2013 ‐ 2014 CHURCH BENEFITS GUIDE BENEFITS …...date healthcare listings visit the Cigna Provider...

CONTENTS PAGE #

ECO Employee Benefits Plan 1

Member Church Participation 1

Why Participate in the ECO and the Employee Benefit Plan 1

Eligible Employees – All Benefits 1

Benefits At‐A‐Glance 2

Medical Coverage 3

Network Access 4

Dental Coverage 5

Vision Coverage 5

Basic Life / AD&D Coverage 6

Voluntary Life / AD&D Coverage 6

Disability Coverage 6

Monthly Plan Rates 7

Value Added Programs Available 8

www.MyECOBenefits.com – Employee Benefits Portal 9

Benefits Enrollment Overview 10

How to Participate in the ECO Employee Health and Welfare Program 11

ECO Service Partners 11

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

What’s Inside

2013 ‐ 2014 CHURCH BENEFITS GUIDE

BENEFITS PROGRAM

http://www.myecobenefits.com/

CHURCH BENEFITS GUIDE

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ECO Employee Benefits Plan

The leadership of ECO: A Covenant Order of Evangelical Presbyterians (the “ECO”) has approved a plan of employee health and welfare benefits (ECO Employee Benefits Plan), which each member church entity, by its acceptance of membership in the ECO, agrees to offer to all Church Pastors and Church Staff based on the terms of the Employee Benefit Appendix

Submission of a completed Benefits Application will serve as the Church’s request to adopt the employee benefits of the ECO Plan under the terms of the Appendix. Upon approval of the Benefits Application by the ECO Health & Welfare Plan Committee, the Benefits Application will then become the Church’s contract with the ECO with respect to employee health and welfare benefits.

Member Church Participation A significant goal for the ECO is to offer Pastors and Church staff a comprehensive, cost effective health insurance program. In order to accomplish this goal, it is essential for all Churches to support the ECO Employee Benefits Plan initiative. From our research, we identified health insurance to be a key benefit provided by all major denominations in the United States today with a majority of these programs requiring full participation from their member Churches. By implementing this full participation requirement, it provides the ECO with a larger membership base which contributes to competitive premium costs and a more stable employee benefits program.

Why Participate in the ECO and the Employee Benefit Plan

1. Alignment with Church Theology and Polity 2. Aid in strengthening the ECO initiative 3. Contribute to the ECO membership base to attract competitive benefits programs 4. Promote coverage equity within the Church; both for pastors and Church staff 5. Flexibility in benefit plan offerings at the Church level 6. Extensive voluntary programs for employee selection will be available in 2013 7. Coordination of deductible and/or out‐of‐pocket maximum 8. No pre‐existing condition penalties when transferring to the ECO Plan 9. Major national carrier (Cigna) underwriting primary benefits 10. Significant employee discounts for utilizing Cigna provider networks 11. Sophisticated 24/7 on‐line enrollment portal and reporting system to save time and employee costs

For Educational Purposes Program Updates

12. Dedicated administrative support for the Church through Benefit Services Group ECO’s goal is to provide quality, affordable health insurance for Pastors and Church Staff. It’s critical that all Churches support the ECO insurance program. The ECO Employee Benefits Plan is available for member Churches effective June 1, 2012.

Eligible Employees – All Benefits

For purposes of identifying Pastors and Full Time Employees eligible for Plan benefits, the Pastor and Full Time Employees classifications used by each Church will be the following:

Full Time Employees (“FT Church Staff”): These are employees (other than “Pastors” as defined below) customarily scheduled to work the number of hours per week selected by the Church.

Part Time Employees (“PT Church Staff”): These are employees customarily scheduled to work the number of hours per week selected by the Church, provided that the customary PT Church Staff scheduled hours must be less than 30 hours per week, but not less than 20 hours per week, and they must also be fewer than the customarily scheduled hours the Church requires for FT Church Staff. Churches are not required to extend benefits to PT Church Staff, but if extended, the ECO Plan


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benefits for which PT Church staff are eligible (and which are required to be offered if any benefits are extended) are those in the Table of Benefit Offerings, below.

