Being God s love with our neighbor in all places

Transcription

1 Benefits Summary 2012 Being God s love with our neighbor in all places 324 University Ave, 3 rd Floor, Syracuse, New York ~ Phone x318 Fax: ~ BenefitsOffice@unyumc.org ~ Webpage:

2 CLERGY BENEFITS COMPENSATION PACKAGE... 2 Minimum Base Compensation Minimum Salary Phase-In Time Off Policy Housing Exclusion Parsonage Value Considerations BENEFIT ELIGIBILITY CHART... 4 Pension Plans: MPP & CRSP... 5 CRSP at a Glance UMPIP Personal Retirement Savings... 9 UMPIP at a Glance COMPREHENSIVE PROTECTION PLAN (CPP) Long Term Disability & Death Benefits CPP at a Glance 2012 Benefit Amounts EARLY INTERVENTION PROGRAM Support for Clergy at Risk for a Disability EIP Highlights GRIEF SUPPORT SERVICES Support and Referral Services Service Plan Highlights HEALTH CARE PROGRAM - HealthFlex EPO Benefit Summary Medco Rx Benefit Summary & Vision Plan Summary Employee Assistance Program UMLIFE OPTIONS - Optional Life Insurance Optional Life Highlights FINANCIAL PLANNING SERVICES - Professional Financial Consultations Ernst & Young Services LONG TERM CARE - Insurance Product Offered by John Hancock LTC Highlights LOCAL CHURCH LAY EMPLOYEE BENEFITS PENSION HEALTH CARE

3 MINIMUM BASE COMPENSATION COMPENSATION PACKAGE A standardized minimum base compensation is established for The Upper New York Annual Conference that requires the following: A minimum base salary of $35,000 for all full time clergy persons. (Less than full time appointments shall receive a base salary pro-rated according to the appointment.) Plus a credential increment based on status as follows: Increment Base Full connection: 10% ($3,500) $38,500 Provisional: 8% ($2,800) $37,800 Associate: 6% ($2,100) $37,100 FT LP completed Course of Study or MDiv 4% ($1,400) $36,400 FT Local Pastor: none (-0-) $35,000 Plus an additional $200 per year for Time in Grade (i.e., number of years in credential level) for up to 15 years. Plus an additional $500 for each additional church on the pastoral charge (over one). No pastor s salary can be decreased as a result of this policy, as long as they retain their current appointment. All churches are encouraged to offer a salary increase of no less than 1.75% for MINIMUM SALARY PHASE-IN Churches/charges where the 2011 Base Compensation is lower than the 2012 Minimum Base Compensation will be given three years to attain each year s Minimum Base Compensation established by Conference, according to this schedule: 2012: Increase by 1/3 of the difference between the 2011 Base Compensation and the 2012 Minimum Base Compensation. 2013: Increase by 2/3 of the difference between the 2011 Base Compensation and the 2013 Minimum Base Compensation. 2014: The full 2014 Minimum Base Compensation will be paid. In addition, full time pastors are entitled to: Housing, pension, health insurance, and utilities TIME OFF POLICY All church staff are entitled to two days off per week for personal time, family time and spiritual renewal, one of which would be a Sabbath day Clergy are entitled to 4 weeks of vacation each year with 5 weeks for those with more than 20 years of service. Full time clergy shall have at least 2 weeks per year of Continuing Education/Spiritual Growth leave (as per & 351.2). Furthermore, once every 2

4 quadrennial period (every four years) there should be one year where an additional month of Continuing Education/Spiritual Growth is undertaken. Full time pastors are encouraged to give a week annually to a Conference camping ministry. There will be no prescribed sick leave for clergy. Short and long term disability will be in place as needed. Time off for part time clergy is negotiated (see other considerations in the Policies Related to Support of Clergy in the UNY Annual Conference) HOUSING EXCLUSION If an exclusion from gross salary, the amount is determined by the pastor If paid as a housing allowance in addition to salary, the amount is determined during the salary package discussions Must be established prior to the first payment of the exclusion Resolution sample is available through the Benefits Office TREATMENT OF PARSONAGE VALUE IN COMPENSATION PACKAGES Clergyperson or Clergy Couple with separate churches, each providing a parsonage Regardless of where the clergyperson or couple lives, each clergyperson s entire compensation will include a parsonage value equal to 25% of gross salary Clergy Couple serving separate churches, living in parsonage provided by one of the churches with no parsonage offered/available from the other church Only the clergyperson serving the church which provides the parsonage will have the parsonage value (25%) added to salary 3

