What’s New for 2025

The compassionate care you provide is what helps Roper St. Francis Healthcare fulfill its mission every day. We offer competitive benefits designed to fit you and your family’s needs, so you can focus on delivering that high-quality care.

Annual enrollment for 2025 benefits will run from Oct. 9-23, and you must make elections in Workday to avoid losing the benefits you had in 2024.

Our affordable and comprehensive benefits program features flexibility that empowers you as teammates to choose what’s best for your needs and encourages you to use those benefits throughout the year.

‌As a reminder, we enhanced benefits in 2024 with several new offerings, including paid parental leave, supplemental military pay and one week of paid leave for RSFH-sponsored global mission trips. These offerings will continue into 2025.

‌Investing in you is one of the key drivers of our Roper St. Francis Healthcare Strategic Plan 2030, and it’s how we support you in carrying out our mission. For 2025, we are introducing several benefit enhancements we want you to know about.

‌Below are additional details of the benefit programs available to you. More information, such as costs for commonly used services and premium rates, can be found by clicking the corresponding link.

View the 2025 Annual Enrollment Education Video

General Open Enrollment Information

WHEN TO ENROLL

• Annual enrollment is Oct. 9-23.
• ‌We are transitioning from a passive enrollment to an active enrollment because we want you to take the time to explore the flexible options that are right for you and your family.
  • ‌This means that you must elect benefits for 2025, including medical, dental, vision and spending account coverage. Please NOTE: If you do not make elections during the enrollment period, you will lose coverage on Jan. 1, 2025.
  • ‌Only life insurance, accidental death and dismemberment (AD&D) coverage and voluntary benefits through Beneplace will carry over into 2025 without re-enrollment.

HOW TO ENROLL

• Annual enrollment for benefits-eligible teammates will occur in Workday. You will receive reminders from Workday to enroll. You can use Workday from a computer at work through the CareLine link or at home at myworkday.com, or via the mobile app.
• You will have a new tool to help you pick your benefits: Upwise — a digital benefits experience that helps you choose and use your benefits wisely. It starts with an interactive survey that will give you a personalized and comprehensive benefits recommendation based on your specific needs and preferences. Then, you can get timely reminders to help maximize the value of your benefits throughout the year.
  • While Upwise can offer guidance, you will still make your elections in Workday.
  • MORE: Upwise flyer | Upwise Video Sneak Peek |

ELIGIBILITY

Please see chart below for details:

Plan	Requirement
Medical	30 + hours per pay period (0.375+ FTE)
Dental	30 + hours per pay period (0.375+ FTE)
Vision	30 + hours per pay period (0.375+ FTE)
Flexible Spending Accounts	30 + hours per pay period (0.375+ FTE)
Health Savings Accounts	30 + hours per pay period (0.375+ FTE)
Short Term Disability	30 + hours per pay period (0.375+ FTE)
Long Term Disability	60 + hours per pay period (0.75+ FTE)
Life Insurance	30 + hours per pay period (0.375+ FTE)
Supplemental Life Insurance	30 + hours per pay period (0.375+ FTE)
Spouse/Child Life Insurance	30 + hours per pay period (0.375+ FTE)

 

Medical (Administered by BlueCross BlueShield (BCBS))

‌Consistent with Roper St. Francis Healthcare’s mission to provide access to quality healthcare to all people — particularly low-wage earners — RSFH will transition to a new approach for medical plan premiums based on salary. These pay bands are below. Click the “rates” link on a medical plan to see more about how this works.