Pastors: These are the ordained ministers in called and installed positions employed by the Church. All Pastors are assumed to have customary hours at least equivalent to the FT Staff.

Retirees (“Retirees”): An employee can achieve a Retiree status through satisfying a minimum age and participation requirement to be eligible for selected benefits in the Table of Benefit Offerings, below, under the ECO Plan. In meeting the definition for “Retiree” status, the employee has to satisfy the Rule of Seventy. The Rule of Seventy states the employee must have: 1) Participated as an active employee member of the ECO Medical Benefit for at least five (5) continuous years* ending on

the date of termination of active employee status (i.e., when the individual is indefinitely removed from the active employee payroll); 2) Attained at least age fifty‐five (55) at the time he or she ceased being an active employee; 3) A combined result of seventy (70) when the individual’s age and years of participation* (both rounded down to whole

integers) as an active employee of the ECO Medical Benefit at the time of termination of service are added together. * Participation as an active employee under the PC(USA) Board of Pension medical plan will be considered toward the years of ECO Medical Benefit participation requirements for purposes of 1) and 3), above.

A Retiree will receive coverage through the end of the month of his or her 65th birthday and thereafter will no longer be eligible for the ECO Plan (including continuation coverage).

Benefits At‐A‐Glance

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

TABLE OF BENEFIT OFFERINGS

BENEFIT PLAN COVERAGE BEGINS CHURCH SPONSORED

Church Pays a Portion of Benefit

VOLUNTARY Employee Pays for

Benefit WHO PAYS

Core Benefits Pastor Church Staff

Medical/Rx Date of Hire

Church is responsible for

100% of Employee Only Coverage

Church is responsible for

100% of Employee Only Coverage for at least one of the four medical plans

Dental Date of Hire Offered on either a Contributory or Voluntary basis

Vision Date of Hire Offered on either a Contributory or

Voluntary basis

Ancillary Benefits Basic Life Date of Hire

100% Church paid

Voluntary Life Insurance Date of Hire 100% Employee paid

Short Term Disability (STD) Date of Hire 100% Church paid

Long Term Disability (LTD) Date of Hire 100% Church paid

Flexible Spending Account (FSA) Date of Hire

100% Employee paid

Voluntary Products Date of Hire Will be available in 2013

Employee Assistance Program (EAP) Date of Hire

100% Church paid


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Medical Coverage – Cigna HealthCare

Eligible Employees must be offered at least one of the four Cigna administered medical plan options below, from which the Church can select. The Church agrees to contribute 100% of the employee only coverage toward the cost of at least one of the four medical options.

1 The OAPIN #1 is an In‐Network Only Plan with no Out‐of‐Network Benefits. Emergency and Urgent Care services will be covered as In‐Network regardless of the provider’s network status. 2 Grant Assistance Program is available for deductible and out‐of‐pocket costs in excess of the Board of Pension’s Plan and is subject to qualification. Please refer To page 9 for further details. 3 Deductibles and out‐of‐pocket maximums met under your current plan will be credited to your new coverage with Cigna

Summary of Medical Benefits

OAPIN #1 In‐Network Only Plan1

OAP # 2 $500 Deductible Plan

Benefit In‐Network Out‐ of‐Network In‐Network Out‐ of‐Network Covered Services Office Visits Primary Care Physician $25 Copay

No Coverage $25 Copay

Deductible then 40% Specialist $45 Copay $50 Copay Preventive Care Covered at 100% No Coverage Covered at 100% Deductible then 40% Diagnostic Laboratory Deductible then 20% No Coverage Deductible then 20% Deductible then 40%

