CUrrent Employees

PLAN: ASCEND TO WHOLENESS

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 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

      • Work 30+ hours per week /75% of full-time
        Note: Hourly day care/ECEC employees are not eligible for benefits.

Spouses

      • Unemployed
      • Employed but not eligible for health coverage through their employer

Children

      • Biological or legally adopted children of the employee and /or the employee’s spouse
      • Children for whom the employee and/or employee’s spouse are appointed by court order as legal guardian
      • Employee’s stepchildren
      • All such children described above are eligible until they reach age 26
      • Unmarried children age 26 or older who are totally and permanently disabled as defined by the plan

Periods of Enrollment

      • Initial New Hire Period – employee must enroll within the first 30 days following their date of hire or wait until the next open enrollment period, unless a qualifying event occurs.

      Employee is eligible for both health plan options: Accelerate and Access.

      • Annual Open Enrollment – employee must enroll in a health insurance plan for the next calendar year within the open enrollment period which occurs every fall.

      Plan options will depend on your 2021 engagement level. See “Plan Eligibility” for additional information.

      • Special Enrollment Period – employee has 30 days from the date of a Qualifying Life Event to add/remove coverage for eligible spouse and dependents.

      Plan options will depend on your 2021 engagement level. See “Plan Eligibility” for additional information.

      Examples of Qualifying Life Events can include (but is not limited to):

            • Adoption/Birth of a child
            • Marriage
            • Divorce
            • Death of a spouse
            • Loss/Gain of spouse or child’s employment/benefit eligibility

      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 2022

      Accelerate Plan Eligibility

      SEP 1, 2020 – MAR 31, 2021 10,000
      APR 1, 2021– MAY 30, 2021 5,000
      JUN 1, 2021 – JUN 30, 2021 2,500
      JUL 1, 2021 – DEC 31, 2021 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 2021 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
      Family $205.00 $185.00

       

      Continuation of Health Coverage

          • Employee is responsible to ensure all health plan contributions are paid timely via payroll deduction or personal check.
          • During approved unpaid leaves of absence the employee is responsible to ensure arrangements for payment of health coverage has been made prior to taking the leave or within seven (7) business days of the start of approved leave.
          • Employer may provide continued health coverage to a terminated employee and dependents at the time of separation. The assistance may continue: (1) As required by applicable law, or (2) for up to two months from the date of termination, or (3) until the terminated employee obtains health care assistance coverage, whichever occurs first.
            Terminated Employees shall promptly notify the terminating employer if they obtain health care assistance coverage while eligible for assistance under this policy.

      Approved Long-Term Disability & Health Plan Continuation

          • Employee must meet the eligibility requirements under NAD Working Policy.
          • Employee may be eligible to remain on the Conference health plan up to a maximum of 24 months from the first day of elimination period in accordance with NAD Working Policy.
          • Employee must remain current with the monthly Conference health coverage contributions. Delinquent payments will be cause for termination of health coverage.
          • Employee is responsible to maintain open communication with the Human Resources Department regarding health coverage payment plan.

      Informational Material

      Resources

      Medical, Dental Insurance, Vision Insurance

VOYA: GROUP BASIC LIFE

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:

  • $100,000 of coverage for employee
  • $50,000 for spouse
  • $10,000 for each dependent child (under 26 years of age)
  • $750 for stillborn child

Enrollment

Group Basic Life ….NEED TO FINISH

Claim

Contact the HR 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.

Voya Contact Information

Voya Life Claims: PO Box 1548, Minneapolis, MD 55440.
Toll-free: 888-238-4840
Overnight Mailing Address: 20 Washington Ave. So, Minneapolis, MN 55401
Fax: 612-492-0662
Email: Anita Larson, Anita.larson@voya.comAnita.larson@voya.com

FAQ

Are life insurance benefits taxable to the beneficiary?

  • No, life insurance benefits are not taxable, and we do not report life insurance benefits paid to U.S. citizens. However, interest paid on death benefits is taxable and is reported to the IRS.

Does the insurance company accept funeral home assignments?

  • Yes, provided the funeral home assignment is submitted with the life insurance claim, it indicates the amount assigned and is signed by the named beneficiary.

How do I know if I am including the correct enrollment information?

  • The initial and any subsequent enrollment forms/data for contributory coverage needs to be included with the claim submission. The enrollment data must include the amounts of coverage and effective dates. This documentation may be paper enrollment forms or a screen print from a Human Resource administrative system that shows when coverages were initially elected. Beneficiary documentation is also required for all death claims

How long will it take to process the life insurance claim?

