Overview
The Allegheny West Conference offers a choice in healthcare plan benefits to eligible employees and their eligible dependents; spouses (under certain plan provisions) and dependent children (includes step-children).
Ascend to Wholeness offers two health plan options: Accelerate and Access. Both plans provide integrated wellness and care-coordination benefits. The Plan encourages your engagement in wellness activities. Ascend to Wholeness provides access to biometric screenings, wellness assessments, personalized health coaching, a wellness portal, and many educational tools.
The Accelerate Plan offers the best benefits at the best value in exchange for your engagement and accountability with your health and wellness. See “Enrollment” for eligibility requirements. This plan encourages active wellness program participation, plus offers reimbursement opportunities for the popular lifestyle programs including CHIP and Weight Watchers.
The Access Plan provides market-competitive, quality benefits. Participation in the activity-based wellness program is not required and there is a higher financial commitment by members. If an employee and/or their covered spouse does not complete the points required for the Accelerate plan, both of you will only be eligible for the Access plan for the following year.
Eligibility
Employees
Spouses
Children
Periods of Enrollment
Employee is eligible for both health plan options: Accelerate and Access.
Plan options will depend on your 2022 engagement level. See “Plan Eligibility” for additional information.
Plan options will depend on your 2022 engagement level. See “Plan Eligibility” for additional information.
Examples of Qualifying Life Events can include (but is not limited to):
Plan Eligibility
Accelerate Plan – This plan requires that employees and covered spouses (not children) already participating in the plan, complete the requirement of 10,000 activity points to be eligible for the Accelerate plan the following year. If you are hired after April 1 (or have a life changing event and the opportunity to move to the Accelerate Plan) there is a prorated points system to follow:
Employee Joins the Plan | Activity Points for 2023
Accelerate Plan Eligibility |
AUG 1, 2021 – MAR 31, 2022 | 10,000 |
APR 1, 2022– MAY 30, 2022 | 5,000 |
JUN 1, 2022 – JUN 30, 2022 | 2,500 |
JUL 1, 2022 – DEC 31, 2022 | 0 |
Access Plan – Participation in the activity-based wellness program is not required and there is a higher financial commitment by members. If an employee and/or their covered spouse does not complete the points required for the Accelerate plan, both will only be eligible for the Access plan for the following year.
Monthly Contributions
Your contribution (payroll deduction) rates for 2022 are listed below:
Coverage Tier | Accelerate Plan | Access Plan |
Employee Only | $95.00 | $75.00 |
Employee + Spouse | $165.00 | $145.00 |
Employee + Children | $200.00 | $180.00 |
Employee + Family | $205.00 | $185.00 |
Continuation of Health Coverage
Approved Long-Term Disability & Health Plan Continuation
Informational Material
Resources
Medical, Dental Insurance, Vision Insurance
Overview
The Wellness portal is where you can enter, track, and manage your points activities. You can also find your biometric screening results, and take your wellness assessment.
Link
Eligibility
This is an employer-paid benefit. Active full-time employees, their spouses, and dependents are eligible as defined in the Health Care Assistance Policy.
Benefits
Each employee has:
Claim
Contact the human resources department to file a claim for this coverage.
Termination
Basic Group Life Insurance has a provision to convert your current coverage, or a lesser amount of the face value, to an individual policy without requiring Evidence of Insurability (EOI). To convert, you must submit a completed Life Conversion Information Request form to VOYA (ReliaStar Life) within 31 days of your retirement/term date. There is a minimum conversion amount of $10,000.
Contact your human resources department to obtain the required forms.
Contact
Contact the human resources department to file a claim for this coverage.
FAQ
Are life insurance benefits taxable to the beneficiary?
Does the insurance company accept funeral home assignments?
How do I know if I am including the correct enrollment information?
How long will it take to process the life insurance claim?
Is a certified death certificate required?
What are the requirements when a beneficiary is a minor?
What happens if the insured person is divorced at the time of death and the insured’s former spouse is named as the beneficiary?
What if the insured person has not named a beneficiary or the beneficiary has pre-deceased the insured person and there is no contingent beneficiary?
What is required if a trust is named as the beneficiary?
What is required if the estate is named as the beneficiary?
What is the VOYA personal transition account?
Why does the insurance company need enrollment information submitted with a death claim?
