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Benefits Open Enrollment

Open enrollment for 2025 is closed. If you have questions regarding 2025 open enrollment, contact:

Savanah Pope
Benefits Specialist
savanah.pope@citizensmemorial.com
417-328-6622

 

Open enrollment dates for 2025 benefits

Oct. 23-Nov. 14, 2024

Quick Links

Open Enrollment — PlanSource

2025 Benefits Guide (PDF)

Employee Benefits Information Web Page

Financial Finesse Financial Planning Resources — Free financial coaching to maximize your benefits

Retirement Plan Management through Transamerica — Log in to Transamerica or call 1-800-755-5801 to change your retirement plan contribution amount

Open Enrollment Checklist

checklist and magnifying glass

Review Current Benefits

🗹 Use PlanSource to see your current selections

🗹 Assess your needs

🗹 Consider life changes

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Research and Compare Plan Options

🗹 Calculate costs

🗹 Evaluate insurance coverage options

🗹 Review plan documents

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Choose Your Benefits

🗹 Enroll online in PlanSource between Oct. 23 and Nov. 14, 2024

🗹 Download your enrollment documents

🗹 View your benefits – or make updates based on qualifying life-changing events – throughout the year at PlanSource

Summary of Changes for 2025

Here is a summary of updates and improvements to employee benefits in 2025.

Health Insurance Premiums

  • HSA Plan: No premium increase. The individual and family deductibles and the family out-of-pocket maximum increase by $500 each.
  • Basic Plan: $5 premium increase per pay period for employee-only coverage as a CMH Wellness participant. Premium increases are slightly higher at other coverage levels.
  • Buy Up Plan: $10 premium increase per pay period for employee-only coverage as a CMH Wellness participant. Premium increases are slightly higher at other coverage levels.

To compare 2024 and 2025 premiums for the Basic and Buy Up Plans, download the 2024 Benefits Guide.

Plan Improvements

  • Buy Up Dental Insurance Plan: Individual benefit maximum per calendar year increases to $1,500 (from $1,000).
  • Voluntary Accident and Critical Illness Insurance: A vendor change to Reliance Standard lowers premiums and increases payout amounts for some covered injuries and illnesses.
  • Norton LifeLock: New to Norton LifeLock is protection against cyber crimes. Watch an overview video of Norton LifeLock or download a PDF with coverage details.

New Voluntary Benefit

  • LegalEASE is a comprehensive legal benefits plan covering various legal needs, including family law, estate planning and consumer disputes. Many services are fully covered or provided at a discount at in-network law offices. The voluntary plan costs $8.61 per pay period. Download a flyer or visit CMH's LegalEASE website to learn more about the LegalEASE Plan. Click on "Coverage" in the top menu to see a full list of covered services.

2025 Benefits Guide

The 2025 Benefits Guide gives a brief description of the insurance benefits offered to you as a CMH employee. The content is not all-inclusive and is not intended to be a legal document. Full plan documents are available from Human Resources and online.

2025 CMH BENEFITS GUIDE
CMH 2025 Benefits Guide

PlanSource Benefit Management

PlanSource is where you will manage your benefits year-round. You will use PlanSource to:

  • Review your current benefits at any time
  • Select your benefits during open enrollment
  • Make benefit changes during the year due to qualifying life-changing events

User ID

The first initial of your first name, up to six letters of your last name (or your whole last name if you do not have six letters) and the last four digits of your Social Security number.

Password

New user: Your password will be your date of birth in the following format: YYYMMDD.

Don't remember your password? Click “Forgot Your Password.” It may take up to 30 minutes to receive a password reset email from PlanSource.

Schedule of In-Person Benefits Meetings

Benefits Specialist Savanah Pope will be at the locations below at the designated dates and times. Employees also may sign up for a time to meet with an HR specialist at the Human Resources Office in Bolivar. Sign up for a time to meet with Savanah or sign up for a time to meet with Ebby Green.