X‐Rays, including Therapeutic MRI/CAT/PET Scans

Deductible then 20% No Coverage Deductible then 20% Deductible then 40%

Emergency Medical Care Emergency Room $200 Copay $200 Copay Hospital Services Inpatient Services Deductible then 20% No Coverage Deductible then 20% Deductible then 40% Outpatient Services Deductible then 20% No Coverage Deductible then 20% Deductible then 40% Prescription Plan Value Formulary Standard Formulary Tier 1 ‐ Generic $8 Copay

No Coverage

$8 Copay

50% Tier 2 – Brand/Formulary $40 Copay $25 Copay Tier 3 – Brand Non‐ Formulary

$70 Copay $50 Copay

Tier 4 – Specialty $150 Copay $100 Copay Mail Order (90 Day Supply) 2.5X Retail Copay No Coverage 2.5X Retail Copay Not Covered

Deductibles and Maximums2, 3

Calendar Year Deductible (January 1 – December 31) Individual $1,000 No Coverage $500 $1,000 Family $2,000 No Coverage $1,000 $2,000 Coinsurance 80% No Coverage 80% 60% Out‐of‐Pocket Maximum Annual Maximum (Includes Deductible) Individual $3,000 No Coverage $2,000 $4,000 Family $6,000 No Coverage $4,000 $8,000 Lifetime Benefit Max. Unlimited No Coverage Unlimited This summary is provided for informational purposes only. Details may differ from state‐to‐state. In the event of a conflict between this benefits summary and the

Summary Plan Description (SPD), the SPD will prevail.


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Medical Coverage ‐ Cigna HealthCare (Continued)

1 HEALTH SAVINGS ACCOUNT (HSA): For any Church electing to include the CIGNA administered high deductible Medical option compatible for HSA participation, CIGNA will make an HSA arrangement available to participating employees so employee HSA contributions can be made pre‐tax. In addition, a limited purpose health care flexible spending account covering only dental and vision expenses will also be available under the ECO Flex Plan for such employees. 2 Deductibles and out‐of‐pocket maximums met under your current plan will be credited to your new coverage with Cigna

Summary of Medical Benefits

OAP #3 $2,000 Deductible Plan

OAP #4 HSA Qualified Plan1

Benefit In‐Network Out‐ of‐Network In‐Network Out‐ of‐Network Covered Services Office Visits Primary Care Physician $30 Copay

Deductible then 50% Deductible then 10% Deductible then 50% Specialist $60 Copay Preventive Care Covered at 100% Deductible then 50% Covered at 100% Deductible then 50% Diagnostic Laboratory Deductible then 20% Deductible then 50% Deductible then 10% Deductible then 50%

X‐Rays, including Therapeutic MRI/CAT/PET Scans

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

Emergency Medical Care Emergency Room $250 Copay In‐Network Deductible then 10% Hospital Services Inpatient Services Deductible then 20% Deductible then 50% Deductible then 10% Deductible then 50% Outpatient Services Deductible then 20% Deductible then 50% Deductible then 10% Deductible then 50% Prescription Plan Standard Formulary Standard Formulary Tier 1 ‐ Generic $10 Copay

50%

Deductible then 10%

50% Tier 2 – Brand/Formulary $35 Copay Deductible then 10% Tier 3 – Brand Non‐ Formulary $60 Copay Deductible then 10%

Tier 4 – Specialty $120 Copay Deductible then 10% Mail Order (90 Day Supply) 2.5X Retail Copay Not Covered 2.5X Retail Not Covered

Deductibles and Maximums2 Calendar Year Deductible (January 1 – December 31) Individual $2,000 $4,000 $3,000 $6,000 Family $4,000 $8,000 $6,000 $12,000 Coinsurance 80% 50% 90% 50% Out‐of‐Pocket Maximum Annual Maximum (Includes Deductible) Individual $4,000 $8,000 $5,000 $10,000 Family $8,000 $16,000 $10,000 $20,000 Lifetime Benefit Max. Unlimited Unlimited This summary is provided for informational purposes only. Details may differ from state‐to‐state. In the event of a conflict between this benefits summary and the

Summary Plan Description (SPD), the SPD will prevail.

