, you pay the remainder
- Bifocal: Plan pays $40, you pay the remainder
- Trifocal: Plan pays $60, you pay the remainder
- Lenticular: Plan pays $80, you pay the remainder
Contact Lenses per person (every 12 months)2
VBA Network: Plan pays $100, you pay the remainder
Out of Network: Plan pays $150, you pay the remainder
Reasons to choose this plan
You may want to choose coverage if, in addition to an annual eye exam, you replace your eye wear on a regular basis and your provider is a member of the VBA network. The Buy-Up plan is appealing if you wear both contact lenses and glasses or like to replace your eyewear more frequently than every 2 years.
Way to reduce costs by paying on a pre-tax basis
Participate in the Health Care FSA, the Limited Purpose Flexible Spending Account, or the Health Savings Account.
1One copay for total cost of frames and lenses when obtained together.
2Medically necessary contact lenses, typically used as part of cataract surgery, are covered at 100% in VBA network and covered up to $250 out of network.
3Premiums shown are per pay period, deducted 26 pay periods per year.
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Weekend Option employees have a regular schedule with a specified time commitment for weekend coverage.
Vision Benefits of America (VBA)
Standard Plan
Premiums3
Employee: $1.74
Employee and children: $4.04
Employee and spouse: $4.04
Family: $4.04
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
Subject to program limits
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 - $180 retail) (Per person every 24 months)
Out-of-Network: Plan pays $40, you pay the remainder
Eyeglass Lenses per person (every 12 months)
VBA Network: Plan pays 100% after $10 copay1 for materials. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19.
Out-of-Network:
- Single vision: Plan pays $30, you pay the remainder
- Bifocal: Plan pays $40, you pay the remainder
- Trifocal: Plan pays $60, you pay the remainder
- Lenticular: Plan pays $80, you pay the remainder
Contact Lenses per person (every 12 months)2
VBA Network: Plan pays $100, you pay the remainder
Out-of-Network: Plan pays $100, you pay the remainder
Reasons to choose this plan
You may want to choose coverage if, in addition to an annual eye exam, you replace your eyewear on a regular basis and your provider is a member of the VBA network.
Way to reduce costs by paying on a pre-tax basis
Participate in the Healthcare FSA, the Limited Purpose Flexible Spending Account, or the Health Savings Account.
Vision Benefits of America (VBA)
Buy-Up Plan
Premiums3
Employee: $3.24
Employee and children: $7.95
Employee and spouse: $7.95
Family: $7.95
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
Subject to program limits
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 – $180 retail) (Per person every 12 months)
Out of Network: Plan pays $40, you pay the remainder
Eyeglass Lenses per person (every 12 months)
VBA Network: Plan pays 100% after $10 copay1 for materials. Note: The Buy-Up plan allows purchase of both glasses (frames and lenses) AND contact lenses in a 12-month period. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19.
Out of Network:
- Single vision: Plan pays $30, you pay the remainder
- Bifocal: Plan pays $40, you pay the remainder
- Trifocal: Plan pays $60, you pay the remainder
- Lenticular: Plan pays $80, you pay the remainder
Contact Lenses per person (every 12 months)2
VBA Network: Plan pays $100, you pay the remainder
Out of Network: Plan pays $150, you pay the remainder
Reasons to choose this plan
You may want to choose coverage if, in addition to an annual eye exam, you replace your eye wear on a regular basis and your provider is a member of the VBA network. The Buy-Up plan is appealing if you wear both contact lenses and glasses or like to replace your eyewear more frequently than every 2 years.
Way to reduce costs by paying on a pre-tax basis
Participate in the Health Care FSA, the Limited Purpose Flexible Spending Account, or the Health Savings Account.
1One copay for total cost of frames and lenses when obtained together.
2Medically necessary contact lenses, typically used as part of cataract surgery, are covered at 100% in VBA network and covered up to $250 out of network.
3Premiums shown are per pay period, deducted 26 pay periods per year.
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
PRN employees do not have a regular schedule but work on an “as needed” basis.
Vision Benefits of America (VBA)
Standard Plan
Premiums3
Employee: $2.92
Employee and children: $6.86
Employee and spouse: $6.86
Family: $6.86
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
Subject to program limits
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 - $180 retail) (Per person every 24 months)
Out-of-Network: Plan pays $40, you pay the remainder
Eyeglass Lenses per person (every 12 months)
VBA Network: Plan pays 100% after $10 copay1 for materials. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19.