 Department/Facility  Location  Date  Start  End
 Ash Grove HCF  Ash Grove  10/23/24  9:00 AM  12:00 PM
 Ash Grove Clinic  Ash Grove  10/23/24  1:00 PM  3:00 PM 
 Lake Stockton HCF  Stockton  10/24/24  9:00 AM  11:30 PM
 CMHCF  Bolivar  10/24/24  1:30 PM  4:30 PM
 Education Services - Classroom B  Bolivar  10/25/24  9:00 AM  1:00 PM
 Colonial Springs  Buffalo  10/29/24  2:00 PM  5:00 PM
 Dallas Co Clinic  Buffalo  10/29/24  11:00 AM  1:00 PM
 Butterfield Residential  Bolivar  10/30/24  1:30 PM  4:30 PM
 Stockton Clinic  Stockton  10/31/24  8:00 AM  10: 00 AM
 El Dorado Springs Clinic  El Dorado Springs  10/31/24  11:00 AM  1:00 PM
 Community Springs  El Dorado Springs  10/31/24  2:00 PM  4:30 PM
 Parkview HCF  Bolivar  11/1/24  10:00 AM  1:00 PM
 Education Services - Classroom B  Bolivar  11/5/24  2:00 PM  5:00 PM
 CMH Administrative Building  Bolivar  11/6/24  10:00 AM  12:00 PM
 Humansville Clinic  Humansville  11/7/24  10:00 AM  12:30 PM
 Osceola Clinic  Osceola  11/7/24  1:30 PM  4:00 PM
 Willard Clinic  Willard  11/8/24  10:00 AM  12:30 PM
 Dade Co Clinic  Greenfield  11/8/24  2:00 PM  4:30 PM
 Pleasant Hope Clinic  Pleasant Hope  11/13/24  2:00 PM  4:30 PM

LegalEASE Benefit Details

One of the new voluntary benefits being offered to employees beginning in 2025 is LegalEASE. The plan premium is $8.61 per pay period.

What's covered

Being a LegalEASE benefits plan member saves you time and costly legal fees. But most importantly, it gives you confidence and provides coverage for:

  • Home and Residential
  • Financial and Money Matters
  • Consumer
  • Auto and Driving
  • Family and Personal 
  • Civil Lawsuits
  • Estate planning and wills

Who's Covered

  • Employee
  • Spouse
  • Dependent children up to age 26
  • Parents - Elder benefits designed for Plan member's and spouse's parents.

Offered only during open enrollment, the voluntary plan costs $8.61 per pay period. Download a flyer or visit CMH's LegalEASE website to learn more about the LegalEASE Plan. Click on "Coverage" in the top menu to see a full list of covered services.

CMH Health Insurance Plans FAQ

CMH gives you the option of three health insurance plans so you can choose the plan that best fits your health care needs. Learn more about CMH’s HSA health insurance plan and the optional Health Savings Account.

Yes, the CMH Health Savings Account (HSA) health insurance plan has a zero-dollar premium for wellness participants. If you participate in the wellness plan, no premiums are deducted from your paycheck for employee-only coverage.

To enroll in the CMH Wellness program, download these instructions. To get the discount for the first quarter of 2025, you must meet the annual requirements and achieve the 75 points in the last quarter of 2024.

Health plan premiums are on average 35% higher at other health care systems. They do not have a zero-premium option.

No.

Yes.

A deductible is a fixed dollar amount the covered member must pay out of pocket each calendar year before the plan will begin to pay for eligible expenses.

Co-insurance is the percentage of cost the covered member pays after meeting the deductible

The maximum amount a member might pay during a covered plan year, excluding copayments.

A copay is a fixed dollar amount the covered member pays for a specific medical service.
 
IRS guidelines state that if an individual contributes to a Health Savings Account, the individual has to be on a high-deductible health plan that does not include copays.

The CMH health insurance plan pays for one free routine eye exam per calendar year. You must go to an in-network provider, and the office must run the exam through medical insurance.

The Vision Plan is a hardware plan. This reimburses an individual for purchasing glasses or contacts. There are some vision offices that will take the reimbursement off up front.

