Human Resources Benefit Administration Manual

Third Edition January, 2009

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TABLE OF CONTENTS

LAY EMPLOYEE ....................................................................................................................... 3 Eligibility for Health Insurance……………………………………………………….......3

HEALTH INSURANCE…………………………………………………………………………3 2008 Medical Benefits at a glance…………………………………………………………...5 Plan Features.......................................................................................................................... 6 Pharmacy Benefit………………………………………………………………………….....6

Mail-order Prescription Service ............................................................................................ 7

CONTRIBUTION REQUIREMENTS FOR HEALTH COVERAGE .................................. 7 Clergy Rates............................................................................................................................ 7 Lay Employee Rates................................................................................................................ 7

CONTINUATION OF COVERAGE.......................................................................................... 8 MENTAL HEALTH COVERAGE............................................................................................. 9 EMPLOYEE ASSISTANCE PROGRAM ................................................................................. 9 FLEXIBLE SPENDING ACCOUNT (FSA) ............................................................................ 10

Health Care FSA................................................................................................................... 10 Dependent Care FSA ............................................................................................................ 10

VISION SERVICE PROGRAM................................................................................................11 DENTAL INSURANCE............................................................................................................. 11 LIFE INSURANCE .................................................................................................................... 12 PENSION PLAN FOR LAY EMPLOYEES............................................................................ 13 2008 CLERGY ELIGIBILITY REQUIREMENTS................................................................ 15 CONFERENCE BILLING INFORMATION………………………………………………...16 CONTACTS AND WEBSITES………………………………………………………………..17 FORMS………………………………………………………………………………………….18

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FLORIDA CONFERENCE OF THE UNITED METHODIST CHURCH

LAY EMPLOYEE

Eligibility for Health Benefits

• Lay employees must work at least 30 hours per week and be employed for 30 days

to be eligible for health or dental insurance. • To enroll new lay employees, the church must contact the Conference Human

Resources Office within 15 days of hire date. Health insurance coverage would begin on the 1st day of the month following 30 days of hire.

• Health insurance is a pre-tax payroll deduction item for those who enroll for 2009. • Dental insurance (which is optional) is pre-tax payroll deduction item for those who

enroll for 2009. • IRS Section 125 regulations (which enables premiums for health and dental insurance

to be withheld from payroll as a pre-tax item), requires that pre-tax payroll deductions continue through the calendar year unless there is a qualifying change in family status (such as marriage, divorce, childbirth, death, etc.) This means that once enrolled, the participant must remain on all plans selected – including heath insurance, dental insurance, medical reimbursement, and dependent care reimbursement for the entire plan year of 2009. Participants will be unable to cancel or change their plans unless proof of a qualifying change in status is provided.

* Full-time, appointed, intenerating clergy are eligible for health and dental insurance on the first day of their appointment. Enrollment for new clergy will be handled through the Conference office. HEALTH INSURANCE Our health insurance plan in 2009 is provided through United Healthcare (UHC). The plan contains several separate types of benefits:

1. Medical Insurance 2. Mental Health Coverage 3. Vision Service Program 4. Medco Health Solutions (Pharmacy benefit)

The UHC plans provides comprehensive coverage, low out-of-pocket costs and extensive provider networks. The Choice Plus plan is a Preferred Provider Organization (PPO). Choice Plus allows the use of out-of-network doctors and will pay 70 percent of the cost, but deductibles will apply. The Conference has a 30 day waiting period before your health insurance becomes effective. If you choose to enroll in health insurance – your coverage will take effect on the 1st of the month

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following completion of 30 days of employment. If you choose not to enroll, your next opportunity to enroll in the Conference health plans will be during the annual open enrollment period which usually occurs in the fall with insurance coverage taking effect the following January 1st. Annual open enrollment is the only time you can change your benefits during the plan year— January 1 through December 31 — unless you experience a change in status as defined by the Internal Revenue Service (IRS) and Health Insurance Portability and Accountability Act (HIPAA). Examples of status changes include marriage, divorce, birth of a baby, and beginning or ending employment. You must notify the Conference within 30 days of the event to make a change to your benefits affected by the change. For example, if you have a baby, you must enroll him/her in your medical plan within 30 days of birth, or you will be unable to enroll him/her until the next open enrollment period. The Conference HR & Benefits office must be notified to record the change in coverage and to update the billing statements for your local church. A dependent child may be covered on your health insurance plan up to the age of 25 if they are a full time student.

