Welfare and Security Benefits
It is the policy of Dwell to provide sound and meaningful welfare and security benefits as part of compensation for competent and continuing service. These benefits are intended to augment and support, not replace, the individual protection and welfare efforts of employees. To the greatest extent possible, basic benefits will be provided through company contributions. Employees will usually be expected to pay part of the costs.
HEALTH CARE INSURANCE BENEFITS
{The provision of health care benefits underwent a major change starting in 2024.}
Healthcare insurance coverage is available through an employer-sponsored ICHRA plan. Full-time, regular, employees and their eligible dependents are eligible for major medical, hospitalization, well baby and preventative care, and maintenance drug benefits the first day of the month following their date of hire. Employees will go through a sign-up process to choose health care coverage through a church-contracted TPA (Third Party Administrator) Remodel Health. The plan details and insurance providers vary annually with a recurring sign-up window each fall. The target for the plan is to provide for basic medical needs while ensuring a safety net for employees is in place to guard against catastrophic medial expenses.
Most offered plans also include an "HSA" or Health Savings Account that can include both employer and employee funding up to annual Federal limits. The HSA is an employee owned and directed account, a benefit allowing for long-term savings while taking advantage of tax-free contributions and potential investment accumulation. An HSA is also portable, following the owner independently of where they are employed.
Dwell also provides an "HRA" or Health Reimbursement Arrangement process that caps out-of-pocket costs to each covered employee. Since staff are covered under different policies under this market-based approach, Dwell seeks to provide a level benefit and stable household out-of-pocket expenses for all covered employees. The HRA process provides the mechanism for staff to apply for reimbursement of expenses in excess of a stated annual out-of-pocket maximum (which can be revised by year).
'Full-time' in the context of health care benefits applies to those regularly working 30 hours per week or more, in line with provisions of the 2010 Federal 'Affordable Care Act' (ACA). This is distinguished from other staff benefits which apply to full-time workers with 32 or more hours worked each week. ACA also requires that employee health care premiums not exceed 9.5% of an employee's wages, so adjustments to employee-employer shared costs will be made if this is the case, on an individual basis.
Employee-Funded Health and Dependent Care Spending Account – FSA, “Flexible Spending Account”
Full-time and part-time regular employees are allowed to set aside a defined amount of money, before federal and state taxation, to pay for health services (such as medical, dental, and vision care) as well as employment-related dependent care expenses.
Life Insurance and Accidental Death and Dismemberment Insurance
Full-time, regular employees are provided a life insurance benefit worth two times their annual salary, to a maximum of $100,000. There is no cost to the employee, except the (relatively nominal) incremental cost for provision of this benefit when the insured amount exceeds $50,000.
Dental Insurance
Full-time, regular employees are provided with dental insurance benefits covering preventative and non-cosmetic standard dental procedures with co-pays and stated deductible amounts. There is no cost to the employee.
Short and Long-Term Disability
Disability for short periods of time may be covered by the fellowship, as discussed below. This coverage is "self-funded" by Dwell. Long-term disability (LTD) insurance is also provided for full-time employees, at no cost to the employee (see below).
SHORT-TERM DISABILITY
At the discretion of management, Dwell may provide eligible, regular, full-time employees with short-term disability benefits to protect them from loss of income while unable to work because of serious illness, injury or other disabling conditions. An employee will work with their supervisor to determine the feasibility of short-term coverage.
Regular, full-time employees are eligible for review of their situation for this benefit upon completion of six months continuous employment. Short-term disability coverage is applicable from the 11th day of not being able to work through 90 consecutive calendar days of inability to work due to an employee's illness or injury. For pay purposes - the first consecutive 10 workdays of illness or injury, after sick leave has been expended, can be classified as vacation, floating holidays, or without pay. No employee will be eligible for disability leave more than one time in any consecutive 24 month period or more than one time for any one illness, injury or condition.
Short-term disability benefits are payable up to 60% of an employee's regular rate of pay. Payment is through the regular payroll system on the regular payroll cycle, with all applicable payroll deductions. To qualify for short-term disability coverage, an employee must submit a letter of request including a physician's statement documenting the disability and estimated date of return to work. The employee's supervisor, working with the Human Resource Department will determine the appropriateness of the documented claim. If the claim is deemed valid for coverage under short-term guidelines, the supervisor will also determine the percentage pay (again, up to 60%) which will be provided to the employee.
LONG-TERM DISABILITY (LTD)
Dwell provides a LTD policy covering each full-time employee. This policy allows claims to be submitted after proof of inability to work following a disabling event. Timing on coverage can vary based on timing and circumstances, with the insurance carrier setting rules and processes to follow. Payment of claims may happen an extended period of time after the disabling event and period, once proof of disability is manifested. The Payroll Department will assist the employee in completing and filing any claim. Once cleared, the LTD policy provides for two-thirds (2/3) of an employee's regular pay. More information on this policy is available through the Human Resources or Accounting & Finance Departments.
UNEMPLOYMENT INSURANCE
As a church and non-profit organization, Dwell (and all Dwell schools) do not pay into state of Ohio or any other unemployment insurance systems. Hence post-employment coverage for unemployment is not available to any employee of the church.
WORKER'S COMPENSATION COVERAGE
State of Ohio Worker’s Compensation coverage applies for all non-ministerial staff. Ministerial staff, those who have requested exemption from the provisions of Social Security and Medicare insurances, do not have this coverage.
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