Out-of-Network:
- Single vision: Plan pays $30, you pay the remainder
- Bifocal: Plan pays $40, you pay the remainder
- Trifocal: Plan pays $60, you pay the remainder
- Lenticular: Plan pays $80, you pay the remainder
Contact Lenses per person (every 12 months)2
VBA Network: Plan pays $100, you pay the remainder
Out-of-Network: Plan pays $100, you pay the remainder
Reasons to choose this plan
You may want to choose coverage if, in addition to an annual eye exam, you replace your eyewear on a regular basis and your provider is a member of the VBA network.
Way to reduce costs by paying on a pre-tax basis
Participate in the Healthcare FSA, the Limited Purpose Flexible Spending Account, or the Health Savings Account.
Vision Benefits of America (VBA)
Buy-Up Plan
Premiums3
Employee: $3.50
Employee and children: $9.09
Employee and spouse: $9.09
Family: $9.09
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
Subject to program limits
VBA Network: Plan pays 100% after $10 copay1 for materials up to the $60 wholesale allowance (approximately $150 – $180 retail) (Per person every 12 months)
Out of Network: Plan pays $40, you pay the remainder
Eyeglass Lenses per person (every 12 months)
VBA Network: Plan pays 100% after $10 copay1 for materials. Note: The Buy-Up plan allows purchase of both glasses (frames and lenses) AND contact lenses in a 12-month period. Includes solid and gradient tints, UV and scratch resistant protective coatings, and polycarbonate lens material for children under age 19.
Out of Network:
- Single vision: Plan pays $30, you pay the remainder
- Bifocal: Plan pays $40, you pay the remainder
- Trifocal: Plan pays $60, you pay the remainder
- Lenticular: Plan pays $80, you pay the remainder
Contact Lenses per person (every 12 months)2
VBA Network: Plan pays $100, you pay the remainder
Out of Network: Plan pays $150, you pay the remainder
Reasons to choose this plan
You may want to choose coverage if, in addition to an annual eye exam, you replace your eye wear on a regular basis and your provider is a member of the VBA network. The Buy-Up plan is appealing if you wear both contact lenses and glasses or like to replace your eyewear more frequently than every 2 years.
Way to reduce costs by paying on a pre-tax basis
Participate in the Health Care FSA, the Limited Purpose Flexible Spending Account, or the Health Savings Account.
1One copay for total cost of frames and lenses when obtained together.
2Medically necessary contact lenses, typically used as part of cataract surgery, are covered at 100% in VBA network and covered up to $250 out of network.
3Premiums shown are per pay period, deducted 26 pay periods per year.
Basic Employee Life and Basic Employee AD&D are provided and paid for automatically by WellSpan for eligible employees. If you choose Supplemental Employee Life, Supplemental Employee AD&D, Spouse Life, Spouse AD&D, Child Life or Child AD&D, you must enroll if you wish to participate.
Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
For the Employee:
| Basic Employee Life | Basic Employee Accidental Death and Dismemberment (AD&D) | Supplemental Employee Life | Supplemental Employee AD&D | |||||||||||||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Coverage amount | For hourly employees, your beneficiaries will receive an amount equal to your annual pay in the event of your death. For salaried employees and supervisors, the benefit is equal to one and one-half times your annual pay. Certain leadership and clinical jobs are covered in an amount equal to two or two and one-half times pay. |
For hourly employees, your beneficiaries will receive an amount equal to your annual pay in the event of your accidental death. For salaried employees and supervisors, the benefit is equal to one and one-half times your annual pay. Certain leadership and clinical jobs are covered in an amount equal to two or two and one-half times pay. In addition, your beneficiaries will receive a variety of additional benefits depending on the circumstances. Additional benefits may include a sum of money for your dependents’ education, training or child care. Dismemberment benefits will be paid to you if you lose functionality of some part of your body such as loss of sight, hearing, hands, feet or similar. |
You may choose up to five times your annual pay in addition to your Basic Life coverage. Coverage is provided in increments of your annual pay. | You may choose an additional amount not to exceed five times your annual pay in addition to your Basic Employee AD&D coverage. Coverage is provided in increments of $10,000. | ||||||||||||||||||||||||||
| Maximum benefit | The benefit is limited to $500,000. | The benefit is limited to $500,000. | The benefit is limited to $1,000,000. | 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. |
|
$0.011 per $1000 of coverage. | ||||||||||||||||||||||||||