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2009 Medical Benefits at a Glance

Percentages shown are the coinsurance amount you pay after you meet the deductible. Out-of-network coinsurance is based on reasonable and customary (R&C) charges determined by the plan.

United Healthcare Choice Plus

In-Network1

Choice Plus

Out-of-Network1

Deductible $500 Individual; $1,000 Family

$1,000 Individual; $2,000 Family

Annual out-of-pocket maximum

2

$2,250 Individual; $4,500 Family

$4,500 Individual; $9,000 Family

Physician services

Office visits $20 co-pay 20% after deductible7

Specialists $35 co-pay 20% after deductible

Urgent care $50 co-pay 20% after deductible

Emergency room

(Waived if admitted)

$100 co-pay $100 co-pay

Lab/X-Ray

$35 co-pay lab/ X-Ray; 20% for

CT/PET/MRI/Nuclear Medicine after

deductible

30% after deductible

Ambulance (Medically necessary) 20% after deductible 20% after deductible

Hospital services

Inpatient $250/day co-pay (max. 3 days)

30% after deductible

Outpatient 20% after deductible

30% after deductible

Home health services3 20% after deductible 30% after deductible

Skilled nursing facility3 20% after deductible 30% after deductible

Chiropractic5 $35 co-pay 30% after deductible

Vision Exam6 $20 co-pay 30% after deductible

Pharmacy Prescription – Prescription Drug List (PDL); 31-day supply

$50 individual deductible

$100 family deductible

$50 individual deductible

$100 family deductible

Tier 1 (Generic) $10 co-pay $10 co-pay

4

Tier 2 (Brand) $25 co-pay $25 co-pay4

Tier 3 (Non-preferred $40 co-pay $40 co-pay4

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Brand)

Mail-order Prescription Service – Prescription Drug List (PDL); 90-day supply

Tier 1 (Generic) $20 co-pay N/A

Tier 2 (Brand) $50 co-pay N/A Tier 3 (Non-preferred Brand)

$80 co-pay N/A 1. Prior notification required on certain services 2. Doctor office visits and prescription drug co-pays do not apply to the out-of-pocket maximum 3. 60 visits per calendar year maximum 4. You pay your co-pay plus the difference between what the non-network pharmacy charges and the amount UHC would have paid to a network pharmacy 5. Twenty-four (24) visits per calendar year maximum 6. One visit ever other calendar year 7. No benefits for preventive care

Plan Features

Network Both plans use the same extensive network of physicians, hospitals, and other health care providers.

Open Access Both plans offer open access—you don’t need to select a primary care physician (PCP) or get referrals to specialists. • If you enroll in the Choice plan, you must use network providers. • You have the freedom to use any provider—the Choice Plus plan covers out-of-network services, but you will pay more.

OUT-OF-NETWORK CAUTION Choice Plus: You will pay a higher percentage of coinsurance based on reasonable and customary charges.

www.myuhc.com Register for UHC’s personalized health and wellness on-line tools and access a variety of services, information, and resources to help you get the most from your benefits.

Pharmacy Benefit Each of the UHC plans also includes a pharmacy benefit through Medco. While there are some differences on the co-pay, each plan works essentially the same. If you are prescribed a generic drug you will have the lowest co-pay. If you are prescribed a name brand drug that is on the list (called a formulary) of approved drugs you will pay slightly higher co-pay. If you are prescribed a name-brand drug that is not on the formulary, you will pay the highest co-pay, but still less than the full price of the drug. However, not all drugs are covered under this third tier of coverage and those non-covered drugs will be at full retail cost. A cost-effective way to purchase maintenance medications is through Medco’s mail order program. If you take a daily prescription drug, you can reduce your cost by purchasing the medication using mail order. The prescription must be written at least as a 90-day supply.

