Employee Benefits Plan year July 1, 2026 – June 30, 2027 Catholic Diocese of Charlotte 1123 S. Church Street Charlotte, NC 28203 Catholic Diocese of Charlotte
Eligibility and Enrollment Who is Eligible for Enrollment? Full time employees are eligible to participate in benefit plans on the first of the month following date of hire. Full time employment is defined as working a minimum of 30 hours per week. Your eligible dependents include your spouse and dependent children. Dependent children are eligible to age 26. All eligible employees will receive an email within the first week of employment with instructions on how to enroll in Employee Benefits. A link is included in the email which will provide access to Bswift, the Employee Benefits platform. All coverage elections must be completed within the first 45 days of employment. Rates for all coverages are also provided in Bswift. Open Enrollment During the annual open enrollment period, you may make changes to your benefit plan elections and/or the family members you cover. Open Enrollment will take place May 1st – May 15th, 2026, for benefits to become effective July 1st, 2026. Changes can only be made outside of the annual enrollment period if you experience a qualified family status change that permits changes in your plan election. So now is the time to carefully review your plan options for the 2026-2027 Plan year.
Mid-Year Changes Unless you have a qualifying event, you cannot make changes to the benefits you elect until the next open enrollment period. The Health Insurance Portability And Accountability Act of 1996 (HIPAA) provides employees additional opportunities to enroll in a group health plan if they experience a loss of other coverage or certain life events. If you are declining coverage at this time for either yourself or your eligible dependents, you may be able to enroll yourself and/or your eligible dependents in coverage later if there is a loss of other coverage. If you experience a qualified “change in status,” you must make any associated enrollment or benefit changes within 30 days of the event except for a Medicare or Medicaid entitlement event, in which case you must make changes within 60 days of the event. You have the right to elect coverage during the plan year if you or your dependent’s Medicaid/Children’s Health Insurance Program (CHIP) coverage terminates due to discontinuation of eligibility under the program or if you become eligible for a Medicaid/CHIP premium assistance subsidy (if available in your state) providing you request enrollment within 60 days of the loss of coverage or eligibility for premium subsidy. Qualified changes in status include: Change in legal marital status; Change in number of dependents; Change in employment status of employee, spouse, or dependent; A dependent newly satisfies or ceases to satisfy eligibility requirements; Change in place of residence; Loss of certain other health coverage; Court judgment, decree, or order; Medicare or Medicaid entitlement; Significant cost or other coverage changes; Family Medical Leave Act (FMLA) leave of absence; Reduction of hours; Exchange/Marketplace enrollment. Please note that there are several conditions and/or limitations that apply to the events listed above. Please contact Human Resources if you have any questions or believe that you may qualify for an election change.
Enrolling in Coverage For benefits enrollment and changes to coverage elections please visit the bswift enrollment platform. You’re also encouraged to visit the Employee Benefits page on Nimbus (the employee Intranet) for more detailed information related to benefit plan offerings. There you’ll find links to the various benefit program documents such as the Employee Benefits Guide, Summary of Benefits & Coverages and Summary Plan Descriptions, links to our carriers’ websites, HR staff contacts for any questions you may have, and more (see below).