5 CLERGY BENEFIT ELIGIBILITY CHART 2011 CLERGY STATUS CRSP Pension UMPIP Pension CPP Death & Disability HealthFlex Eligibility Cost Eligibility Cost Eligibility Cost Eligibility Cost Full Local Church Full Time Y 14.5%CB O Y 2% CB Y ½ to ¾ time Y 14.5%CB O O 2% CB N ¼ time Y 14.5%CB O O 2% CB N $11,400 Associate Local Church Per eligible clergyperson Full Time Y 14.5%CB O As determined Y 2% CB Y O 2% CB N If enrolled: ½ to ¾ time Y 14.5%CB O ¼ time Y 14.5%CB O by the O 2% CB N Additional Probationary Local Church partici- Personal Full Time Y 14.5%CB O pant; Y 2% CB Y Contribution ½ to ¾ time Y 14.5%CB O before- O 2% CB N Single-$1,272 tax or Two person- $2,400 ¼ time Y 14.5%CB O O 2% CB N after-tax; Family-$3168 Probationary local church % of CB Full Time Y 14.5%CB O Y 2% CB Local or $ church amount decision ½ to ¾ time Y 14.5%CB O O 2% CB N ¼ time Y 14.5%CB O O 2% CB N Local Local Church Full Time Y 14.5%CB O Y 2% CB Y Part time or Student Y 14.5%CB O N N Incapacity Leave Y if elig. For CPP benefit; Conf. Pays N N Y if already enrolled; Conf. Pays Family, Personal or Transitional Leave N N O clergy pays Y if already enrolled; participant pays Sabbatical Leave Y Defined Benefit N O one year; Conf. Pays actual premium (not blended rate) only Appointed to Attend School N N O two years; Conf. Pays 12 months continuation Extension Ministry except as Conference Staff N N N 12 months continuation Y = Yes N = No O = Optional CB = Compensation Base (salary + housing) 4

6 MINISTERIAL PENSION PLAN (MPP) (for service from 1/1/82 to 12/31/2006) Accrued contributions are on account at the General Board of Pension & Health Benefits for distribution upon retirement in the form of a partial lump sum distribution and/or annuitized benefit. CLERGY RETIREMENT SECURITY PROGRAM (CRSP) (effective 1/1/2007) CRSP is a retirement plan administered by the General Board of Pension & Health Benefits. It is a church plan in accordance with the Internal Revenue Code. ELIGIBILITY clergy member of conference full time, part time or student local pastor under episcopal appointment clergy person of another denomination if not covered by another pension plan ENROLLMENT There are no salary requirements to be enrolled in CRSP eligibility is determined by Benefits Officer upon receipt of Notice of Appointment Form and enrollment form is sent from the Conference office enrollment form with participant portion completed is returned to the Conference office for processing into the GBOPHB and Conference invoicing system enrollment is confirmed and plan documents sent by GBOPHB THE PLAN There are two forms of benefit: (1) Defined Benefit (2) Defined Contribution Benefits are available upon: normal retirement at age 65 or with 40 years of service early retirement at age 62 or with 30 years of service retirement with 20 years of service (after reaching age 62) mandatory retirement at age 72 upon termination of membership, within certain guidelines 5

7 The distribution of the Defined Benefit is based on the annuity options available at the time of retirement and the number of years of service (since 1/1/2007) under the plan. The years of service are multiplied by 1.25% (0.0125) of the Denominational Average Compensation in effect at the time of retirement to arrive at the annual benefit. The monies accrued in the Defined Contribution account may be distributed in a lump sum, partial lump sum or through cash installments. Distribution can also be deferred. CONTRIBUTIONS Contributions will be determined by the Compensation Base, which is the sum of cash salary, housing exclusion (furnishings) and parsonage value/housing allowance. Example: Cash Salary $45,000 Furnishings 3,000 Salary Subtotal $48,000 Parsonage Value (25% of salary subtotal) 12,000 Church Contribution into CRSP DIRECT BILLINGS Compensation Base $60,000 Church pays 14.5% of Compensation Base; 3% goes into the Defined Contribution Account in UMPIP and the remainder pre-funds the Defined Benefit annuity. Salary information is recorded in the Conference Office when received from the District Superintendent Conference Office generates a monthly billing to the church for pension and CPP (if applicable), based on the calculated annual contribution All payments must be made on a church check to satisfy federal regulations When payment is not made, arrearage notices are sent to both the pastor and the treasurer; District Superintendent is notified and they are responsible to make contact with the church if the arrearage is not satisfied 6

