The Board of Pensions has developed these toolkits to help employers engage with and educate employees about benefits offered through the Benefits Plan of the Presbyterian Church (U.S.A.). Throughout the year, your employees will receive communications from the Board of Pensions and our business partners about important benefits features and with tips for making the most of their benefits. These toolkits provide additional materials you can display and/or distribute to help your employees better understand — and get the most from — their benefits.
Annual enrollment is the time when employees can make changes to their coverage or elect benefits for the upcoming year. Employers can use the materials in this toolkit to engage employees and educate them about the benefits available to them effective January 1.
Call to Health is a well-being initiative for employees and spouses who have medical coverage through the Board of Pensions. It supports health and well-being by focusing on the four dimensions of wholeness: spiritual, health, financial, and vocational.
This toolkit contains materials of specific interest to church employers, including congregations, treasurers, presbyteries, sessions, committees, and synods.
In addition to the disability benefits offered as part of the Death and Disability Plan, two new disability plans will be available for 2021 — the Temporary Disability Plan and the Long-Term Disability Plan. These plans offer employers greater choice and the opportunity to provide this critical financial protection to more employees.
Medical coverage through the Board of Pensions includes participation in the Employee Assistance Plan (EAP) at no cost to the employee. EAP services, provided through Cigna Behavioral Health, are available 24 hours a day, seven days a week, to everyone in a member’s household.
Employers may use this toolkit to help introduce and explain benefits to newly hired employees who join the plan mid-year. These communications are different from those for annual enrollment (late October to mid-November), available in the Annual Enrollment toolkit, linked on this page.
Flexible spending accounts allow employees to set aside pretax dollars to pay for eligible expenses under IRS rules. There are two types of FSAs: healthcare and dependent care. You may offer either, neither, or both. PC(USA) employees are eligible for dependent care FSAs regardless of hours worked, and for healthcare FSAs only if eligible for medical coverage you offer.
The high deductible health plan (HDHP) provides coverage at a lower cost than the PPO and EPO medical options. The health savings account (HSA) is a tax-advantaged account that employees may use to pay certain healthcare expenses, including the HDHP deductible and copayments. You can offer the HSA only to employees who are enrolled in the HDHP, or another HSA-compatible health plan you offer.
The Retirement Savings Plan makes it easy for employees to save on a tax-advantaged basis and offers a path to retirement readiness and financial well-being. Any PC(USA) employee may participate, regardless of hours worked, if their employer offers the plan.
Employers may sponsor one or more tax-advantaged plans to offer employees the opportunity to redirect pretax deductions from their paychecks to pay or be reimbursed for eligible healthcare or dependent care expenses on a tax-free basis. This results in tax savings for employees and employers, which is why the plans are called “tax-advantaged.”
These sample documents and salary reduction agreement (presented as Word documents) are intended to offer assistance to employers that wish to establish and offer these plans. We recommend consulting with your tax adviser when adopting any tax-advantaged plan.
Sample Employee Healthcare Contributions Only Plan (long version)
Sample Employee Healthcare Contributions Only Plan (short version)