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Stretch Your Health Care Dollars with Generic Savings

In-network Retail Pharmacy (31-day supply) Co-pay

Tier 1: Generic—lowest cost $10

Tier 2: Brand $25

Tier 3: Non-preferred Brand $40

Save up to $30 or more on a generic prescription

Generic drugs are FDA-approved and may be just as effective as brand-name drugs. Talk to your doctor to see if a generic drug is right for you.

Mail-order Prescription Service If you or a dependent takes medicine for an ongoing condition, like high blood pressure, you pay just two retail co-payments for a 90-day supply when you use the mail-order service—in other words, you get 30 days of medication at no cost. CONTRIBUTION REQUIREMENTS FOR HEALTH INSURANCE Clergy Rates Churches/extension ministries are required to pay to the Florida Conference the blended rate of $839 each month for the clergy and the clergy’s portion of the health benefits.

Example: The church will be billed: $839 blended rate per month $96 clergy single rate OR $236 clergy family rate (The church must deduct pre-tax the $96 single rate or $236 family rate from the clergy’s paycheck)

Lay Employee Rates Churches/extension ministries are required to remit to the Florida Conference the entire premium billed to the church for their lay employees. The health, dental, and FSA accounts are to be deducted from your employee’s paycheck as a pre-tax deduction. The life insurance is an after-tax deduction. Rates are same for all health insurance plans (Choice, Choice Plus and Options PPO). The premium differs only on the number of participants covered under the plan.

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The lay employee rates for 2009 are: Employee only $545 Employee plus on dependent $964 Employee plus family $1318

A WORD OF CAUTION: If the church/extension ministry decides to pay a portion of the lay employee’s health insurance premium, they must do the same for all the lay employees that are eligible for health benefits. You may set up the cost sharing arrangements a bit differently for the hourly and salary employees. However, all full time eligible employees must be given the same opportunity to elect health benefits in which the church will participate. The church/extension ministry may determine on an annual basis their contribution to the cost of the health premiums and the employee would be responsible for the remaining balance. The cost sharing of premiums should be a written policy for your employees. CONTINUATION OF COVERAGE Under certain circumstances, health benefits coverage may be allowed to continue. A “church plan” is not required to follow ERISA requirements relating to continuation of coverage, known as COBRA, but does allow continuation of benefits under certain strict criteria as outlined below. In all cases, the Plan Administrator will have the final determination of allowing continuation. Note: Premiums for clergy on a voluntary leave of absence will be at the lay employee rate. Clergy

1. Voluntary leave of absence – up to nine months of continued health coverage. 2. Involuntary leave of absence – up to nine months of continued health coverage. 3. Family leave of absence – 12 weeks of continued health coverage 4. Maternity or paternity leave (limited to one-quarter of a year) – 12 weeks of continued

health coverage. 5. Sabbatical leave (limited to one year leave of absence) 12 months of continued health

coverage. 6. Transitional leave for deacons in full connection who are between appointments (limited

to one year leave of absence) will be given nine months of continued health coverage. 7. Incapacity leave:

a. On approved CPP disability benefits – health coverage continues as long as approved for CPP disability benefits and paid by the Florida Conference as stated in the CPP adoption agreement.

b. Not approved for CPP disability benefits – nine months of continued health coverage.