Contact Information Please take time to review this Benefits Guide carefully. If you should have any questions regarding any of the information presented or require additional information about The Catholic Diocese of Charlotte benefits program, please contact: Catholic Diocese of Charlotte Erin Bonilla (704) 370-3356 ekbonilla@rcdoc.org Adrienne Spann (704) 370-3312 AESpann@rcdoc.org Kilver Fuentes (980) 514-3439 ksfuentes@rcdoc.org Office Hours: Monday through Friday 9:00 am to 5:00 pm EST Plan Carrier Phone Website Medical United Healthcare 877-842-3210 www.myuhc.com Dental Delta Dental 800-662-8856 www.deltadental.com Vision EyeMed 866-723-0513 www.eyemed.com Life and AD&D Insurance The Hartford 800-523-2233 gbcustomerservice@thehartford.com Disability Insurance The Hartford 800-523-2233 gbcustomerservice@thehartford.com Employee Assistance Program The Hartford 800-964-3577 www.guidanceresources.com Hospital Indemnity, Critical Illness, and Accident Insurance MetLife 800-638-5433 www.metlife.com Health Savings Account Flexible Spending Account HealthEquity 877-924-3967 www.healthequity.com For all health plan offerings and related questions please visit the Human Resources page of Nimbus – The Diocesan SharePoint webpage
Defining Terms • Preventive Services Helps you stay healthy – before you have symptoms. Routine checkups and screenings are just two examples. Your health plans pay for covered preventive care without passing costs to you when you see a network doctor. • Diagnostic Services When you have symptoms, you need diagnostic care to help find out what’s wrong. They may be new symptoms or changes to an ongoing health condition. With diagnostic care, you may need to share some of the costs through a copayment deductible or co-insurance. • Deductible The amount you must pay for care before insurance starts contributing. Some services may or may not apply towards the deductible, which will be identified in the benefit summaries. • Copayment A copay (or copayment) is a flat fee that you pay for certain services, such as an office visit or to fill a prescription. Copays cover your portion of the cost for these services. • Coinsurance A portion of the medical cost after your deductible has been met, and your health plan kicks in. Coinsurance is a way of saying that you and your insurance carrier each pay a share of eligible costs to add up to 100%. • Out-of-Pocket Limit For any covered expenses obtained in network, you will never pay more than your maximum out-of- pocket limit during the plan year. The out-of-pocket limit includes all your copayments, deductibles and coinsurance payments. This does not include your premium contribution.
Medical Benefits Finding In-Network Medical Providers To find an in-network provider, go to www.uhc.com for the most up-to-date provider list. Check your Enrollment Packet for more details or contact your representative. The medical plans are arranged through United Healthcare. Preferred Provider Organization (PPO) Plans allow you to choose to see PPO providers or non- network providers. When you use a provider who participates in the PPO Network(s) your out-of-pocket expenses for covered services will be lower. Therefore, it is to your advantage to use PPO providers, but it is not required.
Benefits UHC PPO 90 Choice Plus UHC PPO 75 Choice Plus UHC HDHP Choice Plus HSA PPO Network Non-Network PPO Network Non-Network PPO Network Non-Network Annual Deductible $1,000 Individual $2,000 Family $3,500 Individual $7,000 Family $2,250 Individual $4,500 Family $6,000 Individual $12,000 Family $4,000 Individual $8,000 Family $8,000 Individual $16,000 Family Annual Out of Pocket Maximum (Includes Deductible & Copays) $3,500 Individual $7,000 Family $11,000 Individual $22,000 Family $5,000 Individual $10,000 Family $15,000 Individual $30,000 Family $6,500 Individual $13,000 Family $16,000 Individual $32,000 Family Preventive Care Plan pays 100% Plan pays 70% AD Plan pays 100% Plan pays 60% AD Plan pays 100% Not Covered Virtual Visit $5 copay Not Covered $5 copay Not Covered Not Covered Not Covered Physician Office Visit $25 copay Plan pays 70% AD $30 copay Plan pays 60% AD Plan pays 60% AD Plan pays 50% AD Specialist Office Visit $50 Copay Plan pays 70% AD $60 copay Plan pays 60% AD Plan pays 60% AD Plan pays 50% AD Outpatient Surgery Plan pays 90% AD Plan pays 70% AD Plan pays 75% AD Plan pays 60% AD Plan pays 60% AD Plan pays 50% AD Inpatient Hospitalization Plan pays 90% AD Plan pays 70% AD Plan pays 75% AD Plan pays 60% AD Plan pays 60% AD Plan pays 50% AD Emergency Room Plan pays 90% AD Plan pays 75% AD Plan pays 60% AD Urgent Care $50 copay Plan pays 70% AD $60 copay Plan pays 60% AD Plan pays 60% AD Plan pays 50% AD Lab Plan pays 100% AD Plan pays 70% AD Plan pays 100% AD Plan pays 60% AD Plan pays 60% AD Plan pays 50% AD Advanced Imaging Plan pays 90% AD Plan pays 70% AD Plan pays 75% AD Plan pays 60% AD Plan pays 60% AD Plan pays 50% AD Prescription Drugs Generic Preferred Brand Non-Preferred Brand Specialty $7.50 copay $25 copay $50 copay 30% Coinsurance Not Covered $7.50 copay $25 copay $50 copay 30% Coinsurance Not Covered $20 copay AD $40 copay AD $60 copay AD 30% Coinsurance Not Covered AD = After Deductible Prescription drug coverage is subject to change and may require a specific diagnosis for authorization. Oral contraceptives, devices, services and procedures are excluded in all medical and pharmacy plan offerings. If you are enrolled in Medicare, you are not able to fund an HSA Medical Benefit Plan This is a brief description of the Medical and Prescription drug benefits. Please refer to the Summary Plan Description for complete policy provisions, limitations, and exclusions. Plan provisions are subject to change and may not be reflected in this guide.