| 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. | Life insurance or AD&D benefits received by you or your beneficiaries is not taxable. The value of the coverage is not taxable either because it is paid for by the employee. | ||||||||||||||||||||||||||
| Do you need to get a physical before being covered or otherwise demonstrate evidence of insurability (EOI)? | No EOI required. | No EOI required. | If you enroll for this coverage within 31 days of hire, no EOI is required for coverage up to $500,000. | No EOI required. | ||||||||||||||||||||||||||
| Reasons to choose coverage | N/A, your employer automatically provides this benefit. You may want to waive coverage of the benefit over $50,000 if you do not have beneficiaries who depend on your income and you do not wish to pay taxes on the value of the benefit. | 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. | You would choose supplemental AD&D insurance if you would like to provide more than the basic life insurance and AD&D amounts to your beneficiaries in the event of your accidental death or if you are particularly concerned about the loss of functionality of part of your body as the result of an accident. In addition, AD&D insurance has lower premiums than life insurance (because it only pays out in the event of an accident) and may be a more affordable alternative for you. | ||||||||||||||||||||||||||
1Premiums shown are per pay period and have been rounded, deducted 26 pay periods per year.
For the Employee’s Dependents:
| Spouse Life | Spouse Accidental Death and Dismemberment (AD&D) | Child Life | Child Accidental Death and Dismemberment (AD&D) | |||||||||||||||||||||||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Eligibility | Full and part-time employees are eligible. If your spouse is employed by WellSpan, they are not eligible for this coverage as your dependent. | 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 unmarried children from the age of 14 days to 26 years. The coverage is for each of your children, regardless of how many you have. If your child is employed by WellSpan, they are not eligible for this coverage as your dependent. | Full and part-time employees are eligible. For unmarried children from the age of 14 days to 26 years. The coverage is for each of your children, regardless of how many you have. If your child is employed by WellSpan, they are not eligible for this coverage as your dependent. | ||||||||||||||||||||||||||||||||||||
| Do your dependents need to get a physical before being covered or otherwise demonstrate evidence of insurability? | If you enroll for this coverage within 31 days of hire, no EOI is required for coverage up to $30,000. | No EOI required. | No EOI required. | No EOI required. | ||||||||||||||||||||||||||||||||||||
| Coverage | You may choose an amount up to the lesser of: 1. $500,000 or 2. five times your annual pay in increments of $10,000. |
You may choose an amount up to the least of: 1. $500,000 or 2. five times your annual pay or 3. your own AD&D coverage in increments of $10,000. |
You may choose from coverage equal to $2,500, $5,000 or $10,000. | You may choose from coverage equal to $2,000, $4,000, $6,000, $8,000, or $10,000. | ||||||||||||||||||||||||||||||||||||
| Premiums1 |
|
$0.0125 per $1000 of coverage. |
|
$0.0125 per $1,000 of coverage. | ||||||||||||||||||||||||||||||||||||
| 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 would choose Spouse AD&D insurance if you would like more than the basic life insurance amount for you and your family in the event of your spouse’s accidental death or if you are particularly concerned about the loss of functionality of part of your spouse’s body as the result of an accident. In addition, AD&D insurance has lower premiums than life insurance (because it only pays out in the event of an accident) and may be a more affordable alternative for you. | You probably don’t need life insurance for your children unless your circumstances are unusual. | You probably don’t need AD&D insurance for your children unless your circumstances are unusual. | ||||||||||||||||||||||||||||||||||||
1Premiums shown are per pay period and have been rounded, deducted 26 pay periods per year.
Weekend Option employees have a regular schedule with a specified time commitment for weekend coverage.
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 Employee Life and Basic Employee AD&D are provided and paid for automatically by WellSpan for eligible employees. If you choose Supplemental Employee Life, Supplemental Employee AD&D, Spouse Life, Spouse AD&D, Child Life or Child AD&D, you must enroll if you wish to participate.
Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
For the Employee:
Basic Employee Life
Coverage amount
For hourly employees, your beneficiaries will receive an amount equal to your annual pay in the event of your death. For salaried employees and supervisors, the benefit is equal to one and one-half times your annual pay.
