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2027 Benefits Open Enrollment
October 26 - November 6, 2026
Get access to everything you need. View plan documents, contact information, find providers, and search your benefits all in one place.
Your 2027 Benefits Options
We are pleased to offer a comprehensive benefits program that gives you choice and flexibility so you can take charge of your physical, financial, and emotional well-being. For detailed information about each of the benefit plans and programs available to you and your family, click the down arrow for each benefit listed below.
Administered by MetLife
Keep a smile on your face and more money in your pocket with our dental plan. Having a dental plan that covers exams, X-rays, fillings and more can help you save money and live healthier.
Get the care you need with a dental benefits plan featuring MetLife’s Preferred Dentist Program.
- There are thousands of general dentists and specialists to choose from nationwide, so you are sure to find one who meets your needs.
- Flexibility to visit any dentist you want, in or out-of-network. Your out-of-pocket costs will usually be lower when you visit an in-network dentist.
- Negotiated fees that are typically 30-45% less than the average fees charged by dentists in your area for the same or similar covered services
MetLife offers a variety of online tools for you to make the most of your coverage:
- The Oral Health Library at www.oralfitnesslibrary.com contains articles and tools that can help you learn more about the importance of oral health and its connection to overall health.
- Interactive Dental Risk Assessment tools to help you determine your risk for periodontal disease or tooth decay to then discuss the
results with your dentist during your next appointment.
For plan summaries, rate summaries, ID card and claim filing information:
Administered by MetLife (VSP Choice network)
Even if you don’t wear glasses, regular visits to your eye doctor are important to your overall health. That’s because a routine eye exam can often detect early signs of serious health conditions like diabetes. A group vision plan makes it easier to get the care you need and lower your costs.
The MetLife Vision Plan features:
- Low to no copays for in-network services and materials, including contact lens fittings and evaluations
- The freedom to visit any licensed eye care professional or choose from thousands of participating ophthalmologists, optometrists, and opticians/optical retailers. Your out-of-pocket costs will usually be lower when you visit an in-network provider.
- Valuable extras – polycarbonate (shatter-resistant) lenses for children up to 18 years of age and ultraviolet coating are covered in full in-network.
- Great savings in-network on the latest eyewear and brand name frames.
MetLife offers the Vision Health Library tool at www.visionhealthlibrary.com, which provides valuable information to better manage your vision health.
For rate summaries and ID card:
Administered by Tri-Star
Flexible Spending Accounts allow employee to take advantage of Section 125 of the Internal Revenue Code, by setting aside pre-tax dollars to use for healthcare and dependent care expenses.
Healthcare Flexible Spending Account:
You elect an annual contribution amount (minimum $130, maximum $3,400) that will be deducted from your paycheck on a pre-tax basis. These dollars are available to use for healthcare related expenses like deductibles, copays, coinsurance, prescription drugs, and some over-the-counter medical supplies. You will receive a debit card from Tri-Star (see below for more information on Tri-Star’s debit card program) to use at the time expenses are incurred.
You may incur expenses through the end of the plan year (ex. 2027 Plan Year ends 12/31/2027). Unused funds at the end of the plan year, up to $680, will rollover to the next plan year and continue to be available to you for expenses incurred in the next plan year. Any unused funds above the $680 rollover amount will be forfeited.
Dependent Care Flexible Spending Account:
Similar to the above Healthcare Flexible Spending Account, the Dependent Care Flexible Spending Account allows for you to use pre-tax dollars to pay for daycare expenses, before/after school programs, and some camps. You elect an annual contribution amount (minimum $480, maximum $7,500) that will be deducted from your paycheck on a pre-tax basis. You will receive a debit card from Tri-Star (see below for more information on Tri-Star’s debit card program) to use at the time expenses are incurred.
You may incur and submit expenses up to 90 days after the plan year ends (ex. 2027 Plan Year ends 12/31/2027, incur/submit deadline 3/31/2028), this is called a grace period. Any unused funds after the grace period will be forfeited.
Tri-Star’s FSA Stored Value Debit Card:
To make it even faster and easier for you to access your FSA dollars, Tri-Star offers an FSA Stored Value Debit Cards as a way to pay qualifying expenses directly, without paying out of pocket and waiting for reimbursement. This can also significantly reduce paperwork filing.