Under certain strict circumstances, lay employees who loose their health benefits coverage may continue their coverage for up to a period of nine months, provided election is made within 60 days of termination or qualifying event. No extension of the 60-day election shall be granted. If an employee leaves the church for reasons other than gross misconduct, the employee may continue their Conference health insurance coverage for nine months at their own expense. If the

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employee intends to continue coverage, they must notify the Florida Conference in writing and pay the premiums according to the premium schedules. Failure to pay premiums in a timely manner may result in termination of benefits. If an employee’s dependent becomes ineligible for coverage under the health insurance plan (i.e., divorce, no longer a full time student), they may continue coverage up to nine months at their own expense. It is the church’s responsibility to notify the Florida Conference when an employee terminates employment and is participating in one of the Conference’s health insurance plans. Failure of notification to terminate health insurance may result in the church paying for the terminated employee’s health insurance premiums. Mental Health Coverage This type of coverage is provided through United Behavioral Health (UBH). In order to utilize this coverage the participant must first call UBH to receive pre-authorization. To maximize this benefit the participant will want to use a UBH network provider. However, services are available out-of-network but at a higher cost than in-network services. Prior to seeing a provider or using any mental health or substance abuse services call UBH for authorization at 800-788-5614. Employee Assistance Program Everyday life can be quite a scramble as you juggle work and personal responsibilities, not to mention the unexpected problems that occasionally pop up. To help you manage the competing time demands and stress of today’s 24/7 world, the Florida Conference has partnered with United Behavioral Health to provide you and your family with an Employee Assistance/Work Life Program (EAP) called Working Solutions. Just one toll-free phone call is all it takes to reach and experience EAP professional who will consult with you and recommend the right information, resources an support you need to improve life at home and at work. You may also continue to receive up to eight free in-person counseling sessions per separate issue, per member living in your household and including a student away at college. You do not need to be enrolled in the United HealthCare health insurance plan to take advantage of this benefit. Anyone at the Florida Conference or working at the local United Methodist Church may take advantage of this benefit. When you contact UBH, please identify yourself as being with The Florida Conference of the United Methodist Church. In addition, the clergy will continue to have access to a pastoral consultation service. This benefit provides clergy with the necessary tools in counseling people in their local churches and communities. Clergy must call 800-842-2869 for the pastoral consultation service. Your EAP delivers, at no cost to you, a full range of expert services to help you live and work well. For example, the program can help you find:

• Professional counselors for help in dealing with emotional concerns like job stress, anxiety or problems with dugs and alcohol.

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• Financial advise • Assistance with frustrating legal issues. • Ways to sharpen communication techniques and develop other useful job skills • And much more

The EAP also gives you free access to www.liveandworkwell.com an interactive website that delivers a host of useful work and wellness resources right at your fingertips. The access code for this website is FLUMC. You will find interactive learning programs, planning calculators, search for community resources, download health and wellness articles, and much more. To put the EAP to work for you, call 1-800-788-5614. Your EAP is available 24 hours a day, everyday. All calls and use of services are kept completely confidential. Flexible Spending Account (FSA) Discovery Benefits is our vendor for the flexible spending accounts. A flexible spending account (also known as medical reimbursement account) is a way to use pre-tax dollars to pay for two types of expenses. It can be used for medical expenses or for dependent care expenses. The participant determines at the beginning of each calendar year how much s/he might spend in either or both of these areas and then elects to have that amount withheld from his/her wages on a pre-tax basis. Why you should enroll in a Flexible Savings Account • Pre-tax election allows you to reduce your taxable income • Pay for medical or dependent care expenses with pre-tax dollars • Debit card makes it easy to pay for eligible expenses

You will be able to pay for certain eligible expenses like co-pays and deductibles with a United Healthcare FSA debit card. The card works like any other stored value card. Just one card handles expenses for Health Care FSA and Dependent Care FSA. Also, the card makes it easy to keep track of your balance. • Contributions to FSA accounts DO NOT carry over from year to year. • You must re-enroll in FSA’s each year if you want to continue contributions. • You cannot stop participation in an FSA unless you have a status event which allows you

to end your contributions before the next annual enrollment period. • You can sign up for direct deposit and have your reimbursements deposited directly into

your bank account. Health Care FSA Your health care FSA account can be used for eligible health care expenses (medical, dental, vision) that are not covered by another plan, such as: • Office visit, prescription or hospital co-pay/coinsurance • Eye glasses, exams, contacts • Eligible dental services (deductibles, co-pays)

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• Over-the-counter medications, such as pain relievers, antacids, allergy and cold/flu medications