  • Our goal is to process the life insurance claim within 5 days from the date we receive all the completed proofs to pay the life insurance claim. Additional time needs to be allowed for the mailing of the payment.

Is a certified death certificate required?

  • We require a certified death certificate for all claims if the death benefit is greater than $250,000. The certified death certificate is the official legal record of death and cannot be easily duplicated; therefore, is a deterrent to fraud. A photo copy of the death certificate is acceptable for claims that are $250,000 or less.

What are the requirements when a beneficiary is a minor?

  • Life Insurance benefits cannot be paid directly to a minor beneficiary. How payment is made depends on the amount that is payable to a minor and in what state the minor resides. Some states allow benefits to be paid under the Uniform Transfers to Minors Act if the amount payable is less than a specified amount. The amount payable is state specific. If the amount payable is greater than allowed under the Uniform Transfers to Minors Act, the person having care and custody of the child will need to obtain Certified Letters of Guardianship for the Estate of the minor child. This is a court issued document and legal representation is usually required. If the court document is not obtained, at the request of the person having care and custody of the minor child, the life insurance benefits can be held with the insurance company until the child reaches the age of majority. To hold the life insurance, we require a written request from the person having care and custody of the 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?

  • Allow the named beneficiary to file a claim. Any questions should be directed to our Life Claims Department.

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?

  • In addition to the other required documents, under the Payment of Proceeds provision, the policy may provide that if there is no eligible beneficiary or if none was named, the insurer pays the life insurance in the following order: 1. Your spouse, 2. Your natural and adopted children, 3. Your parents, 4. Your estate. If the policy does not have this provision or a variation of it, the life insurance is payable to the estate of the insured. 

What is required if a trust is named as the beneficiary?

  • In addition to the other required documents, the trustee of the Trust must complete the Trust Verification form. For more detailed information, please refer to the Trust Verification form available on our web site.

What is required if the estate is named as the beneficiary?

  • In addition to the other required documents, some states allow benefits to be paid under a Small Estate Affidavit if the amount payable is less than a specified amount. This amount is state specific. If the amount payable is greater than allowed under the Small Estate Affidavit, we require a Certified Copy of the Letters of Administration for the Estate of the insured. This is a court issued document and legal representation may be required.

What is the VOYA personal transition account?

  • The Voya Personal Transition Account acts like a checking account. If the amount of the lump sum payment is $5,000 or more, it may be paid by setting up an Account for the beneficiary. For more detailed information, please refer to the Voya Personal Transition Account Supplemental Contract available on our web site.

Why does the insurance company need enrollment information submitted with a death claim?

  • Enrollment information is always needed if the insured person has any coverage that is contributory (in other words, the insured pays all or part of the premium). This usually includes any Supplemental, Optional or Voluntary Life coverage. The insurer needs to determine if proof of good health was required and approved at the time any contributory coverage was elected.

Why does the insurance company need the death certificate that includes manner and cause of death?

  • Cause and manner of death are required to rule out that the death was not the result of a homicide. If the death is the result of a homicide we need to verify that the beneficiary did not cause the insured’s death. State laws prohibit the payment of life insurance to anyone that has caused the death of another person. Some policies also have suicide exclusions, so cause and manner of death is relevant for those claims as well.

Why is the employee’s date last worked required??

  • Under most of our group life insurance plans, an employee must be actively at work to be considered eligible for life insurance. By providing the date last worked, the employer is certifying that the employee was last actively at work on that date. This applies to both employee and dependent claims.

Will the life insurance be paid if the cause of death is the result of a suicide?

  • Please refer to the group certificate booklet. Many of our plans pay for any cause of death. However, some of our plans provide that if the death is the result of a suicide, benefits are not payable if the death occurs during the first or second year the insured or dependent is covered for life insurance.

 

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: LONG TERM DISABILITY

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. 

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?

  • Our policies will allow employees to work part-time while on claim. Typically, an employee will need to have a certain percentage of their earnings lost to disability for a claim to remain active.

How do I know if I would qualify for LTD benefits?

  • If you have been or will be absent from work due to an injury or sickness for more than a month, you should speak to your human resources department. They will be able to help you assess if you should proceed with filing a claim.

What is the LTD benefit?

  • If approved for LTD, the policy will pay a portion of your pre-disability income for as long as you remain disabled or until you reach your normal retirement age.

Who is eligible for LTD?

  • All North American Division full-time employees are eligible.