8 At-a-Glance Clergy Retirement Security Program The Clergy Retirement Security Program (CRSP) is an Internal Revenue Code section 403(b) retirement plan administered by the General Board of Pension and Health Benefits of The United Methodist Church the largest denominational pension fund in the world. It is designed to provide you with one element of your overall retirement portfolio. The Clergy Retirement Security Program (CRSP) is a retirement program that offers: security through a defined benefit (DB) component that gives you lifetime retirement income, and flexibility through a defined contribution (DC) component that provides you with an account balance you can access as your retirement needs require. Eligibility You are eligible to participate if you are a clergy member or local pastor under Episcopal appointment to a conference, church, charge, district or conferencecontrolled entity or unit and you are receiving compensation. CRSP Features You are automatically enrolled by your plan sponsor. The DB component provides a monthly retirement benefit that is calculated using the following formula: 1.25% x Denominational Average Compensation (DAC) at retirement x years of credited service* after 12/31/06 12 You will have various DB payment options when you retire. Every month, your annual conference contributes 3% of your compensation to your DC retirement account. Your DC account earnings and contributions grows tax deferred until you withdraw your money. The DC component provides convenient distribution options when you are eligible to access the money in your account balance including a lump-sum distribution, partial distributions or a series of regular payments called cash installments. (continued on back) Caring For Those Who Serve CRSP At a Glance 3412/121509

9 At-a-Glance Clergy Retirement Security Program (continued from front) The DC account balance can remain in the plan until the later of participant retirement, termination or attainment of age 70½. There are annual cost-of-living increase options for retirees. Participants receive on-demand and quarterly account statements. Account information is accessible through the Web site ( and Interactive Voice Response (IVR) system ( ). Representatives are available from 8:00 a.m. to 6:00 p.m., Central time, Monday through Friday at Investment Assistance The General Board offers two services that can help you select investments for your DC account: LifeStage Investment Management Service is an investment tool that selects a mix of General Board funds for your retirement account(s) based on your age, risk tolerance and other factors. This service is available at no cost to you. Ernst & Young Financial Planning Services may be available to assist you with financial planning and investment needs. For more information about LifeStage and Ernst & Young Financial Planning Services, please visit * Reduced for less than full-time appointments. Clergy reported as being appointed less than one-quarter-time, will not receive defined benefit credited service. For periods of service as a bishop, final compensation substitutes for DAC. Caring For Those Who Serve CRSP At a Glance/CRSP/3412/121509

10 UNITED METHODIST PERSONAL INVESTMENT PLAN (UMPIP) ELIGIBILITY All appointed clergy may participate in UMPIP The salary-paying unit must be on record with the GBOPHB as a Plan Sponsor Participation in UMPIP is not required ENROLLMENT Eligible clergy will be provided a Before Tax or After Tax Contribution Agreement Form. Enrollment effective date, terms and amount of contribution should be recorded and the form signed by the pastor and treasurer or other church representative. Pastor may contribute a percentage of compensation or a flat dollar amount. Agreement must be in place prior to the withholding of contributions. One copy should be retained by the pastor, and the original should be on file with the church. Send a copy of the aforementioned Agreement Form to the Benefits Officer and the information will then be submitted on-line to the General Board. Federal law now requires that withheld contributions be made promptly, so the GBOPHB is strongly recommending that these contributions be deposited within 15 business days following the end of the month in which the contributions were withheld. Late contributions are subject to the additional payment of investment earnings by the salary-paying unit. Re-enrollment must occur when a pastor changes appointment; a new agreement form must be filed, as described above. CONTRIBUTIONS Made through Before-tax contributions Made through After-tax contributions Transfers or rollovers from other 403(b) plans Billings will come from the GBOPHB on a monthly basis and must be paid to them on a church check If participating, minimum monthly contributions are $10; maximum contributions are regulated by IRS codes Changes to the contribution amounts should be handled in the same manner as enrollments 9

11 INVESTMENTS AND ELECTIONS BENEFITS Upon initial enrollment, UMPIP election kits are mailed to participants by the GBOPHB, which will ask you to make choices related to the investment accounts into which you wish to deposit funds There are seven investment funds to which you can contribute; information on each will be provided in the election kit or online at Distribution options are offered to you or your beneficiary: If you reach age 59-1/2 or retire If you terminate your employment If you become disabled If you die before you retire Hardship Loans are available if you have certain major financial needs; you will pay your account back with interest. Hardship Withdrawals are available when you have exhausted other financial resources; this is a taxable distribution 10