Telemedicine / Virtual visits
Dental Benefits The dental plan is arranged through Delta Dental. Preferred Provider Organization (PPO) Plans provide you with the freedom to use a dentist of your choice or access the PPO network of dentists. If you use a dentist participating in the PPO network, your out-of-pocket expenses will be reduced, as fees are subject to a negotiated rate. If you use a non- network provider, you are responsible for paying the difference in cost between the non-network provider’s charges and the allowed amount. It is recommended that any services more than $300 be sent to Delta Dental for pre-determination before services are rendered. Preventive Services Covered at 100% (in-network) Exams, cleanings, etc. The PPO deductible does not apply to these services. Allowed 2 cleanings/checkups per calendar year (does not need to be 6 months apart). This is a brief description of the dental benefits. Please refer to the Summary Plan Description for complete policy provisions, limitations, and exclusions. Plan provisions are subject to change and may not be reflected in this guide.
Dental Benefits Benefits Delta Dental Dental PPO PPO Network Out-of-Network Annual Deductible $25 per individual and $75 per family Deductible is waived for Preventive Services Annual Plan Maximum $2,000 per individual Orthodontia Lifetime Maximum $1,500 per individual Type I: Preventive Services Routine Exam Plan pays 100% Plan pays 100% Teeth Cleaning Plan pays 100% Plan pays 100% Panoramic X-rays Plan pays 100% Plan pays 100% Type II: Basic Services – Deductible Applies Simple Extraction Plan pays 80% Plan pays 80% Root Canal Endodontic Plan pays 80% Plan pays 80% Fillings and Crown repair Plan pays 80% Plan pays 80% Type III: Major Services - Deductible Applies Bridges Plan pays 50% Plan pays 50% Crown Plan pays 50% Plan pays 50% Type IV: Orthodontic Services Treatment—Child to age 18 Plan pays 50% Plan pays 50% If you use a non-network provider, you are responsible for paying the difference in cost between the non-network provider’s charges and the allowed amount. Please refer to the Summary Plan Description and Certificates for complete policy provisions, limitations, and exclusions.
Vision Benefits The vision plan is arranged through Eyemed. The vision plan provides you with the freedom to use an eye doctor of your choice or access the Eyemed vision network of providers. If you use a provider participating in the network, your out-of- pocket expenses will be reduced. If you use a non-network provider, in-network benefits and discounts will not apply, and benefits will be paid according to a set benefit reimbursement schedule. Extra Savings: In addition to the coverage below, the plan provides savings on additional pairs of glasses and sunglasses, retinal screening, and laser vision correction. COVERAGE In-Network Out of-Network Reimbursements Frequency Eye Exam $20 copay Up to $40 Every 12 months Base Lenses (one pair per frequency) Single Vision Lenses $20 copay Up to $40 Every 12 months Lined Bifocal Vision Lenses $20 copay Up to $60 Every 12 months Lined Trifocal Vision Lenses $20 copay Up to $80 Every 12 months Frames (one per frequency) $130 allowance; 20% off balance over $130 Up to $65 Every 12 months Contact Lenses (in lieu of lenses and/or frame per frequency) Elective $150 allowance Up to $150 Every 12 months Medically Necessary Paid-in-full Up to $210 Every 12 months This is a brief description of your vision benefits. Please refer to the Summary Plan Description for complete policy provisions, limitations, and exclusions. Plan provisions are subject to change and may not be reflected in this guide.