• Full‌-time bands:
  • ‌Less than $50,000
  • ‌$50,000-$150,000
  • ‌$150,000-$250,000
  • ‌$250,000+
• ‌Part-time bands:
  • ‌Less than $13,000
  • ‌$13,000-$21,000
  • ‌$21,000-$80,000
  • ‌$80,000+
• ‌‌Another note about premiums: Qualified rates are for teammates (and spouses, if covered by an RSFH medical plan) who have completed their Be Well provider visit for a well-being exam or lab work; all other teammates will receive the higher, nonqualified rates. Since the deadline to complete the provider visit for a well-being exam is after annual enrollment, teammates will see the qualified rates in Workday during annual enrollment. For those who do not complete the provider visit for a well-being exam by the deadline, the nonqualified rates will be applied automatically. Premium deductions for 2025 will start on the second pay date, which will be Jan. 17, 2025.
• Our medical plan administrator is BlueCross BlueShield of South Carolina. We will continue to offer four medical plans:
  • ‌Alliance Prime
    • Generally limited to only Roper St. Francis Health Alliance network coverage.
    • By using this network, you get access to high-quality, coordinated care with the lowest deductibles, giving you more predictable healthcare costs.
    • MORE: Alliance Prime Coverage and Rates
  • ‌Alliance Flex
    • Offers a choice of the RSF Health Alliance network and the BlueCross BlueShield nationwide network.
    • Deductibles and teammate contributions are higher than the Alliance Prime plan, since the Alliance Flex plan offers more choice.
    • MORE: Alliance Flex Coverage and Rates
  • ‌Alliance Save
    • Features the lowest teammate contributions and offers the greatest choice of networks, with access to the RSF Health Alliance network, the BlueCross BlueShield nationwide network and even an out-of-network option.
    • High-deductible health plan (HDHP), plus a tax-advantaged health savings account (HSA).
    • MORE: Alliance Save Coverage and Rates
  • ‌Alliance Out of Area
    • For teammates living outside the tri-county area.
    • Access to RSF Health Alliance and BlueCross BlueShield nationwide networks.
    • Fixed, low copays for routine services.
    • MORE: Alliance Out of Area Coverage and Rates
  • Alliance Save Out of Area 
    • For teammates living outside the tri-county area.
    • • High-deductible plan with HSA and same networks as Alliance Save.
      • MORE: Alliance Save Out of Area Coverage and Rates

• • •  
• What’s new for Alliance Prime, Alliance Flex and Alliance Out of Area:
  • The individual/family deductible is increasing.
  • Coinsurance is being lowered from 20% to 15% for Tier 1 (RSFH-owned network providers).
  • The office visit copay for primary care is increasing.
  • Out-of-pocket maximums are increasing for several plans but decreasing for Tier 1 of the Alliance Prime and Alliance Out of Area plans.
  • Emergency room benefits will be subject to a 10% coinsurance in addition to the $250 copay. The copay will still be waived if admitted.
• What’s new for Alliance Save and Alliance Save Out of Area:
  • The Save plan is largely unchanged; however, the individual deductible for family coverage will increase to $3,300 (due to IRS regulations for embedded plans).
  • The deductible/out-of-pocket maximum will be embedded. This is an enhancement because an embedded deductible/out-of-pocket maximum prevents individuals from paying more than the individual deductible/out-of-pocket maximum, even if you have family coverage. An embedded deductible/out-of-pocket maximum is an individual, lower amount within a family deductible/out-of-pocket maximum. Once you reach your lower threshold, the plan pays as if you reached the deductible/out-of-pocket maximum, even if your family’s total is less than the family deductible/out-of-pocket maximum.
  • MORE: Side-by-Side Comparisons of All Plan Coverages and Rates
• Regardless of the plan you choose, using the RSF Health Alliance network of providers will ensure the lowest copays and coinsurance. If you have dependent(s) who live outside the tri-county area, you should consider enrolling in a plan that has other network options available.
  • How to find an in-network provider: Visit the internal Find a Doc feature to confirm your provider is in the RSF Health Alliance Network. For 2025, East Cooper Surgical Associates will be removed from the network while Carolina Endocrine Associates and Urology Associates of Charleston will be added.

 