Why does the insurance company need the death certificate that includes manner and cause of death?
Why is the employee’s date last worked required??
Will the life insurance be paid if the cause of death is the result of a suicide?
The benefits described on this website are managed and/or provided by Adventist Risk Management,® Inc. These are the employer-provided and voluntary benefits available for employees of the Seventh-day Adventist® church based in the United States. Adventist Risk Management,® Inc. works with Adventist Church employers to provide these benefits for their employees.
Eligibility
The Long Term Disability (LTD) benefit per NAD Working Policy (Y 33 20) requires a minimum of 35 hours per week.
Benefits
After a 90-day elimination period income is replaced at 66.67 percent to a maximum of $6,000 per month. Refer to your Policy Booklet for specific elimination period and income replacement percentage.
File a Claim
Contact your human resources department to file claims for this coverage.Â
How to Buy
This is an employer-paid benefit. Employees enrolled in Group Basic Life are also enrolled in Long-Term Disability Insurance.
Contact
Contact the Human Resources department for more information.
FAQ
Can I work part-time and still receive benefits?
How do I know if I would qualify for LTD benefits?
What is the LTD benefit?
Who is eligible for LTD?
The benefits described on this website are managed and/or provided by Adventist Risk Management,® Inc. These are the employer-provided and voluntary benefits available for employees of the Seventh-day Adventist® church based in the United States. Adventist Risk Management,® Inc. works with Adventist Church employers to provide these benefits for their employees.
Voya Travel Assistance offers you enhanced security for your leisure and business trips. You and your dependents will have toll-free or collect-call access to the Voya Travel Assistance customer service center or access to the services provided on the website 24 hours a day, 365 days a year – from anywhere in the world. Voya Travel Assistance services are provided by Europ Assistance USA, Bethesda, MD.
Eligibility
This service is provided at no charge to employees, spouses, or dependents covered by Group Basic Life Insurance.
Benefits
When traveling more than 100 miles, VOYA Travel Assistance offers you and your dependents four types of services:
The GardaWorld Travel Security Portal features information and tools to support travelers before and during their trips abroad. The site contains real-time destination-based health, security and travel-related information including:
How to Buy
This benefit is free for employees who are covered by Group Basic Life Insurance provided by your employer.
Contact
In the US, toll-free: 800.859.2821
Worldwide, collect: 202.296.8355
Email: ops@europassistance-usa.com
Visit Online: https://travelsecurity.garda.com
Contract Number: 17372020
Resources
Available to employees who are covered for group life insurance through their employer. Funeral Planning, Will Prep, and Concierge Services are provided by Everest Funeral Concierge.
Eligibility
Everest can be used to plan a funeral for an employee; a spouse or domestic partner; parents of an employee, spouse or domestic partner; or an employee’s dependents up to age 26.
Services
Pre-planning services
At-need services
Enrollment
To create an online profile and use Everest’s planning tools, visit everestfuneral.com/voya
1. Enter your email address and your employer’s name
2. Create a password and complete your online profile
3. Access “Planning Tools”
If you do not have access to a computer, Everest advisors are available 24/7 by calling 1-800-913-8318.
Contact
Questions? Call 800-913-8318
Group Name: North American Division of SDA
Group Number: 67807-4
Your ComPsych® Guidance Resources® program offers someone to talk to and resources to consult whenever and wherever you need them.
Eligibility
The Employee Assistance Program (EAP) is provided at no charge to employees, spouses, or dependents covered by Group Basic Life Insurance.
Benefits
ComPsych® GuidanceResources® provides 24/7:
Enrollment
To register, go to www.guidanceresources.com, select “Register” and enter the following:
Contact
Call: ComPsych at 877-533-2363
Online:Â www.guidanceresources.com
Resources
Ministry Care Line, a service of the Kettering Counseling Care Center, offers church professionals and their immediate family members, confidential access to the spiritual and emotional support a qualified Christian phone consultant can provide.
Eligibility
The Employee Assistance Program (EAP) is provided at no charge to full-time employees, spouses, and dependents.
Benefits
Enrollment
To register, go to www.ministrycare.org.