Life Insurance Income Security An important part of the benefit program offered by The Catholic Diocese of Charlotte is protection against loss of income from unexpected occurrences. The Diocese offers a paid and supplemental life insurance program for Employees, along with a comprehensive disability plan. Group Life and AD&D Insurance Group Life Insurance is arranged through The Hartford. AD&D is arranged through Mutual of Omaha. All eligible employees receive a life and accidental death & dismemberment (AD&D) insurance benefit of 1 times annual salary to a maximum of $150,000.This benefit is provided at no cost to you. Voluntary Life Insurance Voluntary Life Insurance is arranged through The Hartford. You have different options of purchasing additional Life Insurance at attractive rates and the convenience of payroll deduction. Your cost is based on your insurance age and amount of coverage you select. Age-related cost adjustments will occur on the policy anniversary date; You must elect coverage for yourself to cover your spouse/children. Spouse premium is based on employee’s age. When initially eligible, you are guaranteed the insurance amounts below without submitting any evidence of insurability (EOI) or proof of good health if you enroll within 31 days of your initial eligibility date. Any life insurance coverage over the Guarantee Issue Amount(s) will be subject to evidence of insurability. It is your responsibility to complete and submit the required EOI forms, to obtain the amount more than the guaranteed issue amount, within 31 days of the date you apply for coverage. If you choose not to participate at the time you are initially eligible and elect to enroll later, you may be required to submit evidence of insurability for all amounts of coverage. Coverage Benefit Amounts Guarantee Issue Employee Increments of $10,000 up to a maximum of $300,000 $150,000 Spouse Increments of $5,000 up to a maximum of 50% of employee amount or $150,000. $50,000 Important Reminders Voluntary Life Insurance and AD&D Insurance benefits reduce by 35% at age 65 and 50% at age 70. You must be actively at work on the effective date, or your coverage will be delayed until you return to active employment. Coverage Benefit Amounts Guarantee Issue Spouse Flat $5,000 coverage $5,000 Child(ren) $1,000 per child $1,000 Coverage Benefit Amounts Guarantee Issue Child(ren) $10,000 per child $10,000
Disability Insurance Voluntary - Short Term Disability Insurance Group Short Term Disability (STD) Insurance is arranged through The Hartford. Three options are available to choose from. Option 1: After an 8-day elimination (benefit waiting) period for accident or sickness, the plan pays 60% of weekly earnings (includes commissions averaged for prior 12 months) while you are meeting the definition of disability. The benefit amount may be reduced by other income such as sick leave and state disability income. The maximum weekly benefit is $2,000. The maximum benefit duration is 13 weeks. Option 2: After a 15-day elimination (benefit waiting) period for accident or sickness, the plan pays 60% of weekly earnings (includes commissions averaged for prior 12 months) while you are meeting the definition of disability. The benefit amount may be reduced by other income such as sick leave and state disability income. The maximum weekly benefit is $2,000. The maximum benefit duration is 13 weeks. Option 3: After a 30-day elimination (benefit waiting) period for accident or sickness, the plan pays 60% of weekly earnings (includes commissions averaged for prior 12 months) while you are meeting the definition of disability. The benefit amount may be reduced by other income such as sick leave and state disability income. The maximum weekly benefit is $2,000. Rates are available in BenefitPlace. Group Long Term Disability Insurance Group Long Term Disability (LTD) Insurance is arranged through The Hartford. After a 90-day elimination period, the plan pays 60% of monthly earnings (includes commissions averaged for prior 12 months) reduced by other income (i.e., SDI, Social Security) while you are meeting the definition of disability. The maximum monthly benefit is $5,000. The maximum benefit period is to Social Security Normal Retirement Age (SSNRA). A pre-existing condition limitation applies. This benefit is provided at no cost to you. Please refer to the Summary Plan Description and Certificates for complete policy provisions, limitations, and exclusions.