Certain leadership and clinical jobs are covered in an amount equal to two or two and one-half times pay.
Maximum benefit
The benefit is limited to $500,000.
Premium1
None, your employer provides this benefit to you at no cost.
Tax impact
Life insurance received by your beneficiaries in the event of your death is not taxable. However, the value of the coverage you receive (to the extent your pay exceeds $50,000 annually) is taxable each year. To avoid the additional tax liability, you may waive coverage of the benefit over $50,000.
Do you need to get a physical before being covered or otherwise demonstrate evidence of insurability (EOI)?
No EOI required.
Reasons to choose coverage
N/A, your employer automatically provides this benefit. You may want to waive coverage of the benefit over $50,000 if you do not have beneficiaries who depend on your income and you do not wish to pay taxes on the value of the benefit.
Basic Employee Accidental Death and Dismemberment (AD&D)
Coverage amount
For hourly employees, your beneficiaries will receive an amount equal to your annual pay in the event of your accidental death. For salaried employees and supervisors, the benefit is equal to one and one-half times your annual pay. Certain leadership and clinical jobs are covered in an amount equal to two or two and one-half times pay.
In addition, your beneficiaries will receive a variety of additional benefits depending on the circumstances. Additional benefits may include a sum of money for your dependents’ education, training or child care.
Dismemberment benefits will be paid to you if you lose functionality of some part of your body such as loss of sight, hearing, hands, feet or similar.
Maximum benefit
The benefit is limited to $500,000.
Premium1
None, your employer provides this benefit to you at no cost.
Tax impact
Life insurance or AD&D benefits received by you or your beneficiaries is not taxable. However, the value of the coverage you receive (to the extent your pay exceeds $50,000 annually) is taxable each year. To avoid the additional tax liability, you may waive coverage of the benefit over $50,000.
Do you need to get a physical before being covered or otherwise demonstrate evidence of insurability (EOI)?
No EOI required.
Reasons to choose coverage
N/A, your employer automatically provides this benefit.
Supplemental Employee Life
Coverage amount
You may choose up to five times your annual pay in addition to your Basic Life coverage. Coverage is provided in increments of your annual pay.
Maximum benefit
This benefit is limited to $1,000,000.
Premium1
Per $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.
Do you need to get a physical before being covered or otherwise demonstrate evidence of insurability (EOI)?
If you enroll for this coverage within 31 days of hire, no EOI is required for coverage up to $500,000.
Reasons to choose coverage
You would choose supplemental insurance if you would like to provide more than the basic life insurance amount to your beneficiaries. This is particularly important if your family depends on your income to pay bills and if your beneficiaries will not be well situated to replace your income or otherwise take care of expenses in the event of your death.
Supplemental Employee AD&D
Coverage amount
You may choose an additional amount not to exceed five times your annual pay in addition to your Basic Employee AD&D coverage. Coverage is provided in increments of $10,000.
Maximum benefit
This benefit is limited to $500,000.
Premium1
$0.011 per $1000 of coverage.
Tax impact
Life insurance or AD&D benefits received by you or your beneficiaries is not taxable. The value of the coverage is not taxable either because it is paid for by the employee.
Do you need to get a physical before being covered or otherwise demonstrate evidence of insurability (EOI)?
No EOI required.
Reasons to choose coverage
You would choose supplemental AD&D insurance if you would like to provide more than the basic life insurance and AD&D amounts to your beneficiaries in the event of your accidental death or if you are particularly concerned about the loss of functionality of part of your body as the result of an accident. In addition, AD&D insurance has lower premiums than life insurance (because it only pays out in the event of an accident) and may be a more affordable alternative for you.
1Premiums shown are per pay period and have been rounded, deducted 26 pay periods per year.
For the Employee’s Dependents:
Spouse Life
Eligibility
Full and part-time employees are eligible. If your spouse is employed by WellSpan, they are not eligible for this coverage as your dependent.
Do your dependents need to get a physical before being covered or otherwise demonstrate evidence of insurability?
If you enroll for this coverage within 31 days of hire, no EOI is required for coverage up to $30,000.
Coverage
You may choose an amount up to the lesser of:
- $500,000 or
- five times your annual pay
in increments of $10,000.