About Health Savings Accounts

A health savings account functions like a personal bank account that can be used to pay for health related expenses. These health-related expenses include but aren’t limited to:

  • Pharmacy expenses
  • Physician office visits
  • Contact lens solution
  • Hearing aids
  • Over-the-counter medications (cold, flu, allergy, sinus, indigestion)
  • Chiropractor visits
  • Adult diapers
  • Feminine hygiene products
  • Dental and orthodontia care (including braces)
  • C-pap machine and supplies 
  • Deductible and coinsurance amounts
  • Sunscreen 
  • First aid supplies 
  • Nebulizers
  • Prenatal vitamins
  • Rehabilitation (physical therapy, occupational therapy, speech therapy)
  • Glucometers

You choose how much money to contribute to your HSA. Money added to the HSA is not taxable income.

For example, if your gross income (before deductions) is $1,000 each pay period and you contribute $50 per pay period to your HSA, only $950 is subject to income tax, not the full $1,000. 

A $50 HSA contribution per pay period adds up to $1,300 in an HSA at the end of the calendar year if you don’t incur any medical expenses.

An HSA is an employee-owned Health Savings Account. Contributions to this account roll over year after year with no risk of losing your contributed funds. The account includes investment options and interest earned on this account. The employee can change the amount paid into this account at any time throughout the year.
 
An FSA is an employer-owned Flexible Spending Account. The money contributed to this account needs to be spent by the end of the year. Only $640 of unused funds will roll over from 2024 to 2025. Any excess of $640 will be lost. The employee cannot change the amount paid into this account throughout the year. The amount selected during enrollment is set for the rest of the year.
   Health Savings Account  Flex Spending Account
Do funds rollover? Unused contributions roll over to the next year. Unused contributions are lost at the end of the calendar year.
Who is eligible for the account? Employees with a high-deductible health insurance plan (CMH’s HSA Health Plan). Employees with the Basic or Buy-Up health insurance plan.
Who owns the account? Employee owns the individual account. Employer owns the individual account.
What expenses are covered? Eligible expenses include medical, dental, vision, prescription & OTC medications, COBRA, retiree medical insurance premiums and long-term care premiums. Can only claim health, dental, vision, prescription, OTC products and expenses not reimbursed by insurance.
When are funds available to use? Funds are available after they are deducted from your paycheck. Funds are available immediately.

You are responsible for all health care costs up to your deductible before coinsurance applies to expenses. Contributions to a Health Savings Account will help pay for these costs. You are not required to contribute money to your HSA each pay period, but it is advisable to do so. Contributing to your HSA is a personal choice based on the health care needs of you and your family. Please reference page 6 of the employee benefit guide for deductible and coinsurance amounts.

You can contribute any amount you choose up to the maximum set by federal law:

  • Individual — $165 ($4,300/year)
  • Family — $328 ($8,550/year)

Employees 55 years of age and older:

  • Individual — $203 per pay period ($5,300/year)
  • Family — $367 per pay period ($9,550/year)

You can change your per-pay-period contribution to your HSA at any time throughout the year.

Money in your HSA account carries over from year to year and goes with you even if you change employers. What you don’t spend this year will be available for health care costs next year.

HSA Health Insurance FAQ

Yes, it is health insurance. In compliance with federal law, the health plan requires the deductible to be met before the plan covers any portion of the medical and prescription expenses.

The employee must pay “out of pocket” up to the deductible amount before the health plan pays for any medical expenses. It does not have a fixed “copay” for office visits.

Yes. However, CMH elected to keep the deductible low ($2,500 for an individual and $4,000 for a family). This amount is lower than the Basic plan and comparable to the Buy-Up plan.

If you elect the HSA health insurance plan, you may contribute to a Health Savings Account. It functions like a personal bank account to pay for health-related expenses. See more details about the Health Savings Account below.

Yes, the HSA covers prescription medications. You will be responsible for the cost of the drug and the full amount that you pay applies to your deductible. Once you meet your deductible, you are responsible for 15% of the drug cost. Our Health Plan is moving to a new prescription benefit manager and more details will be provided once those costs are known.

With the HSA Health Plan, you will pay 15% of the total charges after the provider discount has been applied (as indicated on your Explanation of Benefits).

Example: If the total charge of the service is $1,000 and the provider discount is $700, the employee would be responsible for $45 (15% of $300) for coinsurance. Remember, this only applies after you have met the deductible.