Flexible Spending Accounts/Health Savings Accounts 

• ‌There are several enhancements related to our spending accounts, including new offerings and increased seed money for HSAs.
  • ‌Our healthcare flexible spending account (FSA), dependent care FSA and two new offerings — a health reimbursement account (HRA) or lifestyle spending account (LSA) — will be administered by HealthEquity, which will replace Optum Financial on Jan. 1, 2025.
    • ‌The HRA is a new offering for the Alliance Prime, Alliance Flex and Alliance Out of Area plans. RSFH provides funding for the HRA for completing Be Well requirements, but teammates cannot contribute to the account. Unlike an HSA, which also can be funded by teammates, HRA funds will not go with you if you were to leave RSFH. If elected, HRA funds from RSFH will be available by mid-February 2025.
    • ‌Teammates who have a high-deductible health plan (Alliance Save) and an FSA will maintain a limited-purpose FSA in 2025 with HealthEquity that can be used for vision and dental expenses.
    • ‌Dependent care FSA maximums remain $5,000 for individuals and joint tax filers, or $2,500 for those who are married and filing separately. These pro-rated teammate contributions are deducted each pay period throughout the year and deposited into the account.
    • MORE: Introductory video | HealthEquity website for teammates
  • ‌As of Jan. 1, 2025, our HSA administration will move from Optum Financial to Fidelity, which already manages our retirement accounts. You will receive more information on how to transfer your HSA funds from Optum to Fidelity after annual enrollment. Your new HSA card will arrive by Jan. 1.
    • ‌You will be able to access both your HSA and retirement account through Fidelity’s NetBenefits
    • The HSA is for teammates who elect the Alliance Save and Alliance Save Out of Area high-deductible plans.
    • The amount of your HSA seed money from RSFH will increase to $600 for teammate-only coverage, $925 for teammate and spouse coverage, or $1,250 for teammate and child(ren) or family coverage. These funds are expected to be available with the second pay period in January.
    • ‌The IRS has increased the HSA contribution limits modestly for 2025. The limit, which includes contributions from RSFH, will be $4,300 for teammate-only coverage and $8,550 for family coverage. Teammates who are 55 or older may make up to an additional $1,000 in catch-up HSA contributions.
    • ‌Pro-rated teammate contributions are deducted each pay period throughout the year and deposited into your HSA.

Be Well

• ‌‌Participation in our new Be Well program can help teammates with medical premium costs and healthcare expenses.
  • ‌Teammates who complete a provider visit for a well-being exam or lab work between Sept. 1, 2023, and Dec. 27, 2024, will earn a 2025 premium discount equivalent to $90 per pay period, or $2,340 annually. This is reflected as the “qualified” premium rates.
  • ‌Teammates and spouses who are covered under an RSFH medical plan and who complete their provider visit and Human Performance Assessment will also receive an HRA (for Alliance Prime, Alliance Flex and Alliance Out of Area participants) or HSA (for Alliance Save and Alliance Save Out of Area participants) contribution of $300 for teammate-only coverage or $600 for families.
  • ‌We’re also pleased to add an option to open a lifestyle spending account (LSA) for use on lifestyle-related products, memberships and services that promote healthy behaviors. Examples include athletic equipment, fitness classes, gym memberships, personal trainer fees, fitness trackers and race entry fees. Teammates who elect coverage under one of the RSFH medical plans may elect this option during annual enrollment in lieu of an HRA/HSA contribution. The LSA Be Well contribution will be $150 for teammate-only coverage and $300 for families.
  • The one-time Be Well spending account contribution from RSFH is expected to be available in your account by mid-February 2025.
  • ‌To earn the full contribution amount for the Be Well contribution to your HRA, HSA or LSA, teammates and spouses on an RSFH medical plan (if applicable) will need to complete all Be Well requirements.

Pharmacy (Administered by MedImpact)

• • ‌Pharmacy benefits will continue to be administered by MedImpact.
  • The Alliance Save plan will be enhanced to add a “safe harbor” so certain preventive medications will no longer be subject to the deductible. Go here for a full list of those medications.
  • The formulary is reviewed periodically, and the most current one is available to view on MedImpact’s consumer portal.

 

Dental (Administered by Delta Dental of Ohio)

• ‌Dental coverage will remain with Delta Dental of Ohio with three plan options:
  • Core (no orthodontia benefits)
  • CorePlus (includes orthodontia benefits)
  • Enhanced (includes orthodontia benefits)
• All three plans allow you to visit any dentist, but there are advantages to choosing a dentist in one of Delta Dental’s two networks: Delta Dental PPO and Delta Dental Premier. You’ll likely save more money and have more insurance coverage when you visit a Delta Dental PPO dentist. If you visit a dentist who does not participate in Delta Dental PPO, you can still save money if that dentist participates in Delta Dental Premier. If you see a dentist who is not in those networks, there are some things to consider:
  • Delta Dental of Ohio will send claim payments directly to you (not your dentist), and you are then responsible for making the full payment to your dental provider.
  • Out-of-network coverage levels apply.
  • Balance billing is possible. This means you are responsible for any difference between Delta Dental’s payment, and the amount charged by your out-of-network dentist.
• To confirm the status of your dentist or to find a Delta Dental PPO or Delta Premier dentist, visit com/findadentist.

