An eligible worker cannot be denied enrollment because of age, occupation, sex, or religion. This includes workers in day care centers, preschools, and lunch programs that are under the control of a participating LCMS congregation. Vicars and intern teachers who will be returning to the seminary or college to complete their studies are not eligible to enroll in the Concordia Plans. However, those who have completed their formal course-work and will not be returning to school are eligible and, at the option of the employer, may be enrolled. An employer who elects to enroll such an individual, is required to enroll the worker in all Plans in which the employer participates.

• Full-time – Any worker employed more than 20, 25, or 30 hours, as designated by the employer, and more than 5 consecutive months per year, is eligible for CHP coverage.
• Part-time – Any worker employed 20, 25, or 30 hours or less, according to the employer’s designation.
• Temporary – Any worker employed 5 months or less is ineligible to participate.
  

CRP/CDSP:

• Full-time – Any worker employed more than 20 hours per week and more than 5 consecutive months per year.
• Part-time – Any worker employed 20 hours or less per week is ineligible to participate.
• Temporary – Any worker employed 5 months or less is ineligible to participate.

The employer is responsible for paying the entire cost of the CRP and CDSP. The employer is also required to pay a minimum of 50% of the CHP cost for worker-only coverage.

The worker is expected to pay the cost for dependent health coverage, unless the employer establishes a policy to pay for all or part of the cost for dependent coverage. The employer must be consistent and non-discriminatory for all workers when creating such a policy.

If the worker shares the cost for dependent CHP coverage with the employer, the worker’s portion is to be obtained by payroll deduction since an invoice will only be sent to the employer for the total amount due.

When a worker becomes disabled, the employer must continue paying the contributions for that worker’s coverage until the beginning of the third calendar month following the start of disability benefits. Thereafter, CRP and CDSP contributions are waived until the end of the month in which disability benefits cease. If the worker is enrolled in the CHP, contributions for this Plan are paid according to the following:

1. IF the worker is enrolled in the CDSP, the CHP contributions will be paid by the CDSP until the end of the month in which disability benefits cease. However, if the disabled worker is able to work partially and earns 50% or more of the salary being earned prior to the disability, either the worker or the employer must pay the contributions.

IF the worker is not enrolled in the CDSP, contributions must be paid by either the disabled worker or the employer in order to keep CHP coverage in effect during the disability.

AIP contributions are set by the insurance carrier underwriting the program and are normally the responsibility of the worker.

Contributions are collected by the employer through payroll deduction (an invoice is only sent to the employer for the amount due). However, employers may pay this premium if they wish. AIP coverage and contributions stop when waiver of CRP, CDSP, and/or CHP begins.

A “Cafeteria Plan” is a program that allows workers who share the cost of dependent CHP coverage with their employers to do so with pre-tax dollars. In other words, such an arrangement allows workers to reduce their salaries for tax purposes and have the reduction used for their share of the CHP cost, thus saving money by lowering their income taxes. Contact the Concordia Plan Services office if you have additional questions on setting up a Cafeteria Plan.

CHP contributions are a flat dollar amount based on a geographic rating that reflects the cost of providing health care benefits in a local area.

CRP and CDSP contributions are a percentage of compensation. Compensation includes the basic wage or salary paid to a worker plus:

• 25% of the basic wage if housing is furnished by the employer
• any cash utility allowance
• any cash housing allowance

The Concordia Plans are employer-sponsored benefit programs that the Synod established in 1965. Participation is available to eligible LCMS employers as defined by the Concordia Plans. The employer can adopt one of two benefits packages:

• The Church's Plan, which consists of the Concordia Health Plan, Concordia Retirement Plan, Concordia Disability and Survivor Plan, and Concordia Retirement Savings Plan.
• Package 3,which consists of the Concordia Retirement Plan and Concordia Disability and Survivor Plan.

Employer enrollment is effective the first day of any month following adoption by the governing body of the employer. Enrollment in the CHP is subject to group underwriting standards established by the Concordia Plan Services, and an employer’s enrollment can be denied or be subject to a rate surcharge.

Plan provisions require that before an organization may adopt the Concordia Plans, the eligibility of such organization must be reviewed and approved by Concordia Plan Services. If the organization, whether incorporated or unincorporated, meets the criteria, then such organization is eligible to join the Concordia Retirement Plan (CRP), Concordia Disability and Survivor Plan (CDSP) and the Concordia Health Plan (CHP) by adopting a resolution authorizing participation in and payment of contributions to the Plan(s).