Employee Assistance Program The Employee Assistance Program (EAP) is arranged through The Hartford. The EAP offers confidential support to help you meet life’s challenges. A simple phone call connects you with a team of experienced professionals ready to assist you with a wide range of personal, family, and work issues. The EAP is available 24 hours a day, 7 days a week and includes face-to-face counseling visits, an unlimited number of phone consultations, assistance with financial and legal matters, and referrals to community resources. You are automatically enrolled in the plan, and this benefit is provided at no cost to you. Financial Issues such as budgeting, credit issues & financial planning. Job pressures. Family Issues. Substance abuse. Stress, anxiety or depression. Legal concerns. The Hartford Ability to Assist program offered though ComPsych can play an important role. For access over the phone call toll-free 1 (800) 96-HELPS or visit www.guidanceresources.com to access hundreds of personal health topics, resources for childcare, elder care, attorneys and other planning, .
Please refer to the Summary Plan Description and Certificates for complete policy provisions, limitations, and exclusions. Rates for Voluntary Hospital Indemnity and Accident Insurance can be accessed in Bswift Hospital Indemnity Insurance is arranged through MetLife. Hospital Indemnity Insurance benefit payments are made directly to you, no matter what other coverage you may have, and can be used however you choose. These benefit payments can help pay for out-of-pocket healthcare costs or other household expenses which can pile up during a hospital stay. Please see the MetLife Benefit Summary for a schedule of benefits and information regarding limitations and exclusions. Your cost is based on your issue age. Important Reminders: A pre-existing condition limitation applies. Portability allows you to take your coverage with you even if employment has ended. Accident Insurance Accident Insurance arranged through MetLife pays a benefit for a multitude circumstances to you and/or your covered dependents which can be used for any purpose. Payments an insured person receives depends on the type of injury, such as burns, dislocations, fractures, concussions, eye injuries and lacerations. Please see the MetLife Benefit Summary for a schedule of benefits and information regarding limitations and exclusions. Hospital Indemnity Insurance
Coverage Benefit Amounts Guarantee Issue (GI) Amounts Employee $15,000 or $30,000 $15,000 or $30,000 Spouse 50% of the employee amount Coverage is Guaranteed Child(ren) 50% of the employee amount Coverage is Guaranteed Guarantee Issue amounts are for employees less than age 70. Voluntary Critical Illness with Cancer Insurance offered through MetLife provides a lump sum benefit payment upon first and second diagnosis of any qualified Critical Illnesses listed under covered conditions. Benefits are paid directly to you when you need it most. Expenditure for claim proceeds are not limited medical expenses but can be used at your discretion for things such as childcare, transportation and medical plan copays and deductibles. The benefits are paid even if medical insurance is paying 100% of the cost. Your cost is based on your issue age and amount of coverage you select. A $50 Wellness Benefit pays when you complete screenings such as mammography, colonoscopy, pap smear, etc. You must elect coverage for yourself to cover your spouse/domestic partner and/or children. benefit payable will be reduced by 25% of the amount listed for that benefit in the Schedule if the Covered Person’s Attained Age is 65 to 69. Any benefit payable will be reduced by 50% of the amount listed for that benefit in the Schedule if the Covered Person’s Attained Age is 70 or older. Please see the MetLife Benefit Summary for a schedule of benefits and information regarding limitations and exclusions. Important Reminders: You must be actively at work on the effective date, or your coverage will be delayed until you return to active employment. A pre-existing condition limitation applies. Portability allows you to take the coverage with you even if employmenthas ended. Please refer to the Summary Plan Description and Certificates for complete policy provisions, limitations, and exclusions. Critical Illness Insurance