12 At-a-Glance United Methodist Personal Investment Plan The United Methodist Personal Investment Plan (UMPIP) is an Internal Revenue Code section 403(b)(9) retirement plan administered by the General Board of Pension and Health Benefits of The United Methodist Church (General Board) the largest denominational pension fund in the world. UMPIP is designed to provide one piece of your overall retirement portfolio. Ernst & Young Financial Planning Services offers valuable investing and financial planning guidance.this program is available at no charge this year to: active participants with an account balance, surviving spouses with an account balance, and retired and terminated participants with an account balance of at least $10,000. If you are eligible for this unique program, just call Ernst & Young directly at between 9:00 a.m. and 8:00 p.m., Eastern time, Monday through Friday. You are eligible immediately to participate if your employer sponsors the plan. Participation for plan sponsor contributions begins once you meet the eligibility requirements established by your plan sponsor. Plan Features Convenient before-tax and/or after-tax contributions (flat dollar amount or percentage, up to Internal Revenue Code limits) Plan sponsor may contribute matching contributions or a percentage of your eligible compensation to your account* Accepts eligible rollovers from most retirement plans and IRAs Plan sponsor contributions may be subject to a vesting schedule Participant directs the investment of both personal and plan sponsor contributions among various investment fund options Access to the LifeStage Investment Management Service at no cost Hardship loans and withdrawals Age 59½ and rollover account withdrawals Distribution available upon termination, disability, retirement or death Lump-sum, partial lump-sum or cash installment distribution options Required minimum distributions must begin April 1 of the calendar year following the calendar year you reach age 70½ or the year in which you retire, whichever is later On-demand and quarterly account statements Access to account information through the Web site ( and the Interactive Voice Response (IVR) system Representatives available to answer calls from 8:00 a.m. to 6:00 p.m., Central time, Monday through Friday * Contribution rates may vary from employer to employer Caring For Those Who Serve UMPIP At-a-Glance/UMPIP/3272/051310

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14 ELIGIBILITY UNY CONFERENCE BENEFITS INFORMATION COMPREHENSIVE PROTECTION PLAN (CPP) The conditions on the chart reflect the automatic eligibility provided by the Plan Document as well as Special Arrangements approved by the UNY Conference Board of Pension & Health Benefits. FT at LC or Conf. Staff 3/4 Time* 1/2 Time* 1/4 Time* Attend School* Sabbatical* Voluntary Leaves* Below 60% of DAC* Full Members Y Opt. Opt. Opt. Opt. (1 yr.) Opt. (2 yr.) Opt. N Associate Members Y Opt. Opt. Opt. Opt. (1 yr.) Opt. (2 yr.) Opt. N Provisional Members Y Opt. Opt. Opt. N Opt. (2 yr.) Opt. N Local Pastors Y N N N N N N N Other Denomination Y N N Y N N N N ENROLLMENT THE PLAN Part time and student local pastors are not eligible for CPP Upon eligibility, clergy will be enrolled by the Benefits Officer provided that the pension enrollment process is complete CPP provides death and disability benefits for its participants. Disability: If granted incapacity leave and enrolled in CPP, the benefit is equal to 70% of compensation at the time of disability, less any SS benefits CPP will make contributions to your pension account while disabled There is a waiting period and a pre-existing condition clause Death Benefit: $50,000 for actives, 30% of DAC for retired clergy DIRECT BILLINGS 2% of Compensation Base will be billed to churches with eligible and/or optionally enrolled clergy. This will be included on the monthly benefits invoice. 13

15 At-a-Glance Comprehensive Protection Plan The Comprehensive Protection Plan (CPP) provides death, longterm disability and other survivor benefits for you and your family. The plan is administered by the General Board of Pension and Health Benefits of The United Methodist Church. Generally, you are eligible to participate in CPP if your conference or salary-paying unit sponsors the plan and you satisfy the eligibility requirements which include full-time episcopal appointment and plan compensation equal to or greater than 60% of the Denominational Average Compensation or the Conference Average Compensation, whichever is less. There may be special arrangements for other individuals. Other eligibility rules may apply. Plan Features Benefits are payable upon the death of an active or retired participant, his or her spouse or surviving spouse, and his or her children under age of 19. Benefits also may be payable for a child over the age of 19 if the child was disabled prior to age 19, or if the child was receiving a surviving child educational benefit. Supplemental benefits for surviving spouses may be available upon the death of an active participant. Educational benefits for surviving children may be available upon the death of an active or retired participant. Comprehensive disability benefits include: monthly benefit payments, annual increases, continued retirement contributions, rehabilitation and vocational services, and assistance with application for Social Security disability benefits. For additional information, please review the CPP summary plan description. Caring For Those Who Serve CPP At a Glance/3092/102406