Network Access – Open Access Plus

Cigna Health Insurance has over 500,000 participating healthcare professionals and facilities throughout the United States. For the most up‐to‐date healthcare listings visit the Cigna Provider Search tool at http://cigna.benefitnation.net/cigna/docdir.aspx ‐ Find a Doctor and select the Open Access Plus network. Emergency care is covered regardless of where the treatment was obtained. The Pharmacy Network consists of national retail chains as well as independent pharmacies inclusive of Walgreens.

http://cigna.benefitnation.net/cigna/docdir.aspx


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Dental Coverage – Cigna HealthCare

Eligible Employees must be offered at least one of the three voluntary (100% employee paid) Dental benefit programs. Unless the Church chooses to contribute at least 50% of the total cost of employee only coverage towards the Dental Benefit, then the “voluntary rate” schedule of charges will apply instead of the “contributory rate” schedule for coverage charges.

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

Vision Coverage – EyeMed

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

Summary of Dental Benefits Calendar Year

Benefits DMO Plan #11 PPO Plan #2 PPO Plan #3

In‐Network Only In‐Network Non‐Network In‐Network Non‐Network Calendar Year Maximum None $1,000 per Individual $1,500 per Individual Annual Deductible Individual

None $50 $50 $50 $50

Family $150 $150 $150 $150 Class I – Preventive & Diagnostic Care Exams, Cleanings Fluoride Treatment (child), Space Maintainers, X‐Rays Sealants

Copay Schedule from

$0 ‐ $50 100%, No Deductible 80%, No Deductible 100%, No Deductible 80%, No Deductible

Class II – Basic Restorative Care Fillings, Endodontics (Root Canal), Periodontics (Gum Disease)

Copay Schedule from

$17 ‐ $110 Deductible then 80% Deductible then 60% Deductible then 80% Deductible then 60%

Class III – Major Restorative Care Crowns, Inlays, Onlays, Bridges, Dentures

Copay Schedule from

$100 ‐ $515

Voluntary Plan: 12 month waiting period Deductible then 50%




Class IV – Orthodontia (Braces)

Copay Schedule from

$195 ‐ $3,330 Not Covered Voluntary Plan: 12 month waiting period

50% up to $1,000

This summary is provided for informational purposes only. Details may differ from state‐to‐state. In the event of a conflict between this benefits summary and the Summary Plan Description (SPD), the SPD will prevail.

Summary of Vision Benefits1 Benefit In‐Network Out‐of‐Network

Eye Exams $10 Copay, Once every 12 Months Reimbursement, Once every 12 Months Lenses $25 Copay, Once every 12 Months Reimbursement, Once every 12 Months

Frames $130 Allowance, Once every 24 Months Reimbursement, Once every 24 Months

Contacts Lenses $130 Allowance, Once every 12 Months Reimbursement, Once every 12 Months

This summary of Benefits is provided for informational purposes only. In the event of a conflict between this benefits summary and the Summary Plan Description (SPD), the SPD will prevail.

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


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Basic Life/AD&D Coverage – Cigna Group Insurance

Pastors and Full Time Employees must be covered by the basic life and AD&D benefit under the CIGNA group insurance policy, and the Church agrees to pay the full premium (100%) for this employee coverage. There are two plan options from which a Church can choose to offer their employees. Along with the basic life and AD&D, employees must be offered the opportunity to purchase additional voluntary life and AD&D coverage on their life, as well as on the life of their eligible spouse and children under the CIGNA group insurance arrangement. However, the cost of the additional voluntary life insurance is paid 100% by the employees.

Voluntary Life/AD&D Coverage – Cigna Group Insurance

Employees have the ability to purchase additional Life Insurance for themselves as well as their spouses and children.

Disability Coverage – Cigna Group Insurance

The Cigna Disability Plan is 100% paid by the Church. The disability plan provides protection if an employee becomes disabled and can’t return to his or her job; short‐term or long‐term.

