U.S. C&MA employees are eligible if they are an active, regular, full-time (paid to work 28 hours or more) employee of the C&MA National Office, district office or local church, and any agency, auxiliary organization or institution officially related to the C&MA. Learn More»

In order for U.S. C&MA employees to be eligible to participate in the Health Plan, an employer/church must be located in a cooperating district that has agreed to have at least 50% of Eligible Official Workers participating. Each participating church must enroll 100% of Eligible Official Workers unless covered by a spouse’s employer’s plan or government-sponsored plan such as Medicare or Medicaid.

Download all benefit forms for U.S. employees here. Expand Forms»

Health Plan Forms
• 2008 Highmark BCBS Preventive Schedule
• 2008 Superior Vision Benefits
• 2008 Superior Vision Contact Lenses Benefits
• High-Deductible Health Plan (HDHP)
• 2008 MEDEX Travel Assist Benefits
• 2008 Re-Enrollment Packet (2008 Health Plans/Coverage)
• 2008 Enrollment Form and Privacy Notice
• Full-time Student Status Form
• Notice of Privacy Practices

Life Insurance Forms
• Basic & Voluntary Life Information

403(b) Retirement Forms
• Retirement Enrollment
• Retirement Catch-up Enrollment
• 403(b) Salary Deferral Agreement
• Retirement Beneficiary Designation
• Retirement Distribution
• Retirement Incoming Rollover
• Retirement Hardship Withdrawal
• Personal Information Change

2008 Health Plans/Coverage»
To enroll, you must mail or fax enrollment forms to the C&MA Office of Employee Benefits within 30 days of your start date. Learn More»

Premiums are withdrawn from the church’s/employer’s bank account the third business day each month. If your church comes onto our Health Plan for the first time, you may start coverage on the first of any month, after which future employees must be added within 30 days of hire. Late enrollees will have a six-month waiting period if there is no qualifying event (such as new hire or involuntary loss of other coverage). Any break in insurance coverage of 63 days or more may subject new enrollments to pre-existing condition limitations. Please contact us for more details.

Basic Life Insurance of $15,000 (for employee) is included with Health Plan enrollment. Learn More»

Voluntary Life
Insured by CIGNA
You may purchase Voluntary Life Insurance: up to $250,000 for yourself, $50,000 on spouse and $10,000 on children. If purchased at time of enrollment, no medical history is required. Please see Benefits Summary for rates and amounts available. Voluntary Life insurance premiums are withdrawn from church’s/employer’s bank account along with health plan premiums. The Voluntary Life insurance rate will increase when you or your spouse has a 5th year birthday (e.g. at age 40, 45, 50 etc.). Retiree Life
Employees may be eligible for a $5,000 Retiree Life Insurance policy upon retirement.

The C&MA Retirement Plan, a tax-deferred, defined contribution, 403(b) plan similar to a 401(K), is available to full-time employees of the C&MA and auxiliary organizations. Learn More»

Participants may contribute a percentage of pay up to the IRS limits. The employer contributes a matching amount on behalf of the participant. Participants are able to choose from a selection of diversified investment options ranging from conservative to aggressive. Eligibility and Enrollment
All full time employees (working at least 28 hours per week) are eligible to participate, subject to completion and submission of the proper enrollment forms. enrollment in the retirement plan can be enacted anytime during the year. Please contact the Employee Benefits Office to enroll. Employee Contributions
Employees may contribute a percentage of their salary, on a tax-deferred basis (sent by your employer), excluding irregular payments such as bonuses, and overtime pay. In the case of an employee who is a minister of the gospel, housing allowance MUST be added to the base salary to calculate the percentage subject to IRS limitations. An Enrollment Form and Salary Deferral Agreement must be completed before contributions are made. C&MA Contributions
According to the plan as adopted by General Council, the employer can match up to 50% of the employee’s contribution up to 3 percent of compensation which includes salary and housing allowance. An employer may contribute a larger match for their employees by customizing their Adoption Agreement. Vesting
This refers to an employee’s ownership of the contributions to the plan. The total balance in their account is 100% vested immediately. Investment Strategies
Employees may invest in one of the following pre-mixed Investment Profiles:
Employees may also build their own strategy by choosing a mix from the following funds (allocation must be in 5% increments):
Changing Contribution Amounts
You may change the amount that they contribute within IRS allowable limitations. You must notify your church treasurer or payroll administrator who will prepare an adjusted Salary Deferral Agreement for you to sign and submit to the C&MA Office of Employee Benefits. Changing Investment Options
Employees may change the way their current account balance and their future contributions are invested (in 5% increments) via the Great-West Website. New investment elections and changes in the investment of current account balance will become effective on the first day of the following month. Rollover Contributions
Participants may make rollover contributions from other 403(b), 457, traditional conduit IRA and 401(k) plans. Please contact the Employee Benefits Office for forms and information. Hardship Withdrawals
A hardship is defined as an immediate and serious financial need arising from:
Hardship withdrawals are taxable. In addition, you may be subject to a 10% penalty tax. If you make a hardship withdrawal, you are not eligible to contribute to the Plan (or any other employer sponsored retirement plan) for the next 6 months. Retirement Distributions
Distributions after age 59 1/2 are not subject to early withdrawal penalties. Flexible distributions can range from small monthly installments to the full lump sum in one payment. Minimum monthly distributions are required when a participant reaches age 70 1/2 or when they retire, whichever is later. If a participant becomes disabled, distributions are available before age 59 1/2. Statements
Statements reflecting your account activity for the quarter are mailed or e-mailed to your home on a quarterly basis. Accessing Account Information
You may access your account information via the toll free line at (800) 701-8255 or the website at www.gwrs.com.

Please notify Employee Benefits within 30 days when you leave or become part-time. Learn More»

Benefits are tied to employment (28 hrs/wk or more), and must end when your job ends, or drops to part-time. Employees who transition to another participating C&MA employer may be able to continue benefits without interruption but must notify Employee Benefits and complete paperwork within 30 days. We do not provide COBRA, but employees may be eligible for up to 12 months of Coverage Extension of health benefits at their personal expense (this may be provided by the employer as part of a severance package). The church must inform us within 30 days of active, physical employment ending, not at the end of the severance period. Terminating employees may be eligible to convert Life Insurance and Long Term Disability coverage to individual polices at a higher rate structure.