• The maximum amount you can contribute annually to a Health Care FSA is $5,000. • The Health Care FSA can be used for dependent health care expenses even if you do not

cover them on the Conference’s health plan Dependent Care FSA The Dependent Care Flexible Spending Account will reimburse you (with pre-tax dollars) for eligible child care expenses to care for children under age 13; or dependents of any age who are not capable of taking care of themselves. Covered expenses are those that enable you (and your spouse, if married) to work. The maximum amount you can contribute annually to a Dependent Care FSA is:

• $5,000 if you are single or married and filing jointly • $2,500 if you are married and filing separately

The Federal Treasury Department and IRS will allow employers to modify flexible spending account arrangements. The deadline for reimbursement of qualified 2007 health care expenses (not covered by a Conference-sponsored health plan) has been extended to March 15, 2008. Previously, participants were required to "use-it-or lose-it", when it came to their FSA funds, by the end of the calendar year. This new rule allows participants to continue using remaining 2008 funds for two-and-a-half months into the following year for expenses incurred in 2009. However, the final deadline of March 30, 2009 still stands as the last date to submit claims for expenses incurred in 2008. VISION SERVICE PROGRAM Standard Vision Program offers the most comprehensive prevention, examination and prescription programs available. The Standard Vision Program is part of your medical plan and includes routine vision exam (including refraction), as well as Preferred Pricing on eyeglasses and contact lenses. To find participating providers call 1-800-203-4317 or visit myuhc.com and click on the “uhcvision” link. DENTAL INSURANCE Our Conference dental insurance will be administered through COMPBENEFITS. It is important to note that once you sign up, you must continue in the program unless there is a life changing event. If you choose to cancel, you will still be responsible for the cost for the plan for the remainder of the year. There are two options in the dental plan: Plan C5150 – DHMO Plan Shenandoah Plan D – Indemnity

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• Option one, the CS150 Plan, is a managed care plan. This works like an HMO for dental insurance. You select a provider from the network list and that is whom you go to for your dental work. If you need a specialist your primary dental provider will refer you to someone in the network. If you use someone outside the network there is no benefit.

• Option two, the Shenandoah Plan D, is an indemnity plan. It works on a scheduled reimbursement basis. You can go to any dental provider and then you submit your receipts for reimbursement.

LIFE INSURANCE Our health insurance plan also contains a life insurance benefit through Cigna. It provides a $10,000 death benefit for those who are less than age 65, a $5,000 benefit for those from age 65 to 69, and a $2,500 benefit for those who are age 70 and older. If you enroll in health insurance you will automatically be enrolled in life insurance. Minnesota Life - Life and AD&D Insurance Minnesota Life offers participants the opportunity to purchase Life and Accidental Death and Dismemberment (AD&D) insurance. Coverage is available for active clergy and lay employees and their immediate family members. Newly hired employees, who are benefit eligible, can purchase the guaranteed coverage amount without Evidence of Insurability (EOI) if they enroll within 31 days of employment. If enrollment occurs after that time period – the employee will have to supply EOI for any coverage elected. • Employees must purchase life insurance on themselves in order to obtain coverage for

spouse or children • Premiums are very competitive • AD&D is optional with coverage equal to life volume or greater • Basic coverage is guaranteed issue • Higher volumes will require Evidence of Insurability (EOI) • Clergy and full-time lay employees working at least 30 hours per week are eligible • Clergy/lay employee coverage amounts:

$50K, $100K, $150K, $200K, $250K ($100K is guaranteed issue amount)

• Coverage for Spouse is: $25K $50K $75K $100K ($25K is guaranteed issue)

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• Coverage for Children is: 5K $10K Guarantee issue for either amount