Booking
1. To book an appointment, go to www.ministrycare.org.
2. Click on the “BOOK YOUR APPOINTMENT” icon.
3. Once you are here, enter your best email and then the CODE: aw1844
4. After that, follow the steps and book an appointment or get online right away with the professional on duty from.
Would you like to know more? Here is a video showing how the new telehealth platform will work explained in less than 2 minutes:
Contact
Call: 800-767-8837
Hours: Monday – Friday, 2-5pm & 7-10pm EST (excluding major holidays)
Online: www.ministrycare.org
Resources
The Allegheny West Conference (AWC) may assist employees with expenses in continuing education if the requirements below are met. Â All requests should be submitted in writing for approval to the Human Resources Department.
1. The instruction must apply directly to the employee’s job performance.
2. The instruction must be given by a recognized, reputable institution of learning.
The AWC may pay the cost up to a maximum of $350 yearly, upon evidence of satisfactory completion of the course, based on receipts submitted.  Per diem for lunch expense is to be reported on the employee’s worker’s report.
The Allegheny West Conference (AWC) provides Worker’s Compensation insurance for all employees and volunteers. Worker’s Compensation insurance provides compensation for medical treatment related to a work-related injury or illness. For employees it also provides wage replacement in the amount of 66 2/3% of average weekly earnings for any wages lost while under the care of a physician for a work-related injury or illness.
Medical claims approved and paid by the Worker’s Compensation insurance need not be reported to the worker’s major medical insurance.
Any salary continuation payments issued by the Worker’s Compensation carrier for exempt (salaried) employees of the AWC should be returned to the AWC for any period during which the employee received full remuneration from the AWC.
In the event of a work-related injury or illness the worker should:
Time off due to a work-related injury or illness may be coordinated with the provisions of the Family and Medical Leave of Absence (FMLA) Policy.
To report an injury or illness, contact the Human Resources Department at hr@awconf.org or 614-252-5271 ext. 120 | 122.
When a death occurs in the immediate family, all regular full-time employees may take the equivalent of (1) one week off with pay to attend the funeral or make funeral arrangements. The pay for time off will be prorated for a regular, part-time employee.
One week consists of four (4) days for employees normally working a four-day work week and five (5) days for employees normally working a five-day work week.
Immediate family members are defined as:
Additional Time Off: The Conference understands the deep impact that death can have on an individual or a family. Therefore, special circumstances will be given consideration by the Conference officers. Additional time off may be granted for up to (1) one additional week if the employee is the one handling the business affairs of the deceased.
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Ten (10) annual holidays with pay are provided by Allegheny West Conference. They are:
Office Staff
When a holiday falls on Friday, the previous day, is allowed as well. When the holiday falls on Sabbath, the previous Friday is allowed, and when the holiday falls on Sunday, the following Monday is allowed.
The office closes during the period between Christmas Eve and New Year’s Day. Employees will be notified prior to that time period confirming the approved official days.
Part time Staff
Employees are paid on a pro-rated basis for the above holidays.
All Staff
Any leave taken beyond the above days is to be counted as part of the annual vacation.
Regular full and exempt part time employees of the Allegheny West Conference who are called for jury duty will continue to receive their full remuneration and allowances for a maximum period of two weeks per calendar year, provided that any compensation received for services as a juror is given to the Allegheny West Conference. Jury duty beyond two weeks will be unpaid unless required by Law.
The Allegheny West Conference supports those who serve in the armed forces and the National Guard to protect our country. In keeping with this commitment, and in accordance with state and federal law, employees who must be absent from work for military service are entitled to take a military leave of absence. This leave will be unpaid. During this unpaid leave, employees are entitled to use applicable paid time off (accrued vacation time or personal days).
Employees who are called to military service must tell their supervisors and the Human Resources Department as soon as possible that they will need to take military leave. An employee whose military service has ended must return to work or inform the Conference that he or she wants to be reinstated. The employee will be reinstated to the position he or she would have held if continuously employed, as long as the employee meets the requirements of federal and state law.
The Human Resources Department will work with the employee at the time of request for a military leave of absence to outline the terms for continuing any applicable employee benefits while on leave and also on reinstatement criteria based on federal and state laws for the state in which the employee works.
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On an election day, employees who are registered and eligible to vote are allowed up to two hours of paid time off, either at the beginning or end of the workday, in order to make it to the polling locations to cast their votes. Prior to an election day, employees must let their direct supervisor know in writing if they plan to come in late or leave early, so they can cast their vote.
