Medical, dental, and vision coverage, life and disability insurance, and programs to help save for the future, such as 401(k) and 403(b)
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As a Great River Health employee, you are eligible for benefits if you meet the following hour requirements:
- Partially Benefit Eligible (PBE) – 20 to 29 hours per week
- Fully Benefit Eligible (FBE) – 30 to 40 hours per week
All benefits are effective the first of the month following your hire date, unless you are hired on the first of the month
then your benefits are effective upon hire.
As an employee, there are certain times of the year that you may elect or change your benefits.
- As a New Hire - New hire enrollment must be completed within 30 days of your hire date.
- During annual Open Enrollment.
- When you have a Qualifying Life Event - Certain changes in your personal circumstances allow you to make changes to your existing employee benefits and insurance coverage outside of the usual enrollment periods. QLE changes must be made within a certain time period. Details around QLEs and the enrollment time periods can be found in our Benefit Guide.
You may cover the following dependents on your benefits:
- Your lawful spouse as determined by the state in which you reside.
- Your or your spouse’s children and stepchildren, adopted children or children placed for adoption with the eligible
employee or eligible employee’s spouse and any children whom you have legal custody. Any dependent children,
which by court order must be provided healthcare coverage by the eligible employee or the eligible employee’s
spouse. Court or government approval of guardianship is required. (up to age 26). - Your or your spouse’s unmarried child over age 26 certified as disabled.
At Great River Health, health insurance is more than just a policy; it's a vital part of our commitment to the well-being of our employees and their families. We offer comprehensive health insurance to ensure that our employees have access to quality medical care, preventive services, and financial protection against unexpected healthcare expenses. We understand that health is a vital aspect of a fulfilling life, and by providing robust health insurance, we enable our employees to focus on their personal growth, professional development, and the meaningful work they do in our community.
We are pleased to offer three health plans to our employees:
Medical Plans
Prefer a plan that has a lower deductible, and you don’t mind paying more out of each paycheck for coverage? We offer the following plan with a traditional co-pay structure.
- Health Basic — The Health Basic also gives you peace of mind from not having to save up for larger health care expenses with more fixed costs.
Don’t mind the higher deductible in exchange for lower premiums and the advantages of having an HSA? We offer two High Deductible Health Plans.
- Core High Deductible w/ HSA
- Value High Deductible w/ HSA
For more information on our health plan offerings view our Benefit Guide.
Finding the Right Provider for You
Each Medical Plan has a network structure. There are different deductibles, co-insurance and out-of-pocket maximums (OPM) depending
upon which network your provider falls in. Preferred and In-Network deductibles and OPMs cross accumulate while Out-of-Network has a
separate and additional deductible and OPM.
- Preferred- Affiliated providers above
- In-Network- HealthSmart Network – HealthSmart Preferred Option,
Click here to find a provider - Out-of-Network
Please note that for all medical plans, certain services must be performed by a Preferred Provider to be covered.
Please reference page 7 in the Enrollment Guide for more details.
Preventive Care
All GRH medical plans pay 100% for annual physical, well-woman, well-baby, mammograms, and certain cancer screenings.
Flu and COVID vaccines completed at an in-network provider and pharmacy are covered at 100%. Just remember to give your insurance card to the provider or pharmacy for claims to be submitted.
2025 UMR Medical
Register for an account with UMR to view your digital insurance card and claim information once you have received your insurance card in the mail. Click here for more information.
The Premium Relief program is an opportunity for employees who apply and qualify to receive a reduced medical insurance premium for 2025. Applications for fully-benefit eligible employees must be submitted to [email protected] within 30 days for new hires/new fully-benefit eligible employees.
The prescription drug program we offer is administered through RxBenefits in partnership with Optum. The chart below shows the different prescription types and how your medical plan covers them. The formulary will tell you what tier your prescription falls in.
2025 Coverage
Employees enrolled in a High Deductible Health (HDHP) plan may be eligible to contribute to a Health Savings Account (HSA). An HSA is a personal savings account that allows you to contribute pre-tax dollars to help pay for current or future eligible healthcare expenses such as medical bills, prescription drugs, dental and vision expense for you and your eligible tax dependents.
Unlike a flexible spending account, there isn’t a “use-it-or-lose-it” rule with an HSA. The money is yours and rolls over each year. You never forfeit HSA funds.
In order to take advantage of the tax savings and other benefits of an HSA, you must meet these requirements:
- You must be enrolled in a High Deductible Health Plan
- You cannot have other coverage, including a health care FSA.
- You cannot be enrolled in Medicare, Medicaid, or TRICARE.
- No one can claim you as a tax dependent.
If you are eligible and enroll in an HSA, Great River Health will contribute up to $500 (employee only) and $1,000 (employee +1 or more) as a front-loaded employer contribution to your HSA.
