MEDICAL

With medical you’ve got two choices. Both plans cover the same illnesses, symptoms, and procedures so the question boils down to…how do you want to pay for your healthcare over the next 12 months?

HIGH DEDUCTIBLE PLAN

The High Deductible Plan has a $1,500 deductible in you enroll as an individual, and a $3,000 deductible if you enroll with dependents. This plan has a lower premium than the Copay Plan. This plan allows you to participate in a Health Savings Account. Also with this plan, after you meet your deductible, there are no further out-of-pocket costs except for prescriptions and telemedicine.

COPAY PLAN

The Copay Plan has no deductible but high premium cost, which is the amount that is deducted from your pay. This plan has copays for things like doctor visits and lab tests.

COMPARE MEDICAL PLANS

The medical plans are administered by Meritain through the Aetna network.
 

Click here to find an in-network medical provider.

Interested in viewing the details of your medical plans, as well as your rights as a participant?

Access video tutorial to learn how to find what you need on the Meritian member portal.

HSA - HEALTH SAVINGS ACCOUNT

A Health Savings Account (HSA) combines high deductible health insurance with a tax-favored savings account. Money in the savings account can help pay the deductible. And money left in the savings account earns interest and is yours to keep.

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For 2022 you can contribute up to $3,650 if you enroll as a single in the medical plan, or up to $7,300 if you enroll as a family. Additionally, if you are age 55 or older, you are eligible to make a catch-up contribution of $1,000.

These amounts include Living Branches' contribution. You may elect to change your contribution amount at any time throughout the year!

FSA - FLEXIBLE SPENDING ACCOUNT

HEALTH CARE FSA – Available with the Copay Plan
A health care FSA lets you save taxes on money you spend for certain health care expenses. You can use your health care FSA to pay for eligible health care expenses such as co-payments or items not covered by any other plan.

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The amount you choose to contribute to your health care FSA is deducted on a before-tax basis from each paycheck and set aside in your account. When you incur an eligible health care expense, submit a claim and the money is reimbursed to you tax-free. There is an annual maximum election of $2,500 for the health care FSA. You can rollover up to $500 of unused funds into the following year.
 

DEPENDENT CARE FSA – Available with Both Plans
A dependent care FSA lets you save taxes on money you spend for certain dependent care expenses. You can use your dependent care FSA to pay eligible expenses for the care of a child under the age of 13 (or a disabled dependent of any age) while you work. The amount you choose to contribute to your dependent care FSA is deducted in equal amounts from each paycheck and set aside in your account. When you incur an eligible expense, you can submit a claim and the money is reimbursed to you, tax-free.

Unlike the health care FSA, the dependent care FSA only allows you to be reimbursed up to the balance in your account at the time the claim is submitted. However, you can submit claims at any time. There is an annual maximum election of $5,000 for the dependent care FSA.
 

VOLUNTARY VISION

Do you or your family wear glasses or contacts? This optional benefit may help you.

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The vision plan is administered by Guardian through the VSP network. The benefits are available to you once every 12 months, except for frames which are available once every 24 months.

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Click here to find a vision provider. Or take a look at this guide for more details.

401(K) RETIREMENT PLAN

We care about your future plans and are happy to be able to offer a matching 401(k) retirement program of up to 7% of your base pay. Read on below for more information.

With our 401(k) plan, there is a three-part contribution:

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1. There is a dollar for dollar employer match up to 2% of an employee’s wages. This will be contributed every pay and is fully vested right away. So if an employee is able to save even 2% of their wages, they will get another 2% from Living Branches. Even if someone has to leave our employment, the vesting means they will get this money. Eligibility for the employer match begins after 1 year of service, and at least 1,000 hours worked during that year of service.
    

2. The second part is an elective contribution of 2%. This is elective and depends upon the financial status of the organization at the end of the plan year, but it is our intention to be able to fund this. This portion follows a vesting schedule.
    

3. The third part, a Safe Harbor Contribution, has the potential of another 3%. This is also an elective contribution, but one that is fully intended to be given by the company. This is also fully vested right away.

Combined, that is an up to 7% employer contribution. Visit your Benefits Highlights for more information!

OTHER BENEFITS

Now let’s talk about the extras. Whether you want to think about insurance to take care of your family,
or to cover some expenses if you're out of work, we’ve got options for you.

PASSPORT TO HEALTH 

​​Our wellness program, Passport to Health, allows you to save money on your healthcare
by participating in healthy activities. Here are the highlights of the program.

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If you have questions, please call Attentive Health at 855-387-1300 or email lb@attentivehealth.com.

GET STARTED -
SAVE $30/PAY ON HEALTHCARE

If you are new to Living Branches, review this welcome letter  to see how you can get started with the Passport to Health and save $30/pay for the year! This brings your total cost to $8/pay if you sign up as an individual on our High Deductible plan.

KEEP GOING -
SAVE $30/PAY

Complete the program requirements and earn 100 points to continue your savings of $30/pay for next year (beginning July 2022)!

FREQUENTLY ASKED QUESTIONS