Premiums1
Per $1,000 of coverage (rounded) |
|
Spouse’s Age |
Rate |
Under 25 |
$0.03 |
25-29 |
$0.04 |
30-34 |
$0.05 |
35-39 |
$0.05 |
40-44 |
$0.06 |
45-49 |
$0.09 |
50-54 |
$0.13 |
55-59 |
$0.25 |
60-64 |
$0.38 |
65-69 |
$0.73 |
70 and older |
$1.19 |
Reasons to choose coverage
You depend on your spouse’s income to pay bills and your spouse does not have insurance coverage or other savings that you will receive upon death.
Spouse Accidental Death and Dismemberment (AD&D)
Eligibility
Full and part-time employees are eligible. If your spouse is employed by WellSpan, they are not eligible for this coverage as your dependent.
Do your dependents need to get a physical before being covered or otherwise demonstrate evidence of insurability?
No EOI required.
Coverage
You may choose an amount up to the least of:
- $500,000 or
- five times your annual pay or
- your own AD&D coverage
in increments of $10,000.
Premiums1
$0.0125 per $1000 of coverage.
Reasons to choose coverage
You would choose Spouse AD&D insurance if you would like more than the basic life insurance amount for you and your family in the event of your spouse’s accidental death or if you are particularly concerned about the loss of functionality of part of your spouse’s body as the result of an accident. In addition, AD&D insurance has lower premiums than life insurance (because it only pays out in the event of an accident) and may be a more affordable alternative for you.
Child Life
Eligibility
Full and part-time employees are eligible. For unmarried children from the age of 14 days to 26 years. The coverage is for each of your children, regardless of how many you have. If your child is employed by WellSpan, they are not eligible for this coverage as your dependent.
Do your dependents need to get a physical before being covered or otherwise demonstrate evidence of insurability?
No EOI required.
Coverage
You may choose from coverage equal to $2,500, $5,000 or $10,000.
Premiums1
Coverage |
Rate |
$2,500 |
$0.20 |
$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.
Child Accidental Death and Dismemberment (AD&D)
Eligibility
Full and part-time employees are eligible. For unmarried children from the age of 14 days to 26 years. The coverage is for each of your children, regardless of how many you have. If your child is employed by WellSpan, they are not eligible for this coverage as your dependent.
Do your dependents need to get a physical before being covered or otherwise demonstrate evidence of insurability?
No EOI required.
Coverage
You may choose from coverage equal to $2,000, $4,000, $6,000, $8,000, or $10,000.
Premiums1
$0.0125 per $1,000 of coverage.
Reasons to choose coverage
You probably don’t need AD&D insurance for your children unless your circumstances are unusual.
1Premiums shown are per pay period and have been rounded, deducted 26 pay periods per year.
Weekend Option employees have a regular schedule with a specified time commitment for weekend coverage.
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 have a regular schedule with a specified time commitment for weekend coverage.
| 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 health savings account. You must work full, part-time 1 or Weekend Option. | You must be enrolled in a health savings account to participate. You must work full, part-time 1 or Weekend Option. | You must work full, part-time 1 or Weekend Option and your spouse must either work full or part-time 1 or attend school full-time. | 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. Expenses do not need to be associated with a WellSpan-sponsored plan. | 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: $3050 |
Minimum: $120 Maximum: $3050 |
Minimum: $120 Maximum: $5000 combined for both you and your spouse. |
WellSpan contributes $600 for employees who elect employee only coverage and $1200 for other coverage prorated by hire date. Annual contribution limits for the employer contribution and employee contribution combined: Employee only coverage: $3850 Any other coverage: $7750 55 and older: $1000 catch-up |
| Rollover of funds from year to year | You can carry over up to $610 of unused funds into the following plan year. | You can carry over up to $610 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 have a regular schedule with a specified time commitment for weekend coverage.
Health Care Flexible Spending Account (FSA)
Eligibility to participate
You must not be enrolled in a health savings account. You must work full, part-time 1 or Weekend Option.
Eligible expenses
Medical, prescription, dental, orthodontia, vision expenses and more incurred during the plan year for you or your dependents. Expenses do not need to be associated with a WellSpan-sponsored plan.
Timeframe for reimbursement
Must be submitted by March 31 of the following calendar year.
Other rules for reimbursement
You may use the debit card which is provided. Remember to keep receipts as transactions may be subject to review.
Annual contribution limits
Minimum: $120
Maximum: $3050
Rollover of funds from year to year
You can carry over up to $610 of unused funds into the following plan year.
