Plans, Prices and Contributions for Classified Employees
2020-2021 Plan Year as per 2019-2022 Collective Bargaining Agreement, Appendix B
Opt Out Incentive
An OSEA Member who is eligible for benefits and chooses to “opt out” of all health benefit coverage (medical, dental, and vision) shall receive four hundred dollars ($400) per month contributed from the pool to a qualified HRA/VEBA plan in accordance with IRS rules for use. This amount is prorated by FTE for employees who work .5 to .74 FTE and paid at 100% for employees who work .75 FTE and above.
If you plan to take advantage of the "opt out" incentive above, you must complete an HRA VEBA Enrollment Form and submit it to Human Resources.
For HRA/VEBA plan information, please visit www.hraveba.org
High Deductible - Health Savings Account Plan Incentives
An OSEA member who is eligible for benefits and selects MODA Plan 6 or Kaiser 3 will receive the following Annual contribution to a qualified **Health Savings Account (prorated for employees with an FTE of less than 1.0):
1. $1600 for Employee only coverage
2. $3200 for Employee + Spouse/Partner or Employee + Child(ren)
3. $3200 for Employee + Full Family (Spouse & Child(ren))
HSA funds will be distributed per the following schedule: One-third will be deposited on or about October 15, 2020.
Two-thirds will be deposited on or about January 15, 2021.
**To be eligible for an HSA, you must establish that you are not: Being claimed as a dependent on another's tax return Covered under any other health plan that is not a Qualified High Deductible Health Plan (QHDHP) Covered under any other type of health benefit that covers some of the medical expenses that are covered by a QHDHP Enrolled in Medicare (Not intended to be a complete list). Employees who still have HRA funds from previous 2016-2018 distributions: Beginning October 2020, YOU WILL BE CHARGED A YEARLY ACCOUNT MAINTENANCE FEE of $36 . This yearly fee will be deducted
from your October paycheck(s) until your funds are exhausted (even if you only have $3 in your account). It is
the employees responsibility to track account balances. Remember that if you leave NWRESD for any reason,
these funds do not move with you. This does NOT apply to HRA/VEBA (opt out) accounts. If you had HRA
funds and have since moved to an HSA plan you can only use those funds for Dental and Vision expenses. Please contact Debbie Braden at Debbie.Braden@americanfidelity.com for your HRA balance and information on how to access funds and change the plan to "Limited".
Members interested in selecting a High Deductible plan should seek additional information about their eligibility for a Health Savings Account by contacting American Fidelity Health Services Administration at 1-866-326-3600 or by email hsa-support@af-group.com
Employees who select a QHDHP and determined his/her eligibility for a Health Savings Account must complete an American Fidelity Application and Custodial Agreement and return it to kfernandez@nwresd.k12.or.us
Mid-Year New Hires distribution of HSA funds per the following schedule:
Any new employee enrolled after November 1st shall have the amount prorated for the number of months they are eligible for insurance in that plan year*.
1. $133.33 per month of benefits-eligible employment for employees who enroll for "Employee only"
2. $266.67 per month of benefits-eligible employment for employees who enroll for Employee+Spouse/Partner or
Employee+Child(ren)
3. $266.67 per month of benefits-eligible employment for employees who enroll for Employee+Spouse/Partner or
Employee+Child(ren)
*The numbers above are for 1.0 FTE, these will be prorated for less than 1.0 FTE.
2020-21 Rates |
2020-21 Plan Designs |
How Much Will My Benefits Cost?
The ESD contribution toward Medical, Dental, and Vision premium costs is $1348 per month for Classified employees working full time at 1.0 FTE; this contribution is prorated by FTE. The pool will cover costs over and above the ESD insurance contribution for employees as follows:
Medical:
o Employee + Spouse (enter range - see table)
o Employee + Child(ren) (enter range - see table)
o Employee + Family (enter range - see table)
Employees who choose to enroll in optional plans (e.g. Short Term Disability Insurance) will pay the full cost of those plans.
Employees who work less than 20 hours per week are not eligible for insurance benefits.
The ESD contribution toward Medical, Dental, and Vision premium costs is $1348 per month for Classified employees working full time at 1.0 FTE; this contribution is prorated by FTE. The pool will cover costs over and above the ESD insurance contribution for employees as follows:
Medical:
- FTE of .75 – 1.00 will have 100% coverage by the pool.
- FTE 0f .50 - .74 will have prorated coverage by the pool. For example: if you are at .5 FTE, the pool will pay 50% of costs above the ESD contribution and the employee will pay 50%; if you are at .7 FTE the pool will pay 70% of costs above the ESD contribution and the employee will pay 30%
- FTE of .75 – 1.00 The pool will only cover the cost of Dental and Vision plans for employees only, so +Spouse, +Child(ren), and +Family will be at out of pocket for will have cost share rates as follows:
o Employee + Spouse (enter range - see table)
o Employee + Child(ren) (enter range - see table)
o Employee + Family (enter range - see table)
Employees who choose to enroll in optional plans (e.g. Short Term Disability Insurance) will pay the full cost of those plans.
Employees who work less than 20 hours per week are not eligible for insurance benefits.
Enrollment
For medical, dental, vision, life, accidental death and dismemberment, and long term care insurance, you must enroll online in the OEBB system within the specified enrollment time-frame.
For medical, dental, vision, life, accidental death and dismemberment, and long term care insurance, you must enroll online in the OEBB system within the specified enrollment time-frame.
- New Employees: Review the benefit information and enroll within 31 days of benefit eligibility in MyOEBB
- Open Enrollment: Your annual opportunity to make changes to your current plans. The Open Enrollment period begin August 15, 2020 and ends September 15, 2020. You must enroll or "opt out" by the end of the open enrollment period.
- Mid-Year Changes: Certain Qualified Status Changes allow such as the birth or adoption of a child, marriage, newly formed domestic partnership, or loss of other coverage may permit insurance enrollment. Complete the Mid-Year Change Form and send it to Human Resources within 31 days of the event.