​

Vision (Insured by EyeMed)

• ‌Vision coverage will transition to EyeMed, replacing Physician’s Eyecare Plan (PEP Vision).
• Both EyeMed plan offerings cover annual exams, prescription eyeglasses and contact lenses:
  • Core
  • Enhanced (lower copays)
• EyeMed offers a large network of providers, bringing greater flexibility for teammates. We encourage you to take advantage of one of these options and get an annual eye exam, which can be a key indicator of overall health.
• EyeMed pays Insight Network providers directly. For out-of-network benefits, you pay the provider, then request reimbursement from EyeMed. Find Insight Network providers at EyeMed Providers or call 844-409-3401.

Voluntary Benefits

• Roper St. Francis Healthcare continues to offer an expansive voluntary product line through BenePlace to help cover things like unexpected medical or legal costs.  If you already have coverage under any of the following plans, your coverage will carry over into 2025; you do not have to re-enroll.
• These programs are available during annual enrollment for 2025 or upon a qualified life event:
  • Critical illness (MetLife) | Details here
    • If a covered illness happens to you or a loved one, this can provide a lump-sum benefit to help cover medical costs that may not be covered by your medical plan.
    • Details about this plan’s health screening benefit are here.
  • Accident insurance (MetLife) | Details here
    • This can help you pay for unexpected costs related to accidents.
    • Details about this plan’s health screening benefit are here.
  • Hospital indemnity (MetLife) | Details here
    • Supplements your medical plan coverage by helping pay expenses for hospital stays.
  • Life with long-term care (Chubb) | Details here
    • Can protect you and your family if you can no longer provide for them.
  • Identity protection (Aura) | Details here
    • Offers identity theft protection with the best preventive ID and device protection tools.
    • Note: RSFH’s Allstate plan is terminating Dec. 31, 2024. Only the Aura plan will be available beginning Jan. 1, 2025.
  • Legal (MetLaw) | Details here | FAQ
    • Provides cost-effective access to legal services that can help you navigate a legal issue – whether it’s help finding an attorney or assistance making an appointment.
    • Note: RSFH’s LegalShield plan is terminating Dec. 31, 2024. Only the MetLaw plan will be available beginning Jan. 1, 2025.
  • Teammates who are already enrolled in the identity protection plan from Allstate or the legal plan through LegalShield will automatically be enrolled in the identity protection plan from Aura and the legal plan from MetLaw, respectively.
• You do not need to wait until annual enrollment or a qualified life event to enroll directly with the carriers for the plans below:
  • Choice auto/home (Farmers) | Details here
  • Pet insurance (Nationwide) | Details here
  • Travel insurance (Allianz) | Details here

Life Insurance/Accidental Death & Dismemberment Benefits (Insured by Sun Life)

• There are no changes to the basic and supplemental life insurance and accidental death and dismemberment benefits (AD&D) or dependent life insurance.
• If proof of good health or evidence of insurability (EOI) is needed for your request to increase teammate or spouse coverage, Sun Life will send a request via email or mail. You will need to provide EOI if:
  • You increase coverage more than 1x your base annual earnings.
  • Your election exceeds 2x your base annual earnings.
  • You elect new enrollment or an increase in spouse coverage.

Holidays 

• Our new holiday schedule will maintain eight paid holidays, including:
  • Six set holidays for New Year’s Day, Memorial Day, Fourth of July, Labor Day, Thanksgiving and Christmas.
  • Two floating holidays that you choose, allowing greater flexibility to celebrate Martin Luther King Jr. Day, Good Friday, Juneteenth or other days that are meaningful to you, such as a day to worship your faith, honor your culture or volunteer in your community.
    • Floating holidays can be requested through UKG Dimensions. Similar to making PTO requests, you can choose “HFP-Service Religious Holiday” to select the day most meaningful for you.

Live Organ and Bone Marrow Donor Leave

As a new benefit for 2025, live organ and bone marrow donation will provide eligible teammates with three weeks of paid job-protected leave of absence

Spring Health

Your mental health matters, and that’s why RSFH is partnering with Spring Health to bring you efficient mental health care. Whether you are seeking content to help with mindfulness, support from a mental health coach or mental health counseling, Spring Health offers it all in one place. Replacing LifeMatters, Spring Health supercharges the traditional employee assistance program (EAP) model with care navigation services and assessments to support your and your family’s mental health and well-being.

• Three free therapy sessions for any family member 6 years old or older. After those three visits, RSFH medical plan members pay just $25 per visit.
• Three free visits with a mental health coach.
• 24/7 crisis support at 855-629-0554, Option 2.
• A Spring Health mobile app.
• Access to Spring Health begins Jan. 1, 2025. Until then, LifeMatters continues to serve our teammates for traditional EAP matters.