The cards are designed to ensure that only qualified expenses, backed by money set aside in an FSA, can be paid with the card.
- Cards will work only at physicians, dentists, hospitals, clinics or other medical providers, or merchants who sell prescription drugs or over-the-counter medical supplies
- Card balances are synced with your account balance in Tri-Star’s system, and will be restricted to current available funds
- Online claims are also synced with the card, preventing over-reimbursement of the FSA balance
- You will receive email notification if further documentation is required, and the card will be inactivated if documents are not received or expenses are not qualified
Administered by Bank of America
A Health Savings Account (HSA) could be for any person, at any stage, or any budget. An HSA allows you to save pre-tax dollars to use for healthcare expenses. You chose how much to contribute each on a pre-tax basis, which investment options to choose from, and when you want to use the money to pay for qualified healthcare expenses. There is no ‘use-it-or-lose’ provision, which means if there are unused funds at the end of the plan you will not lose that money…even if you leave St. Luke’s, any money contributed into your HSA (to include the money St. Luke’s contributes) is yours to take with you.
The IRS sets an annual contribution limit. This means between St. Luke’s employer contribution ($500/single, $1,000/family) and your contribution, your HSA cannot be funded more than $4,500/single or $9,000/family.
Those 55+ can save an additional $1000.
Opening an HSA requires that you have a qualified medical high deductible health plan (HDHP), not enrolled in a traditional PPO medical plan, not enrolled in a government sponsored program (e.g. Medicare, Medicaid, Tricare), not claimed as a dependent on someone else’s tax return, have not received VA benefits in the last three months unless benefits are for a service related disability, and do not have a Flexible Spending Account (FSA) through St. Luke’s or your spouse’s employer.
Administered by Lincoln Financial Group
Short-Term Disability
Who is eligible?
Fulltime employees
What is it?
Short-term disability insurance pays you a portion of your salary while you’re away from work or recovering from a covered illness or injury.
Why is this coverage valuable?
When you’re unable to collect your normal paycheck due to injury or illness, your disability policy provides money that can help you pay your bills.
Long-Term Disability
Who is eligible?
Fulltime employees
What is it?
Long-term disability insurance pays you a portion of your salary while you’re away from work or recovering from a covered illness or injury.
Why is this coverage valuable?
When you’re unable to collect your normal paycheck due to injury or illness, your disability policy provides money that can help you pay your bills.
Physicians’ Short-Term Disability
Who is eligible?
Physicians who work 16 or more hours per week.
What is it?
Short-term disability insurance pays you a portion of your salary while you’re away from work or recovering from a covered illness or injury.
Why is this coverage valuable?
When you’re unable to collect your normal paycheck due to injury or illness, your disability policy provides money that can help you pay your bills.
Administered by Lincoln Financial Group
Basic Life and AD&D Insurance
What is it?
Life and accidental death and dismemberment (AD&D) insurance provides cash benefits in the unfortunate event that you or a covered family member passes away or suffers a traumatic injury.
Why is this coverage valuable?
Life and AD&D insurance can offer reassurance that you, or the people you love, will have access to money to help cover expenses during a challenging time.
Basic Life and AD&D Benefit Summaries and Certificates :
Voluntary Life Insurance
Losing a loved one presents emotional, legal and financial challenges. Lincoln offers employees and their beneficiaries coverage and support at a time when it’s needed most.
What is it?
Life insurance provides cash benefits in the unfortunate event that you or a covered family member passes away or suffers a traumatic injury.
Why is this coverage valuable?
Life insurance can offer reassurance that you or the people you love will have access to money to help cover expenses during a challenging time.
Voluntary Life Benefit Summaries and Certificates
Evidence of insurability (EOI)
EOI is the information we use to verify your good health when you’re purchasing insurance. We require EOI if you’re:
- Buying an insurance amount higher than the guaranteed issue amount for your plan
- Already enrolled and want to increase coverage
Administered by Allstate
Life is unpredictable. Let Allstate Benefits help you prepare for the unexpected with Group Whole Life Insurance. Our Whole Life Insurance can help provide financial security for life and its uncertainties. Give you peace-of-mind and confidence, knowing your loved ones are protected with Whole Life coverage.