Portability from one employer to the next
None
Limited Purpose Flexible Spending Account (FSA)
Eligibility to participate
You must be enrolled in a health savings account to participate. You must work full, part-time 1 or Weekend Option.
Eligible expenses
Eligible dental, orthodontia and vision expenses incurred during the plan year.
Timeframe for reimbursement
Must be submitted by March 31 of the following calendar year.
Other rules for reimbursement
You may use the debit card which is provided. Remember to keep receipts as transactions may be subject to review.
Annual contribution limits
Minimum: $120
Maximum: $3050
Rollover of funds from year to year
You can carry over up to $610 of unused funds into the following plan year.
Portability from one employer to the next
None
Dependent Day Care Flexible Spending Account (FSA)
Eligibility to participate
You must work full, part-time 1 or Weekend Option and your spouse must either work full or part-time 1 or attend school full-time.
Eligible expenses
Child care for children under age 13 or day care for a dependent or disabled parent incurred during the plan year.
Timeframe for reimbursement
Must be submitted by March 31 of the following calendar year.
Other rules for reimbursement
You must submit a claim form and evidence of payment either online or through the mobile app. Remember to keep receipts as transactions may be subject to review.
Annual contribution limits
Minimum: $120
Maximum: $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
WellSpan contributes $600 for employees who elect employee only coverage and $1200 for other coverage prorated by hire date.
Annual contribution limits for the employer contribution and employee contribution combined:
Employee only coverage: $3850
Any other coverage: $7750
55 and 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 calendar days. If the disability is determined to affect you long-term, you will receive benefits from the long-term disability plan (if eligible).
Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).
| Short Term Disability (STD) | Long Term Disability (LTD) | LTD Buy-Up Option | |
|---|---|---|---|
| Eligibility | Full-time employees are eligible after 90 days of employment. | Full-time employees are eligible the first of the month after hire date.* | If you are a full-time employee eligible for Basic LTD at 50% of pay, you may purchase additional coverage by electing the LTD Buy-Up option. |
| When the benefit begins | The plan will begin paying you after one week of disability. | The plan will begin paying you after three months 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. | $0.065 per $100 of monthly covered income. |
| Coverage | You will receive 60% of your salary for 90 calendar days after the one-week elimination period. | You will receive 50% of your salary to a maximum of $13,000 per month. | You will receive an additional 10% of pay – for a total LTD benefit equal to 60% of pay. The maximum benefit for Basic LTD and the Buy-Up option combined is $13,000 per month. |
| Reasons to use this plan | 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. | You would like to have more than the Basic LTD coverage of 50%. |
| Ways to supplement the plan payments | If you have PTO available, it will be used to supplement your income. You have to choose this benefit and pay the premiums before you are disabled. | There is a buy up benefit available to employees for coverage equal to an additional 10% of your pay. |
*Part time leaders and physicians are eligible for long term disability under the same terms (but at higher coverage levels) as full-time employees.
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
| Short Term Disability (STD) | Long Term Disability (LTD) | LTD Buy-Up Option | |
|---|---|---|---|
| Eligibility | Part-time employees are eligible after 90 days of employment. | Part-time employees are not eligible for this benefit.* | Part-time employees are not eligible for this benefit. |
| When the benefit begins | The plan will begin paying you after one week of disability. | ||
| Premiums | N/A, this benefit is provided by your employer. | ||
| Coverage | You will receive 60% of your salary for 90 calendar days after the one-week elimination period. | ||
| Reasons to use this plan | This benefit means that you will continue to receive income while you are not working. You can access this benefit instead of using up all of your PTO or going unpaid. | ||
| Ways to supplement the plan payments | If you have PTO available, it will be used to supplement your income. You have to choose this benefit and pay the premiums before you are disabled. |
*Part time leaders and physicians are eligible for long term disability under the same terms as full-time employees but at higher coverage levels.
Weekend Option employees have a regular schedule with a specified time commitment for weekend coverage.
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 calendar days. If the disability is determined to affect you long-term, you will receive benefits from the long-term disability plan (if eligible).
Full-time employees have a regular schedule of at least 70 hours per pay period (FTE of .875 to 1.0).
Short Term Disability (STD)
Eligibility
Full-time employees are eligible after 90 days of employment.
When the benefit begins
The plan will begin paying you after one week of disability.
Premiums
N/A, this benefit is provided by your employer.