With the Basic Plan, you will pay 20% until you meet the out-of-pocket maximum. You will still pay $35 for primary care or walk-in clinic visits, $75 for specialist visits and prescription copays.

With the Buy-Up Plan, you will pay 20% until you meet the out-of-pocket maximum. You will still pay $30 for primary care or walk-in clinic visits, $60 for specialist visits and prescription copays.

Regardless of the health insurance plan you select, preventative care (including eye exams) is fully covered by your health plan. You will have $0 out-of-pocket cost as long as you go to an in-network provider.

The cost of your medication.

It is advisable to contribute to the HSA account so money is available for unexpected health care expenses, even if it is a small amount like $10 per pay period. You are responsible for all health care costs up to the amount of your deductible. After meeting your deductible, coinsurance applies to the health care costs. You can use funds in your HSA to pay for these expenses. Refer to page 6 of the 2025 Benefits Guide for a complete list of deductibles and coinsurance.

The best way to estimate your potential health care costs is to look at what you spent on health care in 2024. You can view your Explanations of Benefits (EOB) through the Meritain Member Portal. (Download instructions for accessing the portal.)The EOBs have your claim data for the current calendar year. The cost of the service is the “Total Charges” minus the “Provider Discount” (as indicated on the EOB).

explanation of benefits

In this example of a mental health visit, you would pay $144.36 ($213 - $68.64) on the HSA health insurance plan. This amount applies toward your deductible. If you had met your deductible when this claim was submitted, your cost would be $21.64 (15% of $144.36).

With the Basic plan, you would pay a $35 copay before and after the deductible is met until you meet your out-of-pocket maximum. The $35 payment would not apply to your deductible.

With the Buy-Up plan, you would pay a $30 copay before and after the deductible is met until you meet your out-of-pocket maximum. The $30 payment would not apply to your deductible.

CMH Pharmacy Benefits FAQ

Learn how Stephens Pharmacy can help you save money on prescription medications.

The Basic and Buy Up plans have a separate pharmacy deductible you must meet before getting any benefit when using a pharmacy other than Stephens. The deductible does not apply when using Stephens Pharmacy.

For employees on the HSA plan, you likely will pay more for your medications while working toward your deductible. Stephens will give you the most significant savings on medications.

Stephens Pharmacy offers free home delivery in Bolivar and to any CMH clinic or long-term care facility outside of Bolivar. Stephens can also mail prescriptions for the cost of the prescription plus postage.

Stephens can mail your prescription at the best price, plus postage. If you need a prescription sooner, Stephens can help you find a pharmacy that is part of our nationwide secondary network. You can also call the number on your card or use Ventegra’s member portal to locate in-network pharmacies.

Yes, a three-month supply of medications is available for the cost of two monthly co-pays. You will also have the convenience of only filling your prescription every three months.

A 90-day supply requires a prescription from your doctor specifying the 90-day supply. Even if you have refills left on a monthly prescription, ask your doctor to write a new prescription for a 90-day supply and send it to Stephens Pharmacy.

No, because Stephens Pharmacy’s cash prices are better than what you will find on GoodRx.

Yes. Stephens Pharmacy will honor the $4 generics list. When you fill these prescriptions at Stephens, your prescription payment applies toward your deductible and out-of-pocket maximum. If you fill the prescription anywhere else, the payment will not apply to your deductible or out-of-pocket total.

Stephens can provide a majority of medications. In the unlikely event that your medication is not available, Stephens will help you find the right pharmacy.

Ask your provider to change your preferred pharmacy in your medical record and send a new prescription to Stephens, even if you have refills remaining on your current prescription.

Contact Stephens Pharmacy to see if your medication and supplies can be provided.

No. However, Stephens Pharmacy will help you find the best pricing and manufacturer assistance coupons.

Call Stephens Pharmacy at 417-328-4747. Stephens Pharmacy has a dedicated employee to help CMH employees find the best prescription prices.

Questions?

Savanah Pope

Savanah Pope

Benefits Specialist
savanah.pope@citizensmemorial.com
417-328-6622

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