Health Savings Account (HSA) Employees who participate in a qualified High-Deductible Health Plan (HDHP) may be eligible to set aside money in a Health Savings Account (HSA). The money you contribute to an HSA is exempt from taxes; you save FICA and Federal taxes when contributing through payroll, and you spend the money tax-free when you spend it on qualified expenses. Qualified expenses include unreimbursed medical, dental and vision expenses incurred by you and your eligible dependents - even if you don’t cover your dependents. An HSA is like a Flexible Spending Account (FSA); however, the HSA is a personal bank account, not a plan, so there’s no “use-it or lose-it” rule. The money in your HSA remains in your HSA until you’re ready to spend it; there’s no time limit. If you change jobs or retire, you take the HSA with you. HSA funds can also be spent on Medicare, Cobra and Long-Term Care insurance premiums. The HSA is not an automatic feature of enrolling in a HDHP; it is a separate election that you must make with HealthEquity. If you would like to set- up direct deposit into your HSA, you must provide payroll with your HSA account and routing numbers. Like other direct deposits you may already have, you can increase, decrease, start or stop your HSA contributions throughout the year. What if I establish an HSA mid-year? Your HSA contributions are generally determined monthly. If you establish an HSA mid-year, you’re allowed to make the full year’s contribution, provided you are eligible on December 1 of that year and you remain eligible to make HSA contributions throughout the next calendar year. How do I make contributions to my HSA? You can contribute to your HSA through payroll deductions. Where can I find a list of qualified expenses? Refer to the list found at irs.gov - search Publication 502. When can I start using the funds in my HSA? You can use the funds in your HSA once they are available. If you incur expenses under the qualified HDHP prior to having enough funds in your HSA, you can reimburse yourself months or years later, once you do have the funds available - so long as you were enrolled in the qualified HDHP at the time of service and the HSA was established at the time of service. Can I use my HSA to pay for non-qualified expenses? Moneywithdrawn from an HSA for non-qualified expenses is taxable and subject to a 20% penalty. Although the 20% penalty goes away at age 65, the non-qualified expenses are always subject to income tax. What happens to my HSA if I leave my employer? The HSA is yours to keep. If you continue to meet the eligibility criteria for funding the account, you can continue making contributions to your HSA. If you are no longer eligible to fund the account, you’re still eligible to spend the money (tax-free) on qualified expenses. Can I use the money in my HSA to pay for my dependents’ health care expenses? You can use the money in your HSA to pay for the health care expenses belonging to your eligible spouse and/or dependent children - even if they are not covered as your dependents. Refer to Internal Revenue Code Section 152 to determine if your spouse and/or child is an eligible dependent. Can couples establish a “joint” HSA and both make contributions, including “catch-up” Contributions? “Joint” HSAs are not permitted.Each spouse should consider establishing an HSA in his or her own name. This allows you to both make catch-up contributions when you are age 55 or older. For more information on HSAs, visit: • irs.gov - search Publication 502 and Publication 969 • hsacenter.com - view videos, presentations, and frequently asked questions Who is eligible to open and fund a HSA? Anyone who is: • covered by a qualified HDHP and • not covered under another medical plan that is not a qualified HDHP - including Medicare, Medicaid, TriCare, VA and/or a Health Care Flexible Spending Account (FSA) How much can I contribute to an HSA? The IRS sets a contribution limit every calendar year. For 2026, the contribution limits are: • $4,300 for Individual Coverage - just you on the plan • $8,750 for Family Coverage - you and any number of dependents • If you’re age 55 or older, you can contribute up to $1,000 more than the limits listed here • If you are aged 65 or older and enrolled in Medicare, you may not fund an HSA account