Each year the IRS sets limits on the amounts that can be contributed to an HSA. The chart below shows the maximum contributions for 2024 based on a both your contribution and Great River Health's contributions combined.
| Current HSA Contribution Limits | Great River Health Contribution | Your Maximum Contribution | |
| Under Age 55 | |||
| Employee-Only | $ 4,150.00 | $500.00 | $3,650.00 |
| Family | $8,300.00 | $1,000.00 | $7,300.00 |
| Age 55 or Older (until enrolled in Medicare*) | |||
| Employee-Only | $5,150.00 | $ 500.00 | $4,650.00 |
| Family | $9,300.00 | $1,000.00 | $8,300.00 |
Learn more about Health Savings Accounts by viewing this video from Fidelity: Make Informed Health Plan Decisions
We offer three types of flexible spending accounts (FSA) that allow employees to set aside pre-tax dollars to cover eligible expenses. Eligibility, covered expenses, and annual contribution limits vary between these FSA's given you choice in what fits your needs. All of our FSA's are administered through Fidelity.
Healthcare FSA
The Healthcare FSA is available to employees enrolled in the Health Plus medical plan. This FSA allows employees to set aside up to $3,050 in pre-tax dollars and allows employees to use funds to cover eligible medical, dental, vision, and prescription drug expenses (includes deductibles, copays, and coinsurance).
Have unused funds at the end of the plan year? In accordance with IRS limits, Great River Health allows you to roll over $100 to $610 from the previous plan year into the new plan year.
Limited Purpose FSA
The Limited Purpose FSA is designed for employees enrolled in one of our High Deductible Health plans. This FSA allows employees tot set aside up to $3,050 in pre-tax dollars to use funds to cover eligible dental and vision expenses only (includes deductibles, copays, and coinsurance). This FSA does not allow reimbursement for medical expense.
Have unused funds at the end of the plan year? In accordance with IRS limits, Great River Health allows you to roll over $100 to $610 from the previous plan year into the new plan year.
Dependent Care FSA
The Dependent Care FSA is available to all benefit eligible employees and allows up to $5,000 in pre-tax dollars to be set aside for Eligible dependent care expenses (includes child care, day camps, after school care, and adult daycare).
In accordance with IRS regulations, unused funds in a Dependent Care FSA at the end of the plan year are forfeited and not eligible for roll over.
Dental insurance ensures that our employees and their families have access to essential oral healthcare services to help promote overall health. We offer two dental plans based upon your needs. Our dental plans are administered by EBS.
EBS Basic Plan PPO
This plan offers lower premiums while still offering choice in providers and covering most preventative services at 100%. There is no orthodontia coverage under this plan.
EBS Plus Plan
This plan has a higher premium, but offers a higher annual maximum, orthodontia coverage for dependents (up to age 19), and more coverage for Basic Resorative Care once you meet your deductible.
Important Things to Know
With Great River Health's dental plans, there is no network, allowing you more choice in the provider your see. This means that the plan will pay Usual and Customary Rates (UCR). If the provider you choose charges more than the UCR, you may be balance billed for anything above this amount.
Vision insurance is a fundamental part of our benefits package because it recognizes the critical role that eye health plays in your overall well-being. Regular eye exams can detect early signs of chronic conditions and helps you manage your health proactively. Our vision plan is administered by EyeMed. Register for an account Here to find an in-network provider. The network for GRH is the Insight Network.
Vision Insurance highlights:
- Eye360 features a $0 eye exam and an additional $50 added to your frame allowance at PLUS Providers (not available in all states)
- Use the frame and lens allowance in the same benefit year giving you the ability to choose between contact lenses or lenses for your frames - worth up to an extra $150, contact EyeMed for details.
- Separate contact lens fit and follow-up coverage (leaving the entire allowance for materials)
- Several In-Network options for buying eyeware online
- Members-only savings on eyeware, LASIK, hearing aid and more with online options
Great River Health provides Fully Benefit Eligible employees with Basic Life and Accidental Death & Dismemberment (AD&D) Insurance
at no cost through Reliance Standard. The life insurance pays coverage based on the schedule below. The AD&D portion doubles the benefit and will also pay in the event of accidental dismemberment. Great River Health also provides a spouse and child life benefit at no additional cost.