Employees are not eligible for the paid time off if their normal workday allows three or more hours of non-work time between the opening/closing of the polls and the time when they are required to be at work.
Voting time must be notated on the employee’s worker’s report/timesheet.
Eligibility
This is an employee-paid benefit. You are eligible to purchase this coverage if you are an active employee within the North American Division working a minimum of 19 hours per week.
Benefits
You can purchase coverage from $10,000 up to $750,000 in increments of $10,000 as approved by Voya.
Enrollment
Supplemental Life can be purchased at any time by any employee who works a minimum of 19 hours per week.
If you are a new hire, you must elect and sign the enrollment form within 30 days of hire. You can elect up to $250,000 (Guaranteed Issue Amount) in increments of $10,000. You are not required to complete an Evidence of Insurability (EOI). If Supplemental Life election is greater than $250,000, an EOI is required.
If electing outside of your 30-day new hire window period, you are required to complete an EOI for any amount elected.
The premium cost will be deducted from your payroll.
Claim
Contact the HR department to file a claim for this coverage
Termination
Non-Retiree: Supplemental life has a provision to port your current coverage, or a lesser amount of the face value, without requiring Evidence of Insurability (EOI). To port, you must submit a completed Term Life Continuation Request form to VOYA (ReliaStar Life) within 31 days of your termination date. The maximum portability amount is $500,000 with a minimum of $10,000.
Retiree: Supplemental life has a provision to port your current coverage, or a lesser amount of the face value, without requiring Evidence of Insurability (EOI). To port, you must submit a completed Retiree Life Insurance Enrollment Form to Selman & Company within 31 days of your retirement date. There is a maximum continuation amount of $250,000 with a minimum of $10,000. Keep in mind that due to age reductions, benefit amounts reduce to 65% of the original coverage kept at age 70 and to 30% at age 75. The premium will also reduce.
Contact your human resources department to obtain the required forms.
Contact
Contact your human resources department to file claims for this coverage.
FAQ
Can an employee with one North American Division institution purchase this insurance for a spouse working at another North American Division institution?
If both parents are working for a North American Division entity, can both purchase Supplemental Life for their dependent children?
What happens with this insurance if an employee goes on Long-Term Disability (LTD)?
The benefits described on this website are managed and/or provided by Adventist Risk Management,® Inc. These are the employer-provided and voluntary benefits available for employees of the Seventh-day Adventist® church based in the United States. Adventist Risk Management,® Inc. works with Adventist Church employers to provide these benefits for their employees.
Eligibility
You are eligible to purchase this coverage if you are an Adventist Church organization employee within the North American Division working a minimum of 19 hours a week. Coverage may be elected at any time during eligibility.
Benefits
If eligible, you can purchase coverage in the following amounts as requested by you and approved by VOYA:
$10,000 to $500,000 for the employee
100% or less of the employee amount for spouse
$10,000 to $25,000 each for dependent children
Claim
Contact your human resources department to file claims for this coverage.
How to Buy
Eligible employees may buy this coverage through your employer. Payment is deducted from your payroll after taxes. Contact your human resources department to learn more.
Contact
Contact your human resources department to learn more about this product.
FAQ
· Can I get coverage if I have a health problem?
· Yes. There is no medical underwriting or medical exam required to purchase AD&D insurance.
· Do I need AD&D insurance?
· While you may have life insurance, AD&D insurance provides extra benefits such as loss of a limb or loss of sight. AD&D is a cost-effective way to cover expenses resulting from accidents.
· Do the rates increase over time?
· No. Unlike some life insurance plans, your rate will not increase just because you get older. However, rates are not guaranteed for the life of the plan. Rates can be increased by the carrier.
The mission of the Regional Conference Retirement Plan is to provide a reasonable retirement for denominational employees who have made Herculean sacrifices throughout their working lives. The resources for the Plan are derived from the bounty God’s people have faithfully placed into the storehouse. These willing workers are also part and parcel of the faithful members who have given their lives, time and talent to the cause of God.
Church work requires faithfulness and an expectation of modest pay. The laborers of this vineyard are not seeking “loaves and fish”, yet, they labor with joy and the unique sense of fulfillment that comes with Christian service. Since their reward is not monetary alone, when the time comes for them to lay down their burdens after a life of joyful sacrifice, normal living should not be strenuous. Our mission remains the fulfillment of this worthy objective.