Short Term Disability Coverage Pastors and Full Time Employees must be covered by the short term disability (STD) insurance program available under the CIGNA group STD insurance policy. The Church agrees to pay the full premium for the STD coverage.

Long Term Disability Coverage

Pastors and Full Time Employees must be covered by the long term disability (LTD) insurance program available under the CIGNA group LTD insurance policy. The Church agrees to pay the full premium for the LTD coverage.

Summary of Basic Life / AD&D Benefits Basic Life/AD&D Plan #1 Basic Life/AD&D Plan #2

Basic Life/AD&D Pastors: Flat $152,000 (Inclusive of Housing Allowance)

Pastors: 2x Annual Salary (Inclusive of Housing Allowance)

Church Staff: 1x Annual Salary Church Staff: 2x Annual Salary This summary of benefits is provided for informational purposes only. In the event of a conflict between this benefits summary and the Summary Plan Description (SPD), the SPD will prevail.

Summary of Voluntary Life / AD&D Benefits Benefit Amount Guarantee Issue

Voluntary Life/AD&D Employee: $10,000 Increments Spouse: $5,000 Increments Child: $1,000 Increments

Employee: $100,000 Spouse: $25,000 Child: $10,000

This summary of benefits is provided for informational purposes only. In the event of a conflict between this benefits summary and the Summary Plan Description (SPD), the SPD will prevail.

Summary of Short Term Disability (STD) Benefits

Short Term Disability Plan (90 Days)

Pastors 60% up to $1,200/week, 30 day elimination period, 90 days benefit duration

Church Staff 60% up to $875/week, 30 day elimination period, 90 days benefit duration This summary of benefits is provided for informational purposes only. In the event of a conflict between this benefits summary and the Summary Plan Description (SPD), the

SPD will prevail.

Summary of Long Term Disability (LTD) Benefits

Long Term Disability Plan (90 Days)

Pastors 60% up to $5,000/month, 90 day elimination period, 24 month own occupation duration

Church Staff 60% up to $3,800/month, 90 day elimination period, 24 month own occupation duration

This summary of benefits is provided for informational purposes only. In the event of a conflict between this benefits summary and the Summary Plan Description (SPD), the SPD will prevail.


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Monthly Plan Rates

Medical Rates (Cigna Healthcare) – Region #1,4,5

Plan Name OAPIN #1 ($1,000 Deductible)

OAP #2 ($500 Deductible)

OAP #3 ($2,000 Deductible)

OAP #4 (HSA‐Qualified)

Employee Only $562.03 $701.34 $598.06 $425.28 EE & Spouse $1,180.26 $1,472.80 $1,255.93 $990.89 EE & Child(ren) $1,067.86 $1,332.54 $1,136.31 $854.80 EE & Family $1,686.09 $2,104.01 $1,794.18 $1,356.63 States Included in Region #1,4,5: Alabama, Alaska, Arizona, California, Connecticut, Florida, Illinois, Louisiana, Massachusetts, Minnesota, Nevada, New York, New Jersey, Oklahoma, Pennsylvania, South Carolina, Texas, Virginia, Washington and Wisconsin.

Medical Rates (Cigna Healthcare) – Region #2





Employee Only $548.32 $684.23 $83.47 $414.91 EE & Spouse $1,151.47 $1,436.88 $1,225.30 $966.72 EE & Child(ren) $1,041.81 $1,300.04 $1,108.60 $833.95 EE & Family $1,644.97 $2,052.69 $1,750.42 $1,323.54 States Included in Region #2: Colorado, Delaware, District of Columbia, Georgia, Indiana, Kansas, Kentucky, Mississippi, Missouri, North Carolina, Nebraska, New Hampshire, New Mexico, Oregon, Rhode Island, South Dakota, Tennessee, Texas, Vermont and Wyoming