Coverage
You will receive 60% of your salary for 90 calendar days after the one-week elimination period.
Reasons to use this plan
This benefit means that you will continue to receive income while you are not working. You can access this benefit instead of using up all of your PTO or going unpaid.
Ways to supplement the plan payments
If you have PTO available, it will be used to supplement your income. You have to choose this benefit and pay the premiums before you are disabled.
Long Term Disability (LTD)
Eligibility
Full-time employees are eligible the first of the month after hire date.*
When the benefit begins
The plan will begin paying you after three months of disability.
Premiums
N/A, this benefit is provided by your employer.
Coverage
You will receive 50% of your salary to a maximum of $13,000 per month.
Reasons to use this plan
This benefit means that you will continue to receive income while you are not working.
Ways to supplement the plan payments
There is a buy up benefit available to employees for coverage equal to an additional 10% of your pay.
LTD Buy-Up Option
Eligibility
If you are a full-time employee eligible for Basic LTD at 50% of pay, you may purchase additional coverage by electing the LTD Buy-Up option.
When the benefit begins
The plan will begin paying you after three months of disability.
Premiums
$0.065 per $100 of monthly covered income.
Coverage
You will receive an additional 10% of pay – for a total LTD benefit equal to 60% of pay. The maximum benefit for Basic LTD and the Buy-Up option combined is $13,000 per month.
Reasons to use this plan
You would like to have more than the Basic LTD coverage of 50%.
*Part time leaders and physicians are eligible for long term disability under the same terms (but at higher coverage levels) as full-time employees.
Part-time 1 employees have a regular schedule of 32 to 69 hours per pay period (FTE at least .40 but less than .875).
Part-time 2 employees have a regular schedule of less than 32 hours per pay period (FTE less than .40).
Short Term Disability (STD)
Eligibility
Part-time employees are eligible after 90 days of employment.
When the benefit begins
The plan will begin paying you after one week of disability.
Premiums
N/A, this benefit is provided by your employer.
Coverage
You will receive 60% of your salary for 90 calendar days after the one-week elimination period.
Reasons to use this plan
This benefit means that you will continue to receive income while you are not working. You can access this benefit instead of using up all of your PTO or going unpaid.
Ways to supplement the plan payments
If you have PTO available, it will be used to supplement your income. You have to choose this benefit and pay the premiums before you are disabled.
Long Term Disability (LTD)
Eligibility
Part-time employees are not eligible for this benefit.*
LTD Buy-Up Option
Eligibility
Part-time employees are not eligible for this benefit.
*Part time leaders and physicians are eligible for long term disability under the same terms as full-time employees but at higher coverage levels.
Weekend Option employees have a regular schedule with a specified time commitment for weekend coverage.
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.
Overview and Frequently Asked Questions
What is DailyPay?
DailyPay is a voluntary benefit that enables employees to track, save and transfer their earnings on their own schedule.
How does DailyPay work?
DailyPay gives employees more control over their pay. They can use DailyPay to avoid late fees and interest charges and to help plan for expenses by:
- Monitoring real-time earnings based on hours worked (free)
- Saving from every paycheck (free)
- Transferring earnings next-day (free)
- Transferring earnings instantly ($3.49)
As they work during the week, they will build up their DailyPay Pay Balance™.
What is included in DailyPay Pay Balance?
An employee's pay balance is money that they’ve already earned. It’s an approximation of earnings based on the hours they have already worked, minus any withholdings (like taxes, garnishments, etc.).
How does DailyPay work?
DailyPay is available 24/7 365. Employees can transfer any amount of money in their pay balance to their direct deposit checking account, prepaid debit card, or payroll card.
It is free to sign up for DailyPay. Similar to an ATM, employees only pay a fee when they make a transfer. Fees are as follows:
Speed Fee per Transfer
| Next Business Day | Available next business day | free |
| Instant | Available instantly | $3.49* |
*Instant transfers are free if utilizing the Friday by DailyPay option. Learn more at www.dailypay.com.
At the end of the pay period, any remaining balance will automatically be deposited from an employee's DailyPay account into their bank account (at no cost to you) on their regularly scheduled payday.
DailyPay also offers free tools to help employees budget, plan for expenses and work toward financial security:
- Balance Update Alerts: Receive text messages as their pay balance goes up, in real-time, based on the hours they work.