Note: Employees must elect coverage for themselves to add child coverage. Coverage amount is locked at initial election; no incremental increases allowed.
Administered by Lincoln Financial
What is it?
Accident insurance is a supplemental health product that may provide benefits if you or your covered dependent suffers a covered injury.
Why is this coverage valuable?
This coverage provides you a lump sum cash benefit to help manage unexpected expenses. How you spend it is completely up to you — from everyday bills or childcare to other expenses.
Administered by Lincoln Financial
Prepare for the unexpected
No one wants to face an unexpected illness or injury, but it’s important to be prepared so your financial wellness doesn’t suffer. Luckily, different types of insurance coverage can help protect you and your family, providing financial confidence.
What is it?
Critical illness insurance is a supplemental health product that may provide benefits if you or your covered dependent suffers a covered illness.
Why is this coverage valuable?
Unexpected expenses can add up after a critical illness. This coverage provides cash to pay health insurance deductibles, transportation, childcare, and anything else you and your family need while you receive treatment and recover.
Helping you navigate the healthcare system
Take charge of your healthcare with Health Advocate, included with your Lincoln critical illness insurance. You get unlimited confidential support from skilled specialists who will answer your questions, research treatment options, coordinate benefits, and resolve billing and claims issues to ease your coverage concerns. Spouses, dependents, parents, and parents-in-law of the covered employee can also use Health Advocate’s services.
Administered by Lincoln Financial
What is it?
Hospital indemnity insurance is a supplemental health product that may provide benefits if you or your covered dependent visit a hospital or intensive care unit (ICU) due to a covered illness or injury.
Why is this coverage valuable?
Unexpected expenses can add up after an accident. This coverage provides cash to pay health insurance deductibles, transportation, childcare, and anything else you and your family need while you receive treatment and recover.
Health Assessment Benefit
As the saying goes, an ounce of prevention is worth a pound of cure. Regular health screenings can detect potential medical conditions early when preventive measures can make a big difference. As part of your hospital indemnity coverage, Lincoln pays you for proactively managing your health and
that of your covered family members
Administered by The Hartford
Business Travel Accident (BTA) insurance provides financial protection for employees traveling on behalf of St. Luke’s. It covers unforeseen events such as accidental death or dismemberment and provides support to your family. This benefit ensures you are protected and supported while traveling for work, offering peace of mind for both you and St. Luke’s. There is no cost to you for this protection!
Will you have the money you need when you retire? Maybe you want to travel or spend more time with family and friends. No matter how you want to spend your retirement, you’ll need the income to do it. St. Luke’s offers you two excellent resources to help you build your retirement income:
Your Personal Pension Account Plan and Your Matched Savings Plan
These retirement plans work together to help you build your retirement income.
- Personal Pension Account Plan: Allows you to watch your pension benefits grow – much like watching a savings account grow! St. Luke’s credits the account with a percentage of your pay each year and adds interest credits at a market rate of return.
- Matched Savings Plan: You make pre-tax contributions to your account. As long as you work 1,000 hours in the year, St. Luke’s will help you save by matching a portion of the amount you contribute.
These two plans allow you and St. Luke’s to work together for your future with long-term retirement and savings plans.
Administered by MetLife and Aura
Identity and privacy protection to keep you and your family safe from online harm. Safeguarding you, your family, and your finances with identity protection, financial tracking, and online security.
To get the most out of the benefit, set up your personalized account by going to my.aura.com/start.
Administered by MetLife Legal Plans
Legal coverage through MetLife Legal Plans means added peace of mind for employees and their dependents.
Having to hire an attorney can be very stressful if you don’t know where to go or how much it will cost. MetLife Legal Plans makes it very simple to get the legal advice and the representation you need without draining your finances. This group benefit features:
- Assistance for a wide range of legal needs, including wills and other estate planning documents, real estate matters, traffic offenses, adoptions, debt collection defense and much more
- Reasonable monthly cost for unlimited use and no copays when using a Network Attorney for a covered matter
- Easy access to more than 18,000 experienced Network Attorneys
Digital estate planning:
We’re thrilled to have you join us on this journey towards holistic wellbeing. Whether you’re looking to boost your physical activity, gain a better understanding of your financial health, enhance your nutritional habits, or nurture your emotional and mental wellbeing—we’ve got you covered.
Log in to learn more about the tools and resources available in your program.
St. Luke's (livehealthyignite.com)
How to Enroll
Employees have two options to enroll in benefits:
1. Enroll with the Support of a Benefit Counselor
Benefit counselors will be available over-the-phone for individual appointments. During your personalized appointment, you will have the opportunity to ask questions, get more information, and enroll yourself and your dependent(s) in coverage. Visit stlukes.mybenefitsappointment.com to schedule your appointment online or call 844-748-8009, Monday - Friday, 8 a.m. - 5 p.m., CT and a coordinator will help you schedule your appointment over the phone.
2. Self-Service Enrollment
Log in to bswift to self-enroll in your 2027 benefits. Visit stlukeshospital.bswift.com or use the bswift Mobile App.
Helpful Resources
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Who is Eligible?
Eligibility depends upon your employment status and your length of service with St. Luke's.
|
Coverage |
Who is Eligible? |
|
Medical, Dental, Vision, Flexible Spending Accounts, Health Reimbursement Arrangement, Life Insurance |
Full-time employees who are scheduled, and actually work at least 36 hours per week. Part-time employees who are scheduled, and actually work at least 16 hours per week. |
|
Short-Term Disability and Long-Term Disability |
Full-time employees |
Medical Affordable Care Act (ACA) Coverage
Individuals not in a benefit eligible status who meet the ACA full-time status (an average of 130 hours monthly for a total of 1560 hours in a continuous 12-month period, October 1st to September 30th) may be eligible for medical coverage only in the following benefit year. Individuals meeting ACA eligibility criteria will be notified by the Benefits Office if they are able to enroll for medical benefits.
Dependent Coverage
Under the medical, dental and vision plans, you can elect to cover your spouse and each of your children until the age of 26. Your children can include your natural or adopted children or your stepchildren. You may cover children age 26 and over who are dependent upon you because of a physical, mental health, or substance use disability and are incapable of self-support. You must notify the Benefits Office and submit proof of the child's disability status.
The Plan does not cover grandchildren or spouses of dependents.
You must provide proof of eligibility upon enrolling spouses and dependent children.
What is Needed for Proof of Eligibility
|
Dependent |
Proof of Eligibility |
|
Spouse |
Marriage certificate |
|
Natural Child |
Birth certificate, affidavit of birth or Baptismal Certificate |
|
Adopted Child |
Adoption or placement Papers |
|
Stepchild |
Marriage Certificate and Birth certificate |
|
Guardian |
Court or Guardianship papers |
|
Disabled Dependent |
Physician’s Statement or Social Security Disability |
|
Children of Minor Dependent Children |
Court papers for adoption or Guardianship |
Effective December 31, 2026, Extended Sick Bank (ESB) will no longer accrue additional time; however, employees may continue to use any existing ESB hours through December 31, 2027. On January 1, 2027, all full-time St. Luke’s employees will receive company-paid Short-Term Disability (STD) coverage.
What Happens If You Decline Coverage?
If you decline coverage for yourself and/or your dependents (including your spouse) because of other health insurance coverage, you may be able to enroll yourself and/or your dependents in the future, as long as you enroll within 31 days (60 days in certain circumstances) of when your other coverage ends or when you experience a change in status/qualifying event. When you are enrolling due to a loss of other coverage, you must supply supporting documentation of loss of other coverage to complete the enrollment.
You always have the ability to enroll yourself and/or your dependents at the next open enrollment period.
Contact the Benefits Office for more information about changing your benefits coverage.
The choices you make during the enrollment period remain in effect for the full plan (calendar) year unless you experience a change in status or a qualifying event.
A change in status / qualifying event includes:
- Marriage
- Divorce
- Birth, adoption, or placement for adoption of a child
- Death of a spouse and/or dependent
- Loss or gain of coverage due to a change in your spouse's employment status
- Change in your employment status from eligible (16 hours or more per week) to ineligible status (less than 16 hours per week) or vice versa
- You or your child’s loss of coverage/eligibility because you or your dependent has reached the age of 26
- If you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may enroll your dependents.
- You or your dependent child losing coverage or becoming eligible for coverage under Medicaid or a state Children’s Health Insurance Program (CHIP)
- Medicare eligibility for employee or spouse;
- Going on a leave of absence under the Family and Medical Leave Act;
- A significant increase or decrease in the cost of coverage; or
- Any other change that is permissible under IRS regulations and ruling as determined by St. Luke's.
Any changes to your elections must be consistent with your change in status or qualifying event. For example, if you are married and get divorced mid-year, you may cancel coverage for your ex-spouse but you may not elect no coverage for yourself.
When you experience a qualifying event, you must:
- Notify Human Resources and complete enrollment within one month (31 days, provided, however, if the qualifying event is you or your dependent child becoming eligible for or losing coverage under Medicaid or CHIP, then 60 days) from the change in status /qualifying event to change your elections. (For example, if you get married on March 2, 2027, and wish to add your new spouse to your plan, you complete enrollment by April 2, 2027); and
- Provide appropriate documentation, such as a birth certificate or a marriage certificate.
If you fail to do either of these things, you will not be able to change your benefit coverage until the next annual enrollment or until your next qualifying event / change in status.
Once your request to change your benefit elections is approved, the changes and premium amounts will be made effective retroactive to the date of the change in status.
If you experience a change in employment status from full-time to part-time, or part-time to full-time, you may be able to add or drop your coverage consistent with the change in employment status.
How Cost and Coverage Works
While St. Luke's pays the majority of the cost of coverage, you pay a portion of the cost through payroll deduction. Your cost of coverage depends on the option and coverage category you choose, as well as on your employment status. For more information on coverage costs, refer to the contribution rate sheet included on this site and distributed at New Hire Orientation.). Keep in mind, your portion of the cost for many benefits will be paid with pre-tax dollars, which lowers your taxes and increases your take-home pay.
When coverage begins depends on the type of coverage
| Coverage | Who Pays for Coverage | Effective |
|
Medical, Dental, Vision |
St. Luke’s and you (on a pre-tax basis) |
Immediately (Election must be made online within 31 days of employment) |
|
Life Insurance |
||
|
St. Luke’s |
Immediately |
|
You (on an after-tax basis) |
Immediately (Enrollment must be completed within 31 days of plan eligibility) |
|
You (on an after-tax basis) |
Immediately (Enrollment must be completed within 31 days of plan eligibility*) |
|
Short-Term Disability |
For full-time employees only |
|
|
St. Luke’s |
Immediately |
|
|
Long-Term Disability |
For full-time employees only |
|
|
St. Luke’s |
Immediately |
|
You (on a pre-tax basis) |
Immediately (An election form must be completed within 31 days of employment or plan eligibility) |
|
Health Savings Accounts |
St. Luke’s and You (on a pre-tax basis) |
First day of the month following election of HDHP and account set up |
|
Flexible Spending Accounts |
You (on a pre-tax basis) |
Immediately (Election must be made online within 31 days of employment) |
|
Health Reimbursement Arrangement |
St. Luke’s |
Immediately (Coincides with Medical coverage election) |
*You may not cover your spouse or a child as a dependent if such spouse or child is enrolled for coverage as an employee.
When Coverage Ends :
For You
Generally, your St. Luke’s benefits coverage will end on the earliest of:
- Midnight on the last day of the month in which you terminate employment or otherwise cease to be a benefit eligible employee;
- The last day of the Plan Year if you cancel coverage during annual enrollment or fail to enroll during an active annual enrollment;
- The date you stop making the required plan contribution; or
- The date the plan is discontinued.
For Your Dependent
Your dependent’s coverage will end on the earliest of:
- Midnight on the date your coverage ends for any reason;
- The last day of the month in which the qualified dependent ceases to be eligible;
- The date you stop making the required contribution for dependent coverage; or
- The date all dependent coverage under the plan terminates.
See Continuation of Coverage for eligibility details.
|
NOTE |
|
If you do not notify the plan within thirty-one (31) days (or within sixty (60) days of becoming eligible for or losing coverage under Medicaid or CHIP) of a change in status event that causes your dependent to lose eligibility under the plan, the ineligible dependent’s coverage will still terminate as of the last day of the month in which he or she became ineligible. If the removal of the dependent results in a lower contribution, contributions will be reduced accordingly moving forward from the first day of the pay period after we were notified. Any prior contributions already paid from the date coverage terminated will not be refunded. |
-
Allowed Amount – The amount that St. Luke’s determines is the appropriate rate.
Birthday Rule – When both you and your spouse have coverage for your dependents, only one parent’s insurance will pay as primary. This is determined by the birthday rule, which states that the parent who has the first birthday of the year will be the primary insurance carrier.
Coinsurance – The percentage of a covered charge that the plan will pay. For instance, if the coinsurance is 70%, and you have a bill for $100, the plan will pay $70 and you will pay $30 (after you’ve paid your deductible or copay).
Copayment – The set dollar amount you pay for certain services in our medical plans. For instance, when you have an appointment with your physician, you will pay a $20.00 copay at the time of your office visit if you are covered under the Premium medical plan.
Deductible – The amount you must pay for any covered charges before the plan will begin to pay benefits. For instance, if you have a $500 deductible, you’ll be responsible for paying the first $500 of medical expenses you have each year. After that, the plan will begin to pay benefits. Copays do not apply toward the deductible.
Child Dependent Status – Any child, up to age 26. See also section entitled “Benefit Eligibility” for additional information regarding eligibility for dependent status.
Essential Health Benefits – Any medical expense that falls under the following categories, as defined under the Affordable Care Act: ambulatory patient services; emergency services; hospitalization; maternity and newborn care; mental health and substance use disorder services, including behavioral health treatment; prescription drugs (excluding all preferred prescription drugs for which there are medically appropriate generic prescription drugs available, all non-preferred prescription drugs and all other non-covered or non-formulary prescription drugs); rehabilitative and habilitative services and devices; laboratory services; preventive and wellness services and chronic disease management; and pediatric services, services including oral and vision care, etc.
Non-Duplication of Benefits – This is the method St. Luke’s uses to coordinate our medical, dental, and vision benefits with other coverage. This means when another plan pays first, St. Luke’s plan pays only the amount needed to bring your total benefits to St. Luke’s plans’ benefit level.
Out-of-Pocket Maximum – The maximum amount you’ll have to pay for covered medical expenses that are identified as Essential Health Benefits in one year. This includes the amount you pay for the plan’s copays, coinsurance and deductible. In addition, the amounts you pay for the plan’s copays, coinsurance, and deductible for any preferred prescription drug for which there is a medically appropriate generic prescription drug available and for non-preferred prescription drugs, as well as all related penalties and additional charges for such drugs, are included in the Out-of-Pocket Maximum for your elected coverage option. 3
Plan Year – The benefit plan year is a calendar year running from January 1st to December 31st. Unless otherwise noted or communicated, benefit elections and plan provision are effective based upon the plan year.
Qualifying Event – When an employee experiences a change that allows the employee to enroll, change, or stop benefits outside the Open Enrollment time period. Qualifying events include marriage, divorce, birth, death, or other changes outlined in the “When You Can Make Changes” section of this book. You must provide appropriate documentation and may only enroll within 31 days of the event.
Spousal Coverage – St. Luke’s provides coverage to employees, spouses and children. If a spouse has other insurance available (for example: through employer or other plans) coverage is still available through St. Luke’s but different premiums will apply. Annually, team members will be asked about the availability of spouse coverage as part of the open enrollment process to determine if the surcharge applies.
Term Life Insurance – The life insurance you automatically receive from St. Luke’s and/or the supplemental coverage you elect “terms” or ends with your employment. You may elect to convert your supplemental life coverage (within 31 days of your termination date) to an individual policy when you leave St. Luke’s. Your premiums would be set by the insurance carrier at the time the coverage is converted.
