Bishop Jennifer and the Personnel, Policy, and Compensation committee want clergy and lay employees to look after their own wellness in order to be strengthened in their ministries. To make that more possible, in 2020, the diocese is making significant changes to its employee health benefits. These changes are intended to result in better health outcomes and greater financial predictability for plan participants. Read an October 16 letter from Canon O’Sullivan Hale outlining the benefits changes.
During the upcoming open enrollment period from October 28 to November 15:
- All plan members must choose one of the new Cigna plans outlined below.
- Eligible non-participating employees have the option to join a plan
- Eligible non-participating dependents may be added to a member’s plan and participating dependents may be removed from a member’s plan without the need to demonstrate a qualifying event.
Connect to the CPG MyBenefits portal to learn more about 2020 annual enrollment.
Here is a summary of the changes now underway:
Enhanced Health Benefits
- We are adding a new plan option, the CDHP-15/HSA. This high-deductible plan has a dramatically lower deductible and out-of-pocket maximum than the CDHP-20/HSA plan, currently our most popular plan design. The diocese will make an HSA contribution equivalent to 100% of the plan deductible for participants who choose the CDHP-15/HSA plan. This new plan design is intended to substantially reduce the financial burden on participants and their families when they encounter a major health event.
- We have also added an enhanced option for Medicare-enrolled employees, the Cigna MSP PPO 90 plan. The table below summarizes key information about the in-network deductible and out-of-pocket maximum for each plan.
| CDHP 15/HSA | CDHP 20/HSA | PPO 80 | PPO 90 (Medicare-enrolled employees only) | |
| Deductible | $1400 individual
$2800 family |
$2700 individual
$5450 family |
$1000 individual
$2000 family |
$500 individual
$1000 family |
|
Out of Pocket Maximum |
$2400 individual $4800 family |
$4200 individual $8450 family |
$3500 individual $7000 family |
$2500 individual $5000 family |
|
Employer HSA Contribution |
$1400 individual $2800 family |
$1400 individual $2800 family |
n/a | n/a |
- Wellness Incentive: The employee premium cost share will rise from 21% to 22%. This increase will be rebated back to participants who demonstrate receiving their annual preventive care visit. Currently only 25% of adult male plan participants, and fewer than 50% of adult female plan participants take advantage of this free benefit.
- Enhanced Dental Benefits:The diocese will pay the primary beneficiary’s full premium ($41 per month) for the Cigna Preventive Dental plan. Participants may also buy enhanced coverage and/or add additional beneficiaries. The diocese will pay the first $41 of the premium for enhanced coverage or additional beneficiaries, and the plan participant will be responsible for the remainder.
New Network Provider
- Cigna will replace Anthem as our network provider for medical benefits. Cigna offered the Diocese of Indianapolis competitive rates that make the enhancements described above affordable.
- The Episcopal Church Medical Trust provided the diocese with an analysis of the claims the plan paid out over the last year so we could determine how disruptive the network transition would be for plan participants. Of the approximately $3 million in in-network claims paid last year, $2.99 million would also have been in-network for Cigna. This indicates that the overwhelming number of plan participants who saw their doctors in the last year will be able to keep those same doctors in the change from Anthem to Cigna. We have also confirmed that Cigna covers the major hospital networks in central and southern Indiana.