Health & Dental Insurance

Newly hired eligible employees must enroll in a Medical Trust plan within 30 days of their hire date or opt out of coverage.

       1. Review the plan options available in our diocese

       2. Compare the plans to determine which is the best fit for your needs.

       3. Download the Medical/Dental Enrollment Form or
Employee Opt-Out Form

       4. If enrolling, return the completed form via email/dropbox to Cathy Hobart.

       5. If opting out, the completed opt-out form is kept on file at the parish.

See information on opting-out of coverage.

Current, eligible employees may enroll in a Medical Trust plan or change their plan during the Annual Enrollment period.

Annual (Open) Enrollment

During the annual  enrollment period near the end of each calendar year, current clergy and lay employees may make changes to their health and dental insurance plans. This year’s annual enrollment periods are:

• Active employees and Pre-65 (age) Retirees: October 15th through November 7th.
• Post-65 (age): October 22nd through November 21st.

Get more information about Annual Enrollment

Turning 65 in a year’s time? Review information on health coverage for 65+ individuals

See information on opting-out of coverage.

All employees eligible for coverage in the Denominational Health Plan may opt out of coverage:

Under the terms of the Denominational Health Plan, clergy and lay employees who have medical benefits through an approved source may waive medical coverage under the Denominational Health Plan and maintain their medical benefits through the approved source. Examples of approved sources include coverage through a spouse or partner’s medical benefits.

Have the employee complete an Employee Opt-Out Form. The completed form is kept on file at the parish.

The diocese offers a Standard Plan and four Alternate Plans:

• Standard Plan (2026):Anthem BCBS Consumer Directed Health Plan-15/Health Savings Account*
• Alternate Plan 1 (2026):Anthem BCBS Consumer Directed Health Plan-20/Health Savings Account*
• Alternate Plan 2 (2026):Anthem BCBS BlueCard PPO 90
• Alternate Plan 3 (2026):Anthem BCBS BlueCard PPO 80
• Alternate Plan 4 (2026):Anthem BCBS BlueCard PPO 70

Compare plans: Side by Side Rate & Coverage Comparison (2026)

*Important note: Contributions into a health savings account are not allowed once an individual turns 65. If you will be turning 65 in 2026, see Understanding health plan options for employees age 65+

See health plan costs.

All plans include, at no additional cost to the employers or employees:

• Quantum Care Coordination – Quantum is the single point of contact for members in the Anthem network. Visit Quantum Health, Healthcare Simplified or watch our on-demand webinar to learn how Quantum’s care coordinators, benefits experts, and claims specialists can help you. To get help with enrollment, call (866) 871-0629. 
• Vision Benefits – include coverage for an annual eye exam and cost savings on prescription glasses and contact lenses. For a full list of benefits, see the EyeMed Insight Network flyer, call (866) 723-0513, or visit EyeMed
• Hearing Benefits – Hearing exams and an allowance of up to $3,000 every three years for the purchase of hearing aid devices.
• Employee Assistance Program – A free and confidential 24-hour service that connects employees, dependents, and household members with counselors, attorneys, financial consultants, etc.
• United Healthcare Global Assistance – Available to members traveling at least 100 miles from their primary residence, in the US and abroad. To learn more, call 800-527-0218, visit UnitedHealthcare Global Assistance, or download the UnitedHealthcare Global Assistance brochure.
• Hinge Health – Online exercise therapy for back and joint pain. This benefit is only available to members enrolled in a medical plan that uses the Anthem network.

Learn more about these value-added benefits on the Church Pension Group website

Cost sharing is determined by employee hire date.

Health Insurance Plan Premiums (2026)

• Standard Plan
  • Employer pays 100% of the premium and deductible for Single, Employee +1, or Family coverage. 
  • If possible, the employer should fully fund the employer’s portion of the annual deductible amount to the employee’s Health Savings Account in January.
• Alternate Plan
  • Employer pays 100% of the premium and deductible for Single, Employee +1, or Family coverage not to exceed the cost of the Standard Plan of the same coverage level. 
  • Employee 
    • responsible for any additional plan costs above the Standard Plan (premium, deductible).
    • Responsible for costs such as coinsurance, co-pays, and annual out-of-pocket maximums. See plan options for details of these costs.
  • The diocese/parish may pay a larger percentage of the Alternate Plan costs as long as parity is maintained between clergy and those lay employees who are schedule to work at least 1,500 hours per year.