You can pay for out-of-pocket Medical, Dental, Vision, and/or Dependent Care expenses with pre-tax dollars through the Flexible Spending Account (FSA). Important Note: If you will be funding an HSA, you cannot participate in the Health Care FSA. • Plan Year: July 1, 2026, to June 30, 2027 • Health Care FSA Contribution Limit: $3,400 • Dependent Care FSA Contribution Limit: $7,500 A Health Care FSA is used to reimburse out-of-pocket health care expenses incurred by you, your spouse and/or your children; whether you cover them or not. Eligible expenses include deductibles, coinsurance, copays, etc. Your Health Care contribution is pre-loaded to a debit card; you have immediate access to the funds and will pay them back throughout the year via payroll deduction. A Dependent Care FSA is used to reimburse work related expenses; while you or your spouse work, look for work or attend school full-time or are physically unable to care for your dependent. Eligible children are under age 13, or a dependent who is physically or mentally not able to care for himself. Eligible expenses include nanny, nursery school, before care/after care, late pick-up fees, day camp, or day care. Your Dependent Care contribution is not pre-loaded to a debit card; you can only access what has been payroll deducted and is in your FSA. A Limited-Purpose FSA is like a health care FSA—the difference being that there are fewer eligible expenses. A Limited-Purpose FSA is typically offered alongside a Health Savings Account as employees are not allowed to contribute to both a Health Savings Account (HSA) as well as a standard (non-limited) health Flexible Spending Account (FSA). Employees are, however, eligible for an HSA if they use a limited-purpose FSA for their dental, vision and preventive care needs. The main advantage of FSA funds is that an employee can pay for qualifying expenses tax-free while reducing their taxable income. Contributions to your FSA come out of your paycheck before any taxes are taken out. This means that you don’t pay federal income or FICA taxes on the portion of your paycheck you contribute to your FSA. You should contribute the amount of money you expect to pay out-of-pocket for eligible expenses incurred during the Plan Year. If you still have money in the account at the end of the Plan Year (June 30, 2026, you will have a 2.5- month extension period to incur additional eligible expenses. Any money remaining in the account when the extension period ends, is forfeited; this is the “use-it or lose-it” rule. For a plan that allows a carryover of unused amounts, the maximum amount for 2026 is $640. Do your homework and consider known expenses. Make an informed decision when you elect your contribution for the year. FSA elections can only be changed during Open Enrollment or due to a Qualifying Event. Flex Spending Account (FSA)
403(b) Retirement Plan The Diocese of Charlotte provides a 403(b) Defined-Contribution Retirement Plan for all regular full- time and regular part-time employees. The diocesan 403(b) plan is administered by Lincoln Financial Group (www.LFG.com). The diocese provides up to 7% (total) employer contribution to eligible employees' 403(b). • 5% Core Contribution that is employer-paid each calendar year the employee works at least 1000 hours (nonelective—no employee contribution required) • Match of 50% of the employee’s first 4% of elective contributions (potential for up to an additional 2% employer contribution though this match) Eligible new employees will be automatically enrolled in the 403(b) Retirement Plan auto- deferral feature at 2% of salary beginning with the first full pay period after 60 days of hire. Employees whose employment classification does not make them eligible for the core contribution or matching funds may still contribute to the plan for tax-deferred savingsby contacting Lincoln Financial Group directly to enroll in the plan on voluntarilycontribute. Connect with a Retirement Consultant Carey Beaven, CFP, CRPS Lincoln Financial Group Carey.beaven@LFG.com Olivia Higgins Lincoln Financial Group Olivia.Higgins2@LFG.com For enrollment and investment information, employees can also contact Lincoln Financial Group at 1-800-234-3500 or visit their website at: www.lfg.com.