• Children are eligible up to age 19 (25 if full-time student) PENSION PLAN FOR LAY EMPLOYEES Eligible lay employees may participate in the United Methodist Personal Investment Plan (UMPIP). 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, the largest denominational pension fund in the world. The UMPIP is available to each employee to make personal contributions in place of or above what the employer (local church) contributes. This contribution must be made on a salary reduction basis. The contribution you make to UMPIP is taken out of your paycheck before taxes are calculated. This results in a lower taxable salary for you. You will not pay taxes on these contributions until you collect them in retirement. You can also make contributions to the UMPIP on an after-tax basis. Taxes on your salary are calculated and then the contribution is deducted from your wages. You pay no taxes on these contributions at the time of retirement, but you will owe taxes on the investment earnings. You may begin making personal contributions effective the first of the month following your hire date. To make a personal contribution to UMPIP your church must complete and submit the adoption agreement for United Methodist Personal Investment Plan to the GBOPHB. Once the church is participating in the UMPIP then the employee will need to complete an enrollment form indicating how much you want deducted and whether it is to be a before or after tax contribution. You can decide to contribute a specific dollar amount or a percentage of your salary. The deduction remains in effect until you change it by completing a new form. On May 7, 2004 General Conference approved the Lay Employee Pension Plan. At the 2004 Annual Conference, it was recommended that all churches elect to have their lay employees participate in the pension plan through the General Board of Pension and Health Benefits (GBOPHB). However, for a number of reasons, many local churches have chosen not to have their employees participate in the pension plan. Many of these hourly employees have given most of their working lives to the Church but face retirement with no Church-provided benefits. In reality, they are working for an organization that provides pension benefits to some workers (the clergy) but not for others. To set up a pension plan for your employees, you must complete and submit the adoption agreement for United Methodist Personal Investment Plan to the GBOPHB. The pension plan through the GBOPHB has a number of plan design options and will determine how they will administer the plan on behalf of your eligible lay employees. The church may choose to make contributions to the employee’s pension fund with a matching or non-matching contribution from the employee. (See Adoption Agreement for details). A pension plan is a shared responsibility and recognizes Church, government, and employee responsibility for retirement security.

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Florida Conference Guidelines for Clergy

Vacation, Continuing Education and Renewal Leave

Time for vacation, continuing education and formational renewal are extremely important in the life of every person involved in professional ministry. There must be times for recreation, study and re-centering in each clergy person’s life. The Cabinet of the Florida Conference of The United Methodist Church adopts these guidelines for clergy and churches as a way of encouraging clergy to be living a balanced life in ministry. The guidelines that are listed below are for all full-time clergy – licensed local pastors, probationary, deacons, probationary elders, associate members, deacons in full connection and elders. The guidelines may also be useful to churches in establishing policies for lay professional workers. Vacation All full-time clergy shall have four weeks of vacation time in each annual conference year (July 1 through June 30). Unused vacation time does not accrue from year to year. Continuing Education In accordance with ¶351.2 of the 2004 Book of Discipline, each full-time clergy shall have at least one week in each annual conference year for a program of continuing education and spiritual growth. And, once per quadrennium each full-time clergy shall have at least one month for a program of continuing education and spiritual growth. These times of continuing education are not to be considered as vacation time. Renewal Leave In accordance with ¶351.3, a clergy person who has served at least six years in a full-time relationship may request a formational and spiritual growth leave of up to six months while continuing to hold an appointment. Such requests must be approved by the staff-parish relations committee, the church council and the district superintendent. Days Off It is important for clergy to have a regular time away each week. Each clergy is encouraged to establish a schedule that includes at least one day a week, and preferably two, in which the clergy is not involved in the duties of clergy. Such days off should be scheduled so that the congregation and the staff will know when such days are to occur. Consultation with the Staff-Parish Relations Committee and the Superintendent All leave times, including the establishment of regular days off, should be done in consultation with the Staff-Parish Relations Committee. For extended times away, the district superintendent should also be consulted.

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The following chart is a guide for the clergy benefits and the minimum salary requirements for health insurance purposes.

2009 Clergy Eligibility Requirements

Benefits Available to Clergy

Probationary Elder/Elder/FTLP/

Probationary Members/ Associate Member

Student Local Pastor

Supply Pastor

Deacon At Local

Church

**Retired Clergy

and Deacons

Part time

Local Pastor

***Clergy at Extension Ministries

*Comprehensive Protection Plan X X Clergy Pension Plan X X X X X X

Health Insurance At Blended Rate X

X (see min. req.)