Medical Rates (Cigna Healthcare) – Region #3





Employee Only $535.27 $667.94 $569.58 $405.03 EE & Spouse $1,124.06 $1,402.67 $1,196.12 $943.70 EE & Child(ren) $1,017.01 $1,269.09 $1,082.20 $814.10 EE & Family $1,605.80 $2,003.82 $1,708.74 $1,292.03 States Included in Region #3: Arkansas, Hawaii, Idaho, Iowa, Maine, Maryland, Michigan, Montana, North Dakota, Ohio, Utah, West Virginia

Contributory Dental Rates (Cigna Healthcare)

Plan Name DMO #1 PPO #2 ($1,000) PPO #3 ($1,500) Employee Only $19.97 $31.82 $36.33 EE & Spouse $36.85 $60.46 $69.02 EE & Child(ren) $45.45 $66.82 $76.28 EE & Family $66.76 $95.46 $108.98 Voluntary Dental Rates (Cigna Healthcare) Plan Name DMO #1 PPO #2 ($1,000) PPO #3 ($1,500) Employee Only $11.58 $36.81 $54.62 EE & Spouse $22.49 $69.94 $103.77 EE & Child(ren) $23.41 $77.30 $114.70 EE & Family $37.17 $110.43 $163.85


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Vision Rates (EyeMed) Plan Name Contributory Voluntary

Employee Only $4.86 $5.64 EE & Spouse $9.23 $10.71 EE & Child(ren) $9.71 $11.27 EE & Family $14.28 $16.57 Life and AD&D Rates (Cigna Group Insurance) Plan Name Plan #1 Plan #2

Basic Life per $1,000 $0.18 $0.18 Basic AD&D per $1,000 $0.02 $0.02 Voluntary Life / AD&D Age‐Banded Disability Rates (Cigna Group Insurance) Plan Name Plan (90 days)

Short Term Disability per $10 $0.13 Long Term Disability per $100 $0.338

Small Church Support Fee (per eligible Full‐Time employee) $20.00

Flexible Spending Account Fee (per FSA participant) $3.70

Continuation of Coverage Fee (per benefit enrolled employee) $0.42

Value Added Programs Available

Employee Assistance Program (EAP) ‐ Cigna Behavioral Health provides employees and their dependents unlimited, 24/7 telephone access to a toll‐free

helpline staffed by Master’s level counselors, included as a part of the group long term disability (LTD) insurance program. Counselors will help employees develop an assistance plan and provide referrals to a professional network of providers. If needed, the employee and his or her dependents may use up to three face‐to‐face sessions per issue with a counselor, financial planner, or legal advisor.

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

Travel Assistance (Secure Travel) ‐ This program provides emergency medical, financial, legal and communications assistance to individuals who travel

domestically and internationally. You have access to a toll‐free customer service center that is available 24/7 and will even accept collect calls.

Will Preparation ‐ Cigna makes it easy for you to take charge of those difficult life and health legal decisions. There are no more reasons

to hesitate planning for the future with Cigna’s online will preparation services. Cigna provides a standard document template at no cost to you.

Flexible Spending Account (FSA) ‐ An FSA (Flexible Spending Account) offers you an easy way to reduce your taxes. When you participate in an FSA, you

are only taxed on the income left over after you have paid certain out‐of‐pocket healthcare and daycare expenses. It allows you to set aside some of your compensation on a tax‐free basis and as you incur expenses during the plan year, you are reimbursed from these accounts.

‐ If the Church currently has a FSA plan, it can remain in place until December 31, 2012. Effective January 1, 2013, the ECO FSA plan must be implemented by the Church.

http://www.cignabehavioral.com/cgi


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Long Term Care (LTC) ‐ Long term care covers a wide range of supportive services provided to those who are not able to care for themselves

due to a chronic illness, disability, or severe cognitive impairment, such as Alzheimer’s disease. We often think long term care is nursing home care, but it is more than that. It comprises home health care, adult daycare, assisted living facilities, and Alzheimer’s facilities.

Grant Assistance Program (GAP) ‐ The Grant Assistance Program is available to the Church to provide benefits for the Pastor and Church Staff

currently enrolled on the BOP medical plan. The GAP programs offers assistance for qualified participants based on availability of funds.