16 Caring For Those Who Serve 1901 Chestnut Avenue Glenview, Illinois Benefits Amounts for the Comprehensive Protection Plan The 2012 Denominational Average Compensation (DAC) is $62,781. The following information generally describes the benefit amounts payable under the terms and conditions of the Comprehensive Protection Plan (CPP) to eligible participants and their beneficiaries. For more information about the terms of CPP, please see the CPP Summary Plan Description available at Although all efforts have been made to ensure the accuracy of this document, in the event of a discrepancy between this document and the CPP Plan Document, the plan document always governs. Active Participant Death Benefits Payable upon the death of an eligible active participant in 2012: $50,000 payable in 12 monthly installments or one lump sum Annual surviving spouse annuity benefit of $12, (20% of the DAC), less the annuity benefit payable from the Clergy Retirement Security Program (CRSP) and other Church-related sources Annual surviving child benefit of $6, (10% of the DAC) payable in 12 monthly installments 1 Annual surviving child educational benefit of up to $12, (20% of the DAC) payable in equal installments 2 Retired Participant Death Benefits Payable upon the death of a retired participant in 2012: $18, (30% of the DAC) payable in one lump sum Annual surviving child benefit of $6, (10% of the DAC) payable in 12 monthly installments 1 Annual surviving child educational benefit of up to $12, (20% of the DAC) payable in equal installments 2 Spouse Death Benefit Payable upon the death of a spouse of an active or retired participant in 2012: $12, (20% of the DAC) payable in one lump sum Surviving Spouse Death Benefit Payable upon the death of a surviving spouse of a deceased active or retired participant in 2012: $9, (15% of the DAC) payable in one lump sum Child Death Benefit 3 Payable upon the death of a child of an active or retired participant in 2012: $6, (10% of the DAC) payable in one lump sum Disability Benefits The disability benefit equals 70% of plan compensation for the plan year in which the first payment is effective, with plan compensation capped at 200% of the DAC. The disability benefit is reduced by any disability benefits payable under the Social Security Act 4. Eligible participants receiving CPP disability benefits may also receive retirement plan contributions. A contribution equal to 3% of compensation (as defined by CRSP) will be credited, in monthly installments, to the participant s CRSP defined contribution account. Notes: 1 Ages 17 and younger. Benefits are paid through the month in which the child attains age Ages 18 through 24 and attending school full-time. Half of the annual benefit may be paid if the child is attending a secondary school. If the child enters a post-secondary institution of higher learning prior to age 18, the post-secondary educational benefit may become effective at that time. 3 Ages 18 and younger, ages 19 and older if dependent upon the participant or upon the surviving spouse of the participant due to a behavioral or physical disability that existed prior to age 19, or ages 24 and younger and receiving a surviving child benefit 4 Other reductions may apply as determined by the General Board of Pension and Health Benefits. 3992/093011

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18 EARLY INTERVENTION PROGRAM This is a resource put in place by the General Board to support participants in the early stages of a physical or emotional condition. ELIGIBILITY Participants enrolled in the Comprehensive Protection Plan (CPP) THE PLAN District Superintendent recommends using EIP to Clergy when they see key or significant changes in: Performance of pastoral duties Interactions and personal relationships Leadership and administrative style Personal life EIP provides a single entry point for short-term condition coaching and case management support CONTACT Encourage Participants to call EIP at , prompt #2 GRIEF SUPPORT SERVICES Short-term counseling services and referrals to other available services are offered online and by telephone. Support and referrals are free, confidential and available 24 hours a day, seven days a week. ELIGIBILITY Participants enrolled in the Comprehensive Protection Plan (CPP) and their dependents THE PLAN Program resource, referral and support services for assistance with: Depression, anxiety and stress Funeral arrangements Financial and legal issues Participant pays only for the services used as a result of referrals Director of Ministry Support includes information on this program in correspondence related to the recent death of a participant or spouse CONTACT Encourage Participants to call , prompt #1 and prompt #1 again 17