Health Insurance at Lay rate X X

Health Insurance at Retired Rate based on years of service X

*Total compensation must be $39,056 (60% of DAC) or greater to be eligible for CPP. Can be eligible at 3/4 and 1/2 time if total compensation is above the minimum.

**Clergy/Deacons receive 2% credit on insurance premium for each year of service. (i.e. 2% * 40 years = 80% credit)

***Clergy at extension ministry can participate in the health insurance plan if they are participating in the MPP. The extension ministry would need to have an adoption agreement with the GBOHP to be eligible for this benefit.

2008 Clergy Minimum Salary

Requirements for Health Insurance

Clergy Minimum Salary

Value of Parsonage Total

Eligibility at 75% of Total

Plan Compensation

Based on Salary Only

Full Connection with M. Div. or Equivalent $36,750 $9,187 $45,937 $34,4523 $27,562 Probationary Members with M. Div. $34,650 $8,662 $43,312 $32,484 $25,987

Associate Member $33,600 $8,400 $42,000 $31,500 $25,200

FTLP with M. Div or FTLP w/5 or more years of COS $32,550 $8137 $40,687 $30,515 $24,412 FTLP w/<5 years of COS $32,025 $8,006 $40,031 $30,023 $24,018

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CONFERENCE BENEFITS & PENSION BILLING INFORMATION

The Conference will no longer mail statements to local churches for health insurance, life insurance, MRA and DCA, dental insurance and clergy pension. Instead, monthly statements will be posted on the Conference Web site at http://www.flumc.org. It is your responsibility to visit the Web site, print your invoice and process your payment.

The Conference has also outsourced the receipt and processing of checks/deposits to Regions Bank. Regions will provide lock-box services which receive and process payments and update the Conference records with payment information. Make checks payable to The Florida Conference and mail payments for the above benefits to:

Regions Bank P.O. Box 850001 Orlando, FL 32885-0189

Notify the Conference of any changes in coverage or enrollment. Do not write notes on your invoices that are mailed to Regions Bank. We will not receive your notes on your invoices. You must call the Florida Conference HR & Benefits office.

The Conference HR & Benefits office must be notified as soon as possible of any benefit changes for your pastor or participating lay employees. Remember, that change in status restrictions apply and only changes that meet IRS regulations will be accepted during the plan year (See page 3 for details on change in status).

The Conference must submit all benefit changes to the insurance carrier. Changes in benefit coverage will also effect your monthly statements. Contact the Conference HR & Benefits department to record the change in coverage and to update the billing statements for your local church.

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FREQUENTLY REQUESTED CONTACT INFORMATION

Florida Conference P.O. Box 3767 Lakeland, FL 33802-3767 Toll Free: 800-282-8011 or 863-688-5563 Human Resources & Benefits Wendy McCoy, Director of Human Resources

extension 129 wmccoy@flumc.org Lois Durham, Human Resources Administrator

extension 194 ldurham@flumc.org Helen Mitchell, Benefits Specialist

extension 135 hmitchell@flumc.org Financial Services Kitt Elliott, Administrative Assistant to Treasurer extension 196 kelliott@flumc.org Mickey Wilson, Treasurer & Director of Administrative Services extension 113 mwilson@flumc.org VENDOR NAME PHONE # WEB ADDRESS CompBenefits 727-895-4024 www.compbenefits.com DHMO 70146 Indemnity 80146 United Healthcare 866-633-2446 www.myuhc.com Group # 708678 Medco Pharmacy 800-711-5672 www.myuhc.com United Behavioral Health / EAP 800-788-5614 www.liveandworkwell.com

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FREQUENTLY REQUESTED FORMS ARE LOCATED ON THE

FLORIDA CONFERENCE WEBSITE AT WWW.FLUMC.ORG

Click on the Administration tab of the home

page and scroll down to the Human Resources link to print out forms.