GAP provides resources for the following: 1. Pastoral Premium Assistance ‐ Helps pay premiums for lower income employees 2. Healthcare Hardship Assistance ‐ Helps pay catastrophic claims for the Deductible and Out of Pocket Maximum

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

Wellness ‐ At ECO, we are deeply committed to providing and promoting a culture which encourages health lifestyles and

supports you and your family in your wellness efforts. ‐ For that reason, we are proud to announce that we are offering a wellness program for the 2012/14 plan year.

HealthyYou is an individual‐based program which encourages you to learn, grow and improve your health as well as your quality of life. This wellness program is available to all employees participating in the medical plan.

Worksite Voluntary Plans ‐ The worksite voluntary plans will be available in 2013/2014 plan year and will include: Critical Illness and Accident

Program.

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

The comprehensive web site www.MyECOBenefits.com can be accessed from any computer with internet access. Below is what your portal’s home page will look like when you log in as well as a few tips to help you navigate through the system. It’s easy, fun and full of great information. Check it out today!

First time visiting the Employee Benefit Portal?

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

You will be asked for a login,

Please contact Erin Kautzner for login information.

Erin.kautzner@bsg‐co.com

You are now logged in to the new BenefitsEASY portal.

The BenefitsEASY portal is available for you and your family when you need it

– 24/7, 365 days a year.

mailto:[email protected]




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Benefits Enrollment Overview

ECO is pleased to announce the on‐line Benefit Communication and Open Enrollment Program. This program has been created to ensure every employee has a clear and complete understanding of his or her benefits.

Online enrollment tool benefitsCONNECT® 24/7 web‐based enrollment capability Employees select their benefits through a simple, paperless enrollment

process Manage qualifying event changes throughout the year Save time and money with the efficiency of managing employee

eligibility, elections and payroll connections in one system that provides direct reporting to each Church

Active Employees

All eligible employees must go online at https://www.benefitsconnect.net/eco to: Review your employee demographic information and update as necessary (including dependent data) Add any new dependent information Review your basic benefit programs Select or waive medical, dental and vision benefits For the Dental DMO plan, you’ll need to review the Cigna Provider Directory; you will have to select a primary

dental office Provide and/or update your beneficiary information for the Basic Life and AD&D and Voluntary Life Insurance


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How to Participate in the ECO Employee Health and Welfare Program

Steps Complete

1. Review the ECO Employee Benefits Appendix which is the primary governing document for administration of the Plan

2. Sign, where designated on the Appendix, your Affirmation of Participation

3. Submit to ECO for Church membership acceptance into the ECO

4. Upon ECO notifying, in writing, acceptance of membership

5. Church to complete a Benefit’s Application with its benefit plan elections and acceptance of the Appendix

6. Submit application to ECO for approval

7. Upon ECO notifying, in writing, acceptance of Benefit’s Application

8. ECO Employee Benefit Plan’s administrator; Benefit Services Group (BSG), will contact group to finalize benefits election, plan effective date and assist with the on‐line enrollment process

ECO Service Partners

Benefit Services Group, Inc. (BSG) is your dedicated service partner for handling your employee benefits administration and questions. They are experts in the employee benefits industry, specializing in the on‐line enrollment process and are looking forward to supporting you and your employees as you transition to the ECO Employee Benefits Plan in addition to providing support throughout the year. Contact information for BSG is:

Benefit Services Group, Inc.

Web site: www.benefitservices‐co.com Toll Free: 866‐417‐9931

Contact Title Phone Email

Erin Kautzner ECO Account Manager 719‐314‐3506 erin.kautzner@bsg‐co.com

Tina Neuendorf Executive Vice President 719‐314‐3505 tina.neuendorf@bsg‐co.com

Judy Mackey President and CEO 719‐314‐3502 judy.mackey@bsg‐co.com

2013 ‐ 2014 CHURCH BENEFITS GUIDE BENEFITS …...date healthcare listings visit the Cigna Provider...

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