19 Taking Care of Yourself Early Intervention Program for CPP and UMLifeOptions Participants You Are Used to Helping Others More than anyone, you are aware that a healthy spirit, mind and body contribute to an abundant life. But you are busy reaching out to others and rarely find time for yourself. Because of this and the demands of your role, it would be natural for you to ignore the signs and symptoms of a potential physical or emotional health problem. When Something Is Just Not Right Perhaps you know a pastor or other individual who is usually energetic and eager to promote the Church s mission, but who now lacks focus and is not able to follow through with scheduled activities and commitments. Has the individual s physical appearance changed significantly? Have the individual s physical abilities changed significantly? Is it difficult for him or her to engage in or sustain meaningful conversations or interactions with church members? Does this typically patient person now become easily frustrated? Has he or she been absent from work for a notable period of time due to a physical or emotional issue? You may notice these challenges in others, but if you were experiencing them yourself, where would you go for help? The Early Intervention Program Is Here to Help The Early Intervention Program (EIP) provides telephone support and guidance, to help you address potentially disabling physical or emotional issues and to minimize their impact on your mission and ministry. The EIP is provided at no cost to you. It is available to all participants in the Comprehensive Protection Plan (CPP) and to those enrolled for disability benefits through the UMLifeOptions Lay Long-Term Disability and Life Insurance Plan. Your participation in the EIP is voluntary and is not a prerequisite for making a claim for long-term disability benefits. (continued) Caring For Those Who Serve EIP for CPP & UMLifeOptions Participants/3567/020209

20 Taking Care of Yourself Early Intervention Program for CPP and UMLifeOptions Participants Support You Can Expect Your EIP representative will periodically follow up after the initial call to check on the status of your condition and determine if further guidance or resources are necessary. You will work with the same person the person who understands your condition and is dedicated to giving you the help you need. Telephone support for your initial and follow-up calls can include: assessment and evaluation of symptoms; information about the most appropriate treatment for the condition; personalized support and coaching, including action plans for stay-at-work or return-to-work interventions; collaboration between you and your care provider(s); referral to the Employee Assistance Program (EAP), including supports to help you balance work and personal issues, emotional health counseling and pastoral consultations; and guidance to other health and wellness services. Make the Call It is difficult to care for others when you have not taken care of yourself. If you think you are experiencing a physical or emotional issue that is preventing you from being or doing your best, take the first step toward getting help. Simply call Unum s confidential, toll-free EIP line at , select 1, then select 1 again and a certified EIP case manager will help you. More than anyone, you are aware that a healthy spirit, mind and body contribute to an abundant life.

21 Caring For Those Who Serve Grief Support Services The grief that follows the loss of a loved one can be overwhelming. The General Board of Pension and Health Benefits (General Board) can help you with resources and support during this difficult time. The General Board s Grief Support Services combine the features of the Employee Assistance Program (EAP) and the WorkLife Services Benefit Program to help you through everyday challenges and more serious problems. The services are confidential, free 1 and available 24 hours a day, seven days a week; they are offered to participants and surviving spouses for up to 12 months from the date of death. Program resource, referral and support services include assistance with: depression, anxiety and stress, funeral arrangements, child and elder care concerns, financial problems 2, legal issues 3, substance abuse, relationship issues, problems in the workplace, and home maintenance problems. 1 Support and referrals are free; you pay only for the services used as a result of provided referrals (e.g., childcare, housekeeping services, etc.). There is no cost for initial financial or legal consultations. 2 Financial assistance with budgeting, debt and other financial issues, includes a 60-minute consultation with an accredited financial professional (per issue) at no charge to you, with ongoing services provided at discounted fees. 3 Legal assistance, includes a 30-minute consultation with an attorney (per issue) at no charge to you, with ongoing services provided at discounted fees. Connecting to the Services Short-term counseling services and referrals to other available services are offered online and by telephone. (Up to eight free, face-to-face counseling sessions are allowed per occurrence with unlimited support by phone.) When calling in, please reference the General Board s Grief Support Services and/or The United Methodist Church. Call Toll-Free: Select prompt 1 Select prompt 1 again Or logon to: Access Code: GBOP Grief Support Services Flier/3609/033108