 

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

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:

  • Pre-Trip Information
  • Emergency Personal Services
  • Medical Assistance Services
  • Emergency Transportation 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:

  • Country and city risk ratings and profiles
  • Health, medical, safety, and security reports per locale
  • Mitigation tips and consulate contacts
  • Information on business conduct, transportation, holidays, currency exchange rates, etc.
  • News and real-time security alerts
  • General travel tips
  • Medical Networks Advisor Search – Powered by Europ Assistance

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

Travel Assistance Information

VOYA: FUNERAL PLANNING ASSISTANCE
VOYA: EMPLOYEE ASSISTANCE PROGRAM (EAP)

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:

  • Confidential Emotional Support
  • Work-Life Solutions
  • Legal Guidance
  • Financial Resources
  • Online Support

Enrollment

To Register, go to www.guidanceresources.com, select “Register” and enter the following:

  • Organization Web ID: MY5848i
  • Company name (first 5 characters): The N
  • Select your company dropdown: The North American Division of the Seventh-day Adv

Contact

Call: ComPsych at 877-533-2363
Online: www.guidanceresources.com

Resources

KETTERING: EMPLOYEE ASSISTANCE PROGRAM (EAP)

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

  • Provides anonymous support, and consultation when unique challenges and stressors emerge from Christian ministry.
  • Provides referrals to local Christian mental health professionals in the phone center.
  • Designed to function as a supplemental EAP to the EAP provided by the Group Basic Life Insurance – ComPsych® Guidance Resources®.

Enrollment

To Register, go to www.ministrycare.org.

Contact
Call: 800-767-8837
Hours: Monday – Friday, 2-5pm & 7-10pm EST (excluding major holidays)
Online: www.ministrycare.org

Resources

About Ministry Care Line

AWC: PROFESSIONAL ENRICHMENT

The Allegheny West Conference (AWC) may assist employees with expenses in continuing education if the requirements below are met.  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.

OHIO BWC: WORKERS COMPENSATION INSURANCE

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:

  1. Obtain first aid and/or emergency medical treatment as needed.
  2. Inform their immediate supervisor and/or the Human Resources Department as soon as reasonably possible.
  3. The immediate supervisor and/or the injured worker will be responsible for submitting a completed First Report of an Injured Worker Form to the  Human Resources Department within one business day of being notified of the injury.
  4. All injuries, no matter how insignificant it may seem, should be officially reported.

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.

First Report – Injured Worker

VOYA: SUPPLEMENTAL LIFE

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 20 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.

Supplemental Life Enrollment form (attach file)

Supplemental Life Summary Plan Description (attach file)

Evidence of Insurability (EOI) Instructions (attach file)

Evidence of Insurability Form (attach file)

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.

Email address for submitting the form: pdservice@voya.com

Fax: (860) 607-5401

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.

Voya Contact Information

Voya Life Claims: PO Box 1548, Minneapolis, MD 55440.

Toll-free: 888-238-4840

Claims: Overnight Mailing Address: 20 Washington Ave. So, Minneapolis, MN 55401

Fax: 612-492-0662

Email: Anita Larson, Anita.larson@voya.com

Retiree Life Claims Customer Service Number: 1-800-556-7614

FAQ

Can an employee with one North American Division institution purchase this insurance for a spouse working at another North American Division institution?

  • Yes, as long as the spouse isn’t purchasing supplemental life insurance themselves. The rule of thumb is: you are either an employee or a spouse, not both.

If both parents are working for a North American Division entity, can both purchase Supplemental Life for their dependent children?

  • No, only one parent can carry the children.

What happens with this insurance if an employee goes on Long-Term Disability (LTD)?

  • There is a waiver of the premium provision in the LTD policy. When completing the LTD application, the supplemental life insurance in force for that employee should be noted in the appropriate section. VOYA will review and send a letter of approval or denial.

 

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: SUPPLEMENTAL AD&D
BEREAVEMENT LEAVE

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:

  • Spouse
  • Parents
  • Stepparents
  • Children
  • Stepchildren
  • Siblings
  • Grandparents
  • Grandchildren
  • In-Laws (Father, Mother, Brother, Sister, Son, Daughter)

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.

FAMILY AND MEDICAL LEAVE (FMLA)

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HOLIDAY

Ten (10) annual holidays with pay are provided by Allegheny West Conference. They are:

  • New Year’s Day
  • Martin Luther King Day
  • President’s Day
  • Memorial Day
  • Independence Day
  • Labor Day
  • Thanksgiving Day and half day before
  • Christmas Eve
  • Christmas Day
  • New Year’s Eve

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.

JURY DUTY

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.

MILITARY LEAVE

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.

SABBATICAL

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SICK LEAVE

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VACATION

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VOTING
REGIONAL CONFERENCE RETIREMENT PLAN

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.

Informational Material