- Automatic Savings: Allocate a fixed amount of their available balance to automatically be sent to their savings account each pay period.
How to Sign Up
In order to sign up for DailyPay, an employee must currently be paid through direct deposit.
There are three ways to sign up:
- Download the free app from the App Store or Google Play Store
- Go to my.dailypay.com
- Text START to 66867
Where to Learn More
Employees can contact DailyPay by phone or chat from Monday - Saturday 7 a.m. - 10 p.m. ET; Sunday 12-4 p.m. ET.
- Call (866) 432-0472
- Email employee.support@dailypay.com
- Log in to their account at www.dailypay.com, go to the “Help” page, and click the “Live Chat” button at the bottom
Employees can also visit dailypay.com/employee for more information including videos, FAQs and employee testimonials.
Does DailyPay have a mobile app?
Yes! You can download DailyPay for free from the App Store for iPhone or Google Play Store for Android.
What if I don’t make a transfer during a pay period?
If you make no transfers during a given pay period, then your entire pay balance will be deposited into your bank account (at no cost to you) on your regularly scheduled payday.
Is DailyPay a loan?
DailyPay is not a loan. It’s simply an addition to our existing payroll offering that allows employees to access their pay faster than they’d otherwise be able to. The amount of money that you have access to is based on your approved hours – meaning that you’ve already earned this money, it just hasn’t been paid out to you yet.
Employee FAQs
How much money will be available to me?
You will have access to any amount up to, and including, the pay balance shown in your DailyPay account. The pay balance is a percentage of your gross pay.
How often can I use DailyPay?
You can make up to five transfers per day.
What is the maximum and minimum dollar amount I can transfer in one day?
You can transfer up to $1,000. The minimum transfer amount is $5.
When will my remaining paycheck be deposited into my account?
Whether you have made a transfer or not during a given pay period, your balance will be deposited into your account by end of business on your normally scheduled payday. The exact timing will depend on your financial institution.
Can I use DailyPay if I get paper checks?
No, DailyPay is designed to work with employees who are paid via direct deposit, through a checking or savings account, payroll card or prepaid debit card. Learn about the new Friday by DailyPay option at www.dailypay.com.
How quickly will I receive my money?
DailyPay offers two types of transfers: next business day (called “Next”) and instant (called “Now”).
The timing is as follows:
- Now = money is available instantly, 24/7, including nights, weekends and bank holidays
- Next = transfers requested prior to 5:30 p.m. ET are available in the morning of the next business day. Business days are defined as Monday through Friday, excluding bank holidays
- Please note: to use DailyPay Now, you will need to enter your debit card or pay card number on the “Account Settings” page. This is because DailyPay Now transfers are sent through a different type of mechanism than regular ACH transfers sent to routing and accounting numbers
I didn’t receive my welcome email. What happened?
The email may have gone into your “Spam” or “Trash” folders, depending on your email service provider and email preferences. Check both folders and, if possible, search for the word “DailyPay.”
For Gmail users, you can also search in your “All Mail” folder. If you still can’t find the email, please contact DailyPay customer service at 866-432-0472. Their hours of operation are Monday – Saturday 7 a.m. - 10 p.m. ET; Sunday 12-4 p.m. ET.
I received a notification from my bank about DailyPay. What is this?
Depending on your bank, you might receive a notification about DailyPay after you request your first transfer and/or when you change your direct deposit information. This is called a “prenote” and it’s not a charge – it’s simply a way for DailyPay and us to verify that your account number is correct. You can disregard this notification.
What could cause a delay in my paycheck?
Failure to input correct bank account information or update your new banking information are the most common causes of a delayed paycheck on payday. If you are having issues, please contact our Employee Support line.
What happens when I have a negative Pay Balance on DailyPay?
In the rare circumstance that you do go over your Pay Balance, you can choose among three options to pay back the overdraft amount:
- Pay back the funds immediately from your current Pay Period earnings
- Pay back the funds from a different bank or card account
- Pay back the funds in installments over three Pay Periods
How should I update my direct deposit information if I’m currently using DailyPay?
You can update your direct deposit information in DailyPay at any time by going to the “Account Settings” page, scrolling down to the “Bank Accounts” section, and clicking “Add New Bank Account.” If you need help, please reach out to DailyPay customer service at 866-432-0472.
Important note: you do not need to update your direct deposit information with your company directly, just DailyPay.