22 Strategies to Cope with Grief Grief is a normal but painful response to the loss of a loved one it is a very personal experience. Try to keep in mind there is no right or wrong way to grieve, but there are helpful strategies that may ease your loss. Make Time Work for You While grieving you may experience decreased appetite, difficulty sleeping, frequent crying, difficulty concentrating, anger and/or a sense of isolation. These symptoms will pass with time. During the process of grieving, it is important to acknowledge your thoughts, emotions and changes in your behavior recognize your feelings and talk about them. Solitude vs. Community Solitude can be an important element of the grieving process. It is, however, important to balance solitude with community. Try to maintain as much of your routine as possible. Keep your usual contacts. You might want to ask friends and family to call you at scheduled times (e.g., once a week; three or six months after your loss; or on an important date that you anticipate may be difficult for you). Attend to Your Own Needs It is important to get the rest and nourishment that you need. While normal sleep and eating habits may take some time to return, try to eat small meals regularly and sleep at night. Avoid using drugs or alcohol to numb difficult thoughts and feelings. Ask for Practical Support Most people want to be helpful, but they may not know what to do or how to reach out to you. Don t be afraid to ask for help. Ask for assistance with childcare, grocery shopping, housekeeping and other tasks that may seem burdensome especially in the early stages of your grief. Avoid Making Life-Changing Decisions Give yourself some time to adjust to your loss before you make other significant changes in your life (e.g., investing, moving and job decisions should wait). Maintain Hope Grief is a process. Over time, you will progress through your grief. As painful as grief is, it may change you in unpredictable, but meaningful ways. Try to maintain a sense of hope.

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24 HEALTH CARE PROGRAM The conference-sponsored health care program will be insured by Blue Cross Blue Shield of Illinois in partnership with the General Board of Pension and Health Benefits through a program called HealthFlex. Administrative policies are determined by the Conference Board of Pension and Health Benefits, in compliance with policies set by the General Board. ELIGIBILITY Clergy under full time episcopal appointment to a local church; churches pay blended rate of $11,400 in 2012 for each eligible clergyperson. Persons must be enrolled for five years immediately preceding retirement in order to have coverage in retirement; or at first eligibility when enrolled less than five years prior to retirement date. ENROLLMENT BENEFITS Upon receipt of Notice of Appointment Form, the Benefits Officer determines eligibility and will forward enrollment information, OR Requests for enrollment can be made by the Pastor to the Conference Office Enrollment must occur when first eligible, or during the month of November for a January 1 effective date, or when there is a change in status Enrollment form must be completed by the participant and returned to the Conference Office within 25 days of eligibility A Summary of Benefits is provided with the enrollment packet; comprehensive information is available on the HealthFlex/WebMD website ID card also acts as a prescription card with a three-tier co-payment made at the pharmacy Pharmacy Plan has a mandatory mail order program for maintenance drugs and strongly encourages the use of generics DIRECT BILLINGS Monthly premium of $950 per eligible clergy person billed to church or churches based on their sharing percentage Invoices are mailed by the conference office to churches monthly, in advance of the coverage period 23

25 RETIREE PREMIUM TO LOCAL CHURCHES In 2012 the Upper New York Conference will continue to support part of the cost of providing health insurance to its retired clergy through use of reserve funds and participant contributions The remaining financial support for the cost of retiree health care is billed to all of the local churches in the conference using a proportional method that mirrors the shared ministry formula. 24

26 BCBS EPO PLAN OPTION D Plan Feature Primary Care Physician Office Visits Primary care physicians: internists, general practitioners, family practitioners, obstetricians, gynecologists and pediatricians. Therapies: Covered therapies are physical therapy, Participating Provider Benefits Only $30 co-payment per visit, then plan pays 100% $30 co-payment per visit, then plan pays 100% occupational therapy and speech therapy. Specialist Office Visits $50 co-payment per visit, then plan pays 100% Allergy injections only, plan pays 100% Preventive Care Well Child Benefits (Under age 16) Well Adult Benefits (16 and Over) - Office visit Mammograms, pap smears, prostate exam, blood work and colorectal screening for cancer. Outpatient Diagnostic Services and Treatment Physician office Hospital, independent lab and x-ray facility Outpatient Services/Ambulatory Surgery Includes surgery in the physician s office. Inpatient Hospital Care Emergency Care In participating or non-participating physician s office Hospital emergency room Urgent care, facility or outpatient facility Ambulance (medical emergency) Maternity Care/Physician Charges Alternative Therapies: licensed chiropractors massage therapists, acupuncture and naprapaths. Combined $1,000 year maximum Hearing Benefit Hearing aids Every 24 months Plan pays 100% Plan pays 100% Plan pays 100% $30 co-payment if PCP, then plan pays 100% $50 co-payment if specialist, then plan pays 100% No charge, plan pays 100% $500 co-pay per admission then plan pays 100% $750 co-pay per admission then plan pays 100%; Copayment waived if participant is readmitted within 30 days for same condition $30 co-payment if PCP, then plan pays 100% $50 co-payment if specialist, then plan pays 100% $200 co-payment, then plan pays 100% $100 co-payment, then plan pays 100% No charge; plan pays 100% $30 co-payment for first visit to confirm pregnancy, then plan pays 100% $30 co-payment, then plan pays 100% $50 co-payment, then plan pays 100% 50% up to $500 per ear $50 co-payment, then plan pays 100% Exam This summary highlights some of the features of this benefit plan. The controlling terms and conditions of the benefit plan are contained in the plan documents, policies and the HealthFlex Benefit Booklet (collectively, the Documents ) maintained by the General Board of Pension and Health Benefits. If there are any conflicts between the information in this summary and the terms of the Documents, the terms of the Documents shall control. 25