• Standard Plan
  • Employer pays:
    • 100% of the premium and deductible for Single coverage, PLUS
    • 75% of the difference between Employee+1 or Family premium and deductible and the Single premium and deductible. 
  • If possible, the employer should fully fund the employer’s portion of the annual deductible amount to the employee’s Health Savings Account in January.
  • Cost sharing example
• Alternate Plan
  • • Employer pays 100% of the premium and deductible for Single, Employee +1, or Family coverage not to exceed the cost share amount of the Standard Plan of the same coverage level. 
    • Employee 
      • responsible for any additional plan costs above the Standard Plan (premium, deductible).
      • Responsible for costs such as coinsurance, co-pays, and annual out-of-pocket maximums. See plan options  for details of these costs
    • The diocese/parish may pay a larger percentage of the Alternate Plan costs as long as parity is maintained between clergy and those lay employees who are schedule to work at least 1,500 hours per year.

The diocese/parish would pay as for Full-Time Employees except at a percentage equal to the percentage of time in Letter of Agreement (clergy) or time scheduled (lay).

Important note: Contributions into a health savings account are not allowed once an individual turns 65. The contribution you and your employer makes into your HSA for the year you turn 65 should be prorated. One of the CDHP plans may not fit your needs. If you will be turning 65 in 2026, you may consider choosing one of the three Anthem BCBS BlueCard PPO alternative plans. 

Currently or Soon-to-be Medicare-eligible and working? Please use this tool to check for eligibility for Medicare Secondary Payer Small Employer Exception (MSP SEE). 

Review understanding health plan options for employees age 65+

Eligible active clergy and lay employees age 65 and older

Under the Age Discrimination in Employment Act, an employer who offers Medical Trust Health plans to active employees under age 65 and their spouses must offer the same health plans to its employees age 65 and over and their spouses—regardless of Medicare eligibility—provided that they meet the Medical Trust plans’ eligibility rules. In other words, employers cannot discriminate against an employee or spouse age 65+ in the provision of health benefits.

Employees aged 65+ who are actively working and meet one of the eligibility criteria, 1)an employee normally scheduled to work 1,000 or more compensated hours per calendar year or 2) a member of a religious order, must be offered health coverage through a Medical trust Episcopal Health Plan by their employer.

• Per Medicare regulations, if you have employees age 65+ who are eligible for active health coverage, you may not provide any incentive to influence their choice of coverage. For Example, you may not reimburse these employees for the cost of • the Medicare Part B Premium, • a Medicare supplement plan, or • a Medicare Advantage Plan. In addition, the Church Pension Fund Post-Retirement Health Subsidy cannot be offered to employees eligible for active health coverage.

The Medical Trust provides the option for eligible employers to apply for the Medicare Secondary Payer (MSP) Small Employer Exception (SEE). If an employer applies for, and is approved for, the plan, eligible employees and their spouses can choose to participate in the SEE Plan at a reduced premium.

Please review this Information about the MSP SEE before applying.

If the parish qualifies for MSP SEE, complete the application Medicare Secondary Payer Small Employer Exception (MSP SEE). The employee will need to have their Medicare card for this. Completed applications should be sent to Cathy Hobart by email or dropbox upload.  The employee should enroll in one of the three Anthem BCBS BlueCard PPO plans (70, 80, or 90) during annual enrollment. Premiums will be retroactively adjusted to the MSP rates when the parish application for MSP SEE is approved. 

The parish/Diocese should establish a Health Reimbursement Account (HRA) to cover the deductible (at a minimum) for those active clergy/lay employees enrolled in Medicare Secondary Payer plans for any of the PPO plans selected. Cost sharing will be determined similarly as the cost sharing for the standard plan.

• MSP Plans are available for these offerings, with prior authorization only, for individuals age 65+ that are actively employed:
  • Alternate Plan 2 (2026):Anthem BCBS BlueCard PPO 90
  • Alternate Plan 3 (2026):Anthem BCBS BlueCard PPO 80
  • Alternate Plan 4 (2026):Anthem BCBS BlueCard PPO 70

The MSP plans shall be considered the Standard Plan for eligible employees ages 65+ only. 

• Health Insurance Plan Premiums (2026)

The parish/Diocese will establish a Health Reimbursement Account (HRA) to cover the deductible for those active clergy/lay employees enrolled in MSP plans, at a minimum, for any of the PPO plans selected.

Employees may choose from three available dental plans at their own cost.

• Delta Dental Basic
• Delta Dental Comprehensive
• Delta Dental Premium

All plans cover:

• diagnostic and preventive care
• three dental cleanings a year (four under certain conditions)
• basic and major restorative services (subject to applicable coinsurance, deductibles, limitations, and exclusions)

The Comprehensive and Premium plans both offer orthodontic coverage. The Premium Plan provides a higher in-network lifetime benefit.

Providers in the Delta Dental PPO and Delta Dental Premier networks have agreed to contracted rates, so you won’t be charged more than your expected share of the bill. Using the Delta Dental PPO network offers the highest annual maximum benefit, allowing you the most savings. Using an out-of-network dentist may result in higher out-of-pocket expenses.

Compare plans with this Side by Side Dental Plan comparison.

Dental Insurance Plan Premiums (2026)