The coverage is $5,000 spouse/$2,500 child
| Employee Group | Coverage | ||
| Hourly | 1 times your base annual salary rounded to the next $1,000. Amount may not exceed $300,000. | ||
| Salary | 1.5 times your base annual salary rounded to the next $1,000. Amount may not exceed $300,000 | ||
| Manager & Above | 2 times your base annual salary rounded to the next $1,000. Amount may not exceed $300,000. | ||
| CWA RNs | $50,000 | ||
Employees who want to purchase additional life insurance coverage, beyond the basic life insurance offered may do so at anytime. Supplemental Life Insurance is available to you and your eligible dependents in the amounts below. When you enroll yourself and/or your dependents in this benefit, you pay the full cost through bi-weekly payroll deductions. You must enroll in Employee coverage if you plan to cover your spouse or Child(ren). This benefit is administered through Reliance Standard in the increments below. Please note that an Evidence of Insurability (EOI) may be required before coverage is approved.
| Plan | Coverage | ||
| Employee Supplemental Life | You may purchase in increments of $10,000 You may elect up to the lesser of 5 times your salary or $500,000 Guarantee Issue Amount of $300,000* | ||
| Spouse Supplemental Life | You may purchase in increments of $5,000 You may elect 100% of employee amount up to $250,000 Guarantee Issue Amount is $50,000* | ||
| CWA RNs | $10,000 | ||
Employees may also purchase additional AD&D coverage to meet their needs. This benefit is administered through Reliance Standard and requires the employee to enroll in coverage in order to cover elgibile dependents.
- For employee coverage you are able to choose from a minimum of $10,000 to a maximum of $500,000 in $10,000 increments (Not to exceed 5 x Annual Earnings)
- For spouse and child(ren) coverage you are able to choose from a minimum of $5,000 to a maximum of $250,000 in $5,000 increments (Spouse amount may not exceed 100% of Employee)
Becoming disabled and unable to work for a period of time can be financially stressful. Employees are able to purchase Short-Term Disability to help them navigate those difficult times. Benefits can be paid up to 24 weeks.
| Who Pays the Premiums | Employee pays 100% of costs | |
| Benefits Percentage | Replaces up to 60% of pay | |
| Benefit Maximum Available | Up to $1,500 per week | |
| When Benefits Begin | Following a 14-day waiting period | |
| How Long Benefits Are Paid | Up to 24 weeks | |
Employees who are disabled and out of work for at least 180 days, are eligible to apply for benefits through the Long-Term Disability program.
| Who Pays the Premiums | Employer pays 100% of costs | |
| Benefits Percentage | Replaces up to 60% of pay | |
| Benefit Maximum Available | Up to $5,00 per month | |
| When Benefits Begin | After 180th day of disability | |
| How Long Benefits Are Paid | Social Security normal retirement age or you return to work, whichever comes first | |
Recovering from a Critical Illness, like heart attack, stroke, or paralysis, can be difficult but also expensive. The Voluntary Critical Illness benefit provides employees an opportunity to prepare for those difficult medical situations by having coverage that provides a fixed, lump sum payment in the event that a critical illness happens to you or your dependents.
Coverage amounts can be purchased in increments of $5,000 up to $20,000 and there are no rules on what you can spend your benefit on once received.
Employees can also prepare for those unexpected accidents and injuries, such as a broken bone, by purchasing Voluntary Accident Insurance coverage for you and your family.
Also available as a fixed lump sum, employees can use the cash on any expenses, such as mortage or deductibles.
New to Great River's benefit offerings in 2024, Hospital Indemnity Insurance can help eliminate financial concerns when an unexpected hospital stay occurs. This benefit pays cash directly to the employee for hospital confinement. Employees are able to use that money to pay for any expenses, which reduces the use of your personal bank account or health savings account.
| Event | Amount | |
| Hospital Admission | $1,250 at GRH Facility or $1,000 at non-GRH Facility | |
| Hospital Confinement | $100/day | |
| Nursery Confinement | $50/day | |
| Nursery Admission | $300 in addition to Hospital Admission | |
Great River Health is committed to helping employees prepare for their future financially by offering opportunities to save within a retirement account.
All employees over the age of 18 are eligible to make contributions to their retirement account with Fidelity. Employees who have been employed for one year and worked 520 hours within that year are eligible for the company match starting on the first of their month following their eligilbility date. Contributions can be made Pre-Tax and/or Roth. Please review the benefit guide to determine what contributions work best for you. Head over to netbenefits.com at work to enroll or make contribution changes.
| 401(k) Plan | 403(b) Plan | |
| Eligible Employees | All non-CWA eligible employees | Only CWA eligible employees |
| Match | 100% of the first 5% contributed | 100% of the first 2% contributed. See bargaining agreement for non-elective details |
| Vesting | 100% vested right away | 100% vested right away |
Henry County Health Center employees are not eligible to participate in the Fidelity retirement plans, but are automatically enrolled in the IPERS program through the state of Iowa.
Associates contribute 6.29% of gross pay and HCHC contributes 9.44% of the associate's gross pay (Regular Members). For Protection Occupations, the employee contributes 6.21% of their gross pay and HCHC contributes 9.31% of the associate's gross pay.
To learn more about your IPERS benefits, please visit ipers.org.
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