Benefits
This Handbook provides only a brief description of the benefit plans and programs that are in effect at the time of publication. Tenth reserves the right to modify, change or eliminate any of its benefits at any time. Employees are provided copies of summary plan descriptions and other relevant information relating to insurance plans that may be available at the time of hire, and those plan documents govern the terms and conditions under which eligible employees may participate in those insurance plans. The terms of those specific plan documents, and not this Handbook, control all eligibility and benefits determinations. Any questions regarding your coverage should be directed to the Administrator and copies of plan documents will be made available.
Medical and Dental Insurance
Full-time employees may be eligible to participate in an employer-sponsored medical insurance plan and dental insurance plan, subject to the terms and conditions as set forth in the plan documents. Tenth may choose to offer coverage of dependents of eligible employees. Disability and life insurance may also be available at the employee’s expense, again subject to the terms and conditions as set forth in the plan documents. For more information about these benefits, and any others Tenth may offer, eligible employees should contact the Administrator.
Mental Health Counseling Benefit
Full-time employees may be eligible to receive mental health counseling from certain Christian counseling services at a significant discount. The details of this benefit will be made available to eligible employees.
Tax Deferred Income—403(b) Plan
Full-time employees may contribute to Tenth’s 403(b) plan after three (3) months’ employment. After two (2) years’ employment, eligible employees will receive an employer-provided percentage of their pre-tax salary or $600 per year, whichever is greater, assuming the employee contributes an amount of at least 1% of their salary to the plan. These contributions must be invested with the PCA retirement benefits plan. For more information about these benefits, eligible employees should contact the Administrator and/or refer to: https://pcarbi.org/retirement/.
Government-Mandated Benefits
Social Security and Medicare
The Federal Insurance Contributions Act (FICA) requires employers and employees to contribute funds towards Social Security and Medicare benefits. Tenth will make employer contributions, and employee contributions will be deducted from each employee’s paycheck, as required by law.
Unemployment Insurance
Churches are not required to participate in unemployment insurance for employees. Tenth does not currently participate in any such programs.
COBRA and State Continuation
The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives a qualified employee or his or her qualified beneficiaries the opportunity to temporarily continue group health insurance under the church’s health plan when a “qualifying event” would normally result in the loss of eligibility. Some common qualifying events include resignation; termination of employment (except for gross misconduct); a reduction in the employee’s hours; leave of absence; divorce or legal separation; and a dependent child no longer meeting eligibility requirements. Under COBRA, the eligible individual pays the full cost of coverage at the church’s group rate plus an administrative fee. Coverage may continue for differing lengths of time depending on the reason for eligibility. When an employee experiences a qualifying event, notification must be provided as soon as possible to the Administrator. The time limitation is normally 18 months, but may be extended for a longer period, depending on the circumstances. For more information regarding COBRA health insurance benefits, please contact the Administrator.