2026-2027 Rates Medical UHC HDHP w/ HSA and CVS Health 2026 Coverage Level ER (monthly) EE (monthly) Total (monthly) Employee Only $848.72 $48.18 $896.90 Employee and Child $1,153.60 $111.73 $1,265.33 Employee and Children $1,432.73 $172.20 $1,604.93 Employee and Spouse $1,621.22 $209.10 $1,830.32 Employee and Family $1,961.12 $212.18 $2,173.30 Medical UHC PPO 75 and CVS Health 2026 Coverage Level ER (monthly) EE (monthly) Total (monthly) Employee Only $848.72 $112.75 $961.47 Employee and Child $1,153.60 $201.93 $1,355.53 Employee and Children $1,432.73 $288.03 $1,720.76 Employee and Spouse $1,621.22 $341.33 $1,962.55 Employee and Family $1,961.12 $369.00 $2,330.12 Medical UHC PPO 90 and CVS Health 2026 Coverage Level ER (monthly) EE (monthly) Total (monthly) Employee Only $848.72 $312.70 $1,161.42 Employee and Child $1,153.60 $508.80 $1,662.40 Employee and Children $1,432.73 $692.18 $2,124.91 Employee and Spouse $1,621.22 $810.90 $2,432.12 Employee and Family $1,961.12 $905.24 $2,866.36 Dental Delta Dental PPO Plus Premier Coverage Level ER (monthly) EE (monthly) Total (monthly) Employee Only $3.03 $40.03 $43.06 Employee and Spouse $6.08 $81.08 $87.16 Employee and Children $7.65 $103.65 $111.30 Employee and Family $12.03 $157.03 $169.06 Vision EyeMed Vision 2026 Coverage Level ER (monthly) EE (monthly) Total (monthly) Employee Only $0.00 $7.39 $7.39 Employee and Spouse $0.00 $14.03 $14.03 Employee and Children $0.00 $14.77 $14.77 Employee and Family $0.00 $21.72 $21.72
Your Rights and Protections Against Surprise Medical Bills When you get emergency care or get treated by an out-of-network provider at an in-network hospital or ambulatory surgical center, you are protected from surprise billing or balance billing. What is “balance billing” (sometimes called “surprise billing”)? When you see a doctor or other health care provider, you may owe certain out-of-pocket costs, such as a copayment, coinsurance, and/or a deductible. You may have other costs or must pay the entire bill if you see a provider or visit a health care facility that isn’t in your health plan’s network. “Out-of-network” describes providers and facilities that haven’t signed a contract with your health plan. Out-of- network providers may be permitted to bill you for the difference between what your plan agreed to pay, and the full amount charged for a service. This is called “balance billing.” This amount is likely more than in-network costs for the same service and might not count toward your annual out-of-pocket limit. “Surprise billing” is an unexpected balance bill. This can happen when you can’t control who is involved in your care—like when you have an emergency or when you schedule a visit at an in-network facility but are unexpectedly treated by an out-of-network provider. You are protected from balance billing for: Emergency services If you have an emergency medical condition and get emergency services from an out-of-network provider or facility, the most the provider or facility may bill you is your plan’s in-network cost-sharing amount (such as copayments and coinsurance). You can’t be balance billed for these emergency services. This includes services you may get after you’re in stable condition, unless you give written consent and give up your protections not to be balanced billed for these post-stabilization services. Certain services at an in-network hospital or ambulatory surgical center When you get services from an in-network hospital or ambulatory surgical center, certain providers there may be out-of-network. In these cases, the most those providers may bill you is your plan’s in-network cost-sharing amount. This applies to emergency medicine, anesthesia, pathology, radiology, laboratory, neonatology, assistant surgeon, hospitalist, or intensivist services. These providers can’t balance bill you and may not ask you to give up your protections not to be balance billed. The contents of this document do not have the force and effect of law and are not meant to bind the public in any way, unless specifically incorporated into a contract. This document is intended only to provide clarity to the public regarding existing requirements under the law. Important Notices
If you get other services at these in-network facilities, out-of-network providers can’t balance bill you, unless you give written consent and give up your protections. You’re never required to give up your protections from balance billing. You also aren’t required to get care out-of-network. You can choose a provider or facility in your plan’s network. When balance billing isn’t allowed, you also have the following protections: You are only responsible for paying your share of the cost (like the copayments, coinsurance, and deductibles that you would pay if the provider or facility was in-network). Your health plan will pay out-of-network providers and facilities directly. Your health plan generally must: • Cover emergency services without requiring you to get approval for services in advance (prior authorization). • Cover emergency services by out-of-network providers. • Base what you owe the provider or facility (cost-sharing) on what it would pay an in-network provider or facility and show that amount in your explanation of benefits. • Count any amount you pay for emergency services or out-of-network services toward your deductible and out- of-pocket limit. If you believe you’ve been wrongly billed, you may call the federal agencies responsible for enforcing the federal balance billing protection law at: 1- 800-985-3059 and/or file a complaint with the North Carolina Corporation Commission Bureau of Insurance at: https://www.ncdoi.gov Important Notices