27 MEDCO PHARMACY PLAN Plan Feature Annual Deductible Annual Out-of-Pocket Maximum Retail Pharmacy Generic Preferred brand name 1 Participating Pharmacy Benefits Only $100 per person up to $200 per family $2,500 per person up to $5,000 per family Participating pharmacy retail co-payment: 30-day maximum supply $10 $20 Non-preferred brand name 1 $35 Medco by Mail Service Medco by Mail service co-payment: 90-day maximum supply Generic $20 Preferred brand name 1 $50 Non-preferred brand name 1 $88 1 Patient is required to pay the generic co-payment plus the difference in cost between the generic and brand name drug, when the brand name is chosen and a generic is available. MENTAL HEALTH PROVISIONS & EMPLOYEE ASSISTANCE PROGRAM Managed Mental Health Network Non-Network* Employee Assistance Eight visits at 100% coverage Program (EAP) with pre-certification N/A Outpatient 100% after $15 co-payment Mental Health: 60% coinsurance Chemical Dependency: 60% coinsurance Inpatient Mental Health: 100% Chemical Dependency: 100% Penalties Apply for Non-Notification Mental Health: 60% after $300 copayment per admission Chemical Dependency: 60% up to after $300 co-payment per admission Additional services available through United Behavioral Health, include: Legal Assistance Financial Services Adult/Elder Support Services Child/Parenting Support Services Life Learning Support Services Chronic Condition Support Services There is no limit on the use of these services. VISION BENEFITS PROVIDED BY VSP Network Plan Feature Participating VSP Provider Benefit Annual Exam $20 copayment Prescription Glasses $20 copayment Contacts No copayment; one set annually ADDITIONAL BENEFITS: MEDICAL REIMBURSEMENT ACCOUNT (Flexible Spending) WEIGHT WATCHERS DISCOUNT OF 50% OFF MULTI-WEEK PROGRAM FEES 26

28 UM LIFE OPTIONS The Optional Life Insurance Plan provides eligible participants (Clergy on CPP) with the opportunity to purchase life insurance for themselves, their spouse and dependent children. This insurance would be in addition to life insurance coverage the participant receives through CPP. Participant can select coverage from a number of death benefit options Portable when a participant retires, is terminated, or becomes ineligible Accelerated death benefit in the event of a terminal illness Billed direct to participant by Unum Insurance FINANCIAL PLANNING SERVICES Free, professional financial planning services are offered to participants of the General Board of Pension & Health Benefits retirement plans by Ernst & Young. Unlimited access to a financial planner in 2012 Planners educated in General Board retirement plans Objective advice on educational expenses, retirement planning, debt management, home ownership, taxes, estate planning No products are sold by Ernst & Young planners LONG TERM CARE INSURANCE Long Term Care Insurance is offered through John Hancock to participants of General Board benefit plans and their extended families. Services covered include: Nursing Home Care Alternative Care facilities such as assisted living and hospice Community based professional care Informal care in your home PREMIUMS Group rates Billed directly to participant by JH Obtain more information on the John Hancock website at A user name and password are required, and available through a customer service representative at

29 PENSION LOCAL CHURCH LAY EMPLOYEE BENEFITS 2008 Book of Discipline, Para g(12) states that the PPRC shall recommend 100% vested pension benefits of at least 3% of compensation for lay employees who work at least 1040 hours per year UMPIP is available to local churches for this purpose Local churches can utilize other options HEALTH CARE Lay employees working 30 hours per week or more may enroll in HealthFlex Local Church must sponsor but it can require anywhere from 0 to 100% of premium be paid by the employee Premiums are based on the actual premium charged to the Conference by HealthFlex, not the blended rate charged for clergy Plan benefits are the same as the active clergy plan 28