1. Fall, 2017 Concordia Plan Services
Navigating the Concordia Plans: A Guide for LCMS Intentional Interim Ministers
Fall, 2017
Concordia Plan Services

2. The Concordia Retirement Plan
The vast majority of active LCMS congregations have adopted the CRP
All those working more than 20 hours per week must be enrolled in the CRP, and the employer pays the entire cost
Enrolled CRP members earn service credits toward a defined benefit pension over the course of their service at participating LCMS ministries
The CRP pays retirees a monthly Primary Retirement Benefit
The scenarios displayed next assume the congregation you are considering for an IIM posting has adopted the CRP

3. .
CRP Scenarios Begin with Whether you are Receiving a Primary Retirement Benefit

4. And at the end of this IIM Assignment . . .

5. The Concordia Disability and Survivor Plan
Employers who adopt the CRP also adopt the CDSP, thus the vast majority of LCMS ministries also provide CDSP benefits
All those working more than 20 hours per week must be enrolled in the CDSP and the employer pays the entire cost
Enrolled CDSP members are covered by term life insurance and disability income benefits
Term life insurance is equal to two-times your annualized pay, plus another 1 X pay for each eligible dependent child, up to a maximum of 6 X pay
Disability income benefits are paid at 70% of your reported pay (offset by other sources of income after six months)

6. As you commence this IIM Assignment . . .

7. And at the end of this IIM Assignment . . .
The disability income coverage ceases when active, full-time service ends
The group term life insurance benefits may be continued at your cost

8. The Concordia Retirement Savings Plan
Employers who adopt the CRP/CDSP may also adopt the CRSP, a retirement savings plan
Half of CRP/CDSP employers have also adopted the CRSP
At these employers, members of the CRP/CDSP may also elect to save for their retirement by making CRSP contributions
Some employers also match their workers’ CRSP contributions
As you consider an IIM role, ask whether the employer sponsors the CRSP and whether they match contributions
If the employer sponsors the CRSP and you participate, your contributions remain in your CRSP account with Fidelity when your IIM assignment ends

9. The Concordia Health Plan
Employers who adopt the CRP/CDSP may also adopt the CHP, and roughly 75% of CRP/CDSP employers also sponsor the CHP
Employers determine:
Which CHP coverage option to sponsor
If CHP will be offered only to those who work
>20 hrs/week
>25 hrs/week
30 or more hrs/week, or
>30 hours per week
What the employer contribution will be toward the cost of coverage, but not less than 50% of the cost of Self-Only coverage
Whether to sponsor any Personal Spending Accounts
Assuming the congregation offers the CHP, there are several scenarios that may influence your decision—starting with whether you are Medicare-eligible

10. If you’re too young for Medicare . . .

11. Medicare and the Concordia Health Plan
Americans become eligible for Medicare at age 65
Medicare Part A covers Hospitalization
While it is “free” one must sign up for it
Medicare Part A is started automatically when one starts Social Security
Medicare Part B covers Physician expenses and requires a premium
Medicare Part C created Medicare Advantage plans wherein which private entities agree to provide comprehensive hospital, physician and prescription benefits, with or without a premium, and often through specified providers
Medicare Part D provides prescription drug coverage through private entities and must be paid for
Unless a CHP employer has received a Small Employer Exception (SEE), through CPS, to Medicare’s secondary payer rules, all CHP coverage on members/spouses enrolled in Medicare will be primary coverage—the CHP pays first, Medicare pays second. If the CHP employer can attest that they have fewer than 20 total full- and part-time workers, they should apply for the SEE and offer the CHP’s Premium Plus option to members/spouses age 65 and older.

12. The CHP’s Premium Plus Option (For Members and/or Spouses enrolled in Medicare)
The Premium Plus option is available to employers who receive a Small Employer Exception (SEE) to Medicare’s Secondary Payer rules (those who can attest that they have fewer than 20 total full- or part-time employees)
The SEE application is available from and must be processed through CPS
The Member and/or Spouse must be enrolled in Medicare Parts A and B
The Premium Plus Option provides
Rich overall coverage for hospital and physician expenses (the patient is responsible only for the Part B deductible, $183 in 2017)
The CHP’s best coverage for Prescription Drugs
Dental and Vision Benefits
Monthly reimbursement of Part B premiums to the Member (up to the standard monthly rate, $ in 2017)
Members Enrolled in Premium Plus can enroll eligible Dependents under age 65 in the Employer’s regular CHP Option

13. So if you are enrolled in Medicare . . .

14. If you’re Enrolled in the CHP when your IIM Service Ends . . .
Enrollees under 65 will be offered an extension opportunity, and
Enrollees 65 and older will be offered Medicare supplemental options.

15. .